What does it mean to include fairness and justice in the HR profession?

Running head: APPROACHES TO LAWS1Approaches to LawsStudent’s Name:Institutional Affiliation:APPROACHES TO LAWS 2Approaches to Laws

Human resource plays essential roles in the recruitment of new employees,

interviewing to select the best from among the pool, screening to identify particular character

and skill and placing them in different roles within the business organizations. The managers

plan on intended goals for achievement by the organization (Society for Human ResourceManagement, 2018). They direct orders and coordinate administrative functions in theorganization. This study identifies the responsibilities of the HR profession, elaborates onwhat fairness and justice mean and how HR manages information within an organization.Responsibilities of the HR Professionals

Among the essential duties include adding value to the institution they serve. They

build a respectful, credible, and strategy that is important for the profession within theirorganizations and across the business community they serve. Secondly, they help theorganizations to achieve their goals and objectives through a careful selection process forqualified and skillful staff likely to deliver on the goals and objectives. Third, they contributeto ethical success by training the practitioners plus the organization about the principles andpractices that help the profession. They achieve that through consistent training andbecoming good role models to the rest of the employees (Noe, Hollenbeck, Gerhart &Wright, 2017). Fourth, they positively influence the workplace and recruitment practices.They apply impartial recruitment processes during the hiring of organization employees.They also encourage professional decision making and responsibility within and without theirorganization by employing positive individual decisions and actions at the workplace. Fifth,they promote social responsibility among the partners. They accept personal, professional

liability for failure in actions plus decisions on human resource management within the

organizations (Society for Human Resource Management, 2018). Sixth, they advocatoryAPPROACHES TO LAWS 3carry out activities that enhance credibility and maintain the core values of the givenprofession and organization.What Fairness and Justice in the HR Profession MeanThat means ensuring fair policies and procedures. That helps define the rights andresponsibilities of the workers within the organization. That is critical because any policythey make affects the workers either immediately or in the future. Fairness ensures anincrease in job satisfaction among the workers. Additionally, it guarantees the well-being ofthe employees in the workplace. Importantly, it ensures productivity both by an individualand the organization. Fairness motivates the employees. It enables making the extra effortand going the extra mile by the workers. Thus, fairness and justice ensure the employees aretreated fairly and with respect. Therefore, it enhances cohesiveness and unity among theteams (Perreira & Berta, 2015). Nonetheless, it ensures following due process in handlingemployee indiscipline and termination. Lastly, it protects the right to privacy and personalsafety of the employee. HR can achieve fairness and justice by reaffirming the receiving ofequal recognition opportunities for all workers, secondly, by creating a sense of promotingworkers fairly. Third, by adhering to transparency and equity in pay packages organizationsoffer. Lastly, ensuring disgruntled employees receive a fair process for appeals.

How HR Professionals Manage the Organization’s Information

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Green Branch Coffee recently experienced an ethical violation because some unscrupulous employees leaked customer information on a social media Web site. The Director of Human Resources at Green Branch Coffee has asked you to prepare an executive report that reviews the role of ethics in the HR profession. This report will be shared with the VP of HR. You realize this is an important project and begin by researching the Society for Human Resource Management’s (SHRM) Code of Ethics for HR professionals. Review the SHRM Code of Ethics, and prepare a 500-word APA7 executive report that answers the following questions: Describe the professional responsibilities of HR professionals. What does it mean to include fairness and justice in the HR profession? How should HR professionals appropriately manage an organization’s information? Reference

Society for Human Resource Management (SHRM). (2014, November 21). Code of ethics. https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx

Professional Responsibility

Core Principle:

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.

Intent

To build respect, credibility and strategic importance for the HR profession within our organizations, the business community, and the communities in which we work.
To assist the organizations we serve in achieving their objectives and goals.
To inform and educate current and future practitioners, the organizations we serve, and the general public about principles and practices that help the profession.
To positively influence workplace and recruitment practices.
To encourage professional decision-making and responsibility.
To encourage social responsibility.

Guidelines

Adhere to the highest standards of ethical and professional behavior.
Measure the effectiveness of HR in contributing to or achieving organizational goals.
Comply with the law.
Work consistent with the values of the profession.
Strive to achieve the highest levels of service, performance and social responsibility.
Advocate for the appropriate use and appreciation of human beings as employees.
Advocate openly and within the established forums for debate in order to influence decision-making and results.

Professional Development

Core Principle:

As professionals we must strive to meet the highest standards of competence and commit to strengthen our competencies on a continuous basis.

Intent

To expand our knowledge of human resource management to further our understanding of how our organizations function.
To advance our understanding of how organizations work (“the business of the business”).

Guidelines

Pursue formal academic opportunities.
Commit to continuous learning, skills development and application of new knowledge related to both human resource management and the organizations we serve.
Contribute to the body of knowledge, the evolution of the profession and the growth of individuals through teaching, research and dissemination of knowledge.
Pursue certification such as CCP, CEBS, PHR, SPHR, etc. where available, or comparable measures of competencies and knowledge.

Ethical Leadership

Core Principle:

HR professionals are expected to exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct.

Intent

To set the standard and be an example for others.
To earn individual respect and increase our credibility with those we serve.

Guidelines

Be ethical; act ethically in every professional interaction.
Question pending individual and group actions when necessary to ensure that decisions are ethical and are implemented in an ethical manner.
Seek expert guidance if ever in doubt about the ethical propriety of a situation.
Through teaching and mentoring, champion the development of others as ethical leaders in the profession and in organizations.

Fairness and Justice

Core Principle:

As human resource professionals, we are ethically responsible for promoting and fostering fairness and justice for all employees and their organizations.

Intent

To create and sustain an environment that encourages all individuals and the organization to reach their fullest potential in a positive and productive manner.

Guidelines

Respect the uniqueness and intrinsic worth of every individual.
Treat people with dignity, respect and compassion to foster a trusting work environment free of harassment, intimidation, and unlawful discrimination.
Ensure that everyone has the opportunity to develop their skills and new competencies.
Assure an environment of inclusiveness and a commitment to diversity in the organizations we serve.
Develop, administer and advocate policies and procedures that foster fair, consistent and equitable treatment for all.
Regardless of personal interests, support decisions made by our organizations that are both ethical and legal.
Act in a responsible manner and practice sound management in the country(ies) in which the organizations we serve operate.

Conflicts of Interest

Core Principle:

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.

Intent

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.

Guidelines

Adhere to and advocate the use of published policies on conflicts of interest within your organization.
Refrain from using your position for personal, material or financial gain or the appearance of such.
Refrain from giving or seeking preferential treatment in the human resources processes.
Prioritize your obligations to identify conflicts of interest or the appearance thereof; when conflicts arise, disclose them to relevant stakeholders.

Use of Information

Core Principle:

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.

Intent

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.

Guidelines

Acquire and disseminate information through ethical and responsible means.
Ensure only appropriate information is used in decisions affecting the employment relationship.
Investigate the accuracy and source of information before allowing it to be used in employment related decisions.
Maintain current and accurate HR information.
Safeguard restricted or confidential information.