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As HR professionals, we are responsible for adding value to the organizations we serve and contributing to the ethical success of those organizations. We accept professional responsibility for our individual decisions and actions. We are also advocates for the profession by engaging in activities that enhance its credibility and value.
As professionals we must strive to meet the highest standards of competence and commit to strengthen our competencies on a continuous basis.
HR professionals are expected to exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct.
As human resource professionals, we are ethically responsible for promoting and fostering fairness and justice for all employees and their organizations.
To create and sustain an environment that encourages all individuals and the organization to reach their fullest potential in a positive and productive manner.
As HR professionals, we must maintain a high level of trust with our stakeholders. We must protect the interests of our stakeholders as well as our professional integrity and should not engage in activities that create actual, apparent, or potential conflicts of interest.
To avoid activities that are in conflict or may appear to be in conflict with any of the provisions of this Code of Ethical and Professional Standards in Human Resource Management or with one's responsibilities and duties as a member of the human resource profession and/or as an employee of any organization.
HR professionals consider and protect the rights of individuals, especially in the acquisition and dissemination of information while ensuring truthful communications and facilitating informed decision-making.
To build trust among all organization constituents by maximizing the open exchange of information, while eliminating anxieties about inappropriate and/or inaccurate acquisition and sharing of information
For information on disciplinary procedures for violations of the Code of Ethical and Professional Standards, please review Article 2, Section 5 of the SHRM Bylaws.
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