The AHRP CODE OF PROFESSIONAL PRACTICE IN HUMAN RESOURCE MANAGEMENT

Introduction to the Code
Human Resource Management is that part of management concerned with people at work and with their relationships within an organization. Its aim is to bring together and develop into an effective organization the men and women who makes up an enterprise, enabling them to make their best contribution to its success.

This code is a guide to those engaged in human resource management on the essential principles and practices appropriate to the profession. The object of the code is to establish high standards of practice and publicly declare them. Whilst the code is directed primarily to members of the Association of Human Resource Professionals, it is commended to all those working in this field.

The Association of Human Resource Professionals
The AHRP exists to promote and develop the professionalism of human resource management and, in particular, the development and application of policies governing:

The Association adopts a positive and initiating role, seeking to influence the occupational and social environment, legislation and management thinking. It aims to be the guardian of high standards in the practice of human resource management.

A member of the Association commits himself to its aim and objects. He is interested in the establishment of good practice within the profession as a whole and in the development of younger members. He is mindful of his responsibilities to his employer and the special nature of his relationship with the employees. At the same time he is concerned that those engaged in human resource management who are not members of the Association should adopt its standard and understand its objects. In his relationships he should conduct himself with due regard to the high standards of integrity and behaviour demanded by the particular responsibilities of the profession, and will not knowingly take any action which may be liable to bring the good name of the Association or its members into disrepute.

The Human Resource Manager
Whilst the management of people forms part of every manager’s job, the human resource manager provides specialist knowledge, advice and services to other members of the management team so that they may be assisted to make the most effective use of the human resources of the organization. He should have a clear understanding of the economic factors effecting the success of the organization, particularly the cost effectiveness of manpower and associated expenditure.

A human resource manager is concerned with the long term success of the organization both as an industrial, commercial or public enterprise, and as a social entity. He has, however, a special involvement in the livelihood of people, their working conditions, security of employment, reward and development. He is also a privileged recipient and guardian of personal information and confidences.

HRM Code of Professional Practice

1. Responsibility to the Employer

A human resource manager’s primary responsibilities are to his employer. He should conduct himself as a responsible member of the management team committed to the achievement of the organization’s objectives with the optimum use of resources. He will:

1.1. Advise on good personnel practice concerning terms and conditions of employment, staffing and the labour market, the organization of work, training and development, employee benefits, welfare facilities and the working environment.

1.2. Seek to establish and maintain good working relationships with trade unions and employee representatives.

1.3. Encourage the development of effective consultation and communication at all levels in the organization.

1.4. Respect the employer’s requirements for the confidentiality of information entrusted to him during the performance of his duties, including the safeguarding of information about individuals.

1.5. Promote non-discriminatory employment practices, and common standards of justice in the treatment of individuals by the corporate employer.

1.6. Constantly update his professional skill and knowledge in respect of new learning and legislation in the personnel field and the impact of technological, economic and social change on people at work.

2. Responsibility to Employees and Potential Employees

By his conduct and good practice, a human resource manager will establish confidence in himself and understanding on his role and thus resolve the conflict which must sometimes exist between his position as a member of the management team and his special relationship with the workforce in general and with individual employees. In particular, he will:

2.1. Be available to act in a counseling role to individual employees and to advise them about their personal development and career opportunities.

2.2. Seek to achieve the fullest possible development of the capacity of individual employees commensurate with the opportunities available and the needs of the organization.

2.3. Ensure the privacy and confidentiality of personal information to which he has access or for which he is responsible, subject to any legal requirements and the best interests of the employee.

2.4. Ensure that existing and potential employees are given full and accurate information concerning employment with his organization.

2.5. Be concerned with the welfare of pensioners and the dependents of deceased employees.

3. Relationships with Other Organizations

In his relationships with other professional bodies, government departments, institutions, employer and trade unions and other employee associations, a human resource manager will use his best endeavours to enhance the standing and good name of his profession. He should not disclose information about an employee to external bodies without the agreement of the individual concerned, except where this would conflict with his public day, or when responding to legitimate requests for references.

Notes:
(a) The use of the masculine throughout this code is deemed to include the feminine.

(b) The term “human resource manager” is used to include all those working at an executive level in the human resource function, whether specialized in a specific aspect of the function or not.

(c) The term “employer” is used to include enterprises or organizations in the industrial, commercial or public service sectors.