1
Q
What is Professional Practice?
A
A cluster of competencies related to the ability to conduct oneself in a professional manner and to exhibit high levels of professionalism in all contexts and situations
2
Q
What are some rules of Professional Conduct?
A
- Conducting oneself in a professional manner
- Exhibiting high levels of professionalism in all contexts and situations
- It’s your manner, approach and who you are (more than legislations). How you behave reflects on your professional image and the image of the organization you work for.
- Scope of Practice (activities that define the HR profession)
- Code of Ethics (sets out principles that guide member conduct)
- Relationship with Association (Expectations)
- Duties to employers, employees, the profession and the public (whether employees by a business, self-employed or any context related to HR)
- When employed by an organization
- When acting as an independent practitioner
- When supervising others
- When representing organization or individuals
3
Q
What falls into the scope of practice?
A
- Developing policies
- Consulting about HR matters (Ex: can be with compensation, training, etc)
- Providing advice to internal and external clients
- Representing clients and organizations in HR proceedings
- Developing and evaluating HR programs (calculating a monetary return on investment as an example)
- Supervising other HR professionals (whether registered or non-registered)
- Coaching individuals on HR matters
- Conducting HR research
- Teaching HR
4
Q
What are some of the roles HR Professionals Play?
A
- Advisor, Consultant, Facilitator, Collaborator
- Coach, Mentor, Teacher
- Change Agent, Strategist, Designer, Builder
- Researcher, Analyst, Evaluator, Strategic Partner
- Negotiator, Confident, Corporate Conscience
- Individual Contributor, Team Player, Supervisor, Manager (fulfilling our job/role)
- LEADER RELATIONSHIP BUILDER Relying on an “evidence-based” approach (and bringing a level of expertise)
5
Q
What are the 7 Principles of the Code of Ethics?
A
- Competence
- Legal Requirements
- Dignity in the Workplace
- Balancing Interests
- Confidentiality
- Conflict of interest
- Professional Growth and Support
6
Q
What is Competence?
A
- Having an understanding of the knowledge and skills required
- Provide services in an honest and diligent manner
- Ensure on engages within the limits of his/her knowledge, experience and skill
- Seek necessary assistance so as not to compromise your professional responsibility
- Not practice in situations that could impair the dignity of the profession or the quality of services the member provides - emphasizes the need to know what you are and not allowed to do.
- Prevent the inappropriate use by others of the tools, techniques and processes - in the code of Ethics (people tend to exaggerate their credentials or abilities and develop a new way of managing change. Companies give them the benefit of the doubt and implement the project. You need to reflect on your competencies and abilities and if you see it as unqualified you need to make sure they don’t move forward.)
- Take the necessary means to keep his or her knowledge and skills up to date
- We live in a world of change such as social pressures, technology, etc. We must therefore keep up to date with best practices.
7
Q
What does Legal Requirements entail?
A
- MUST adhere to any statutory acts, regulations, or by-laws which relate to the field of HRM, as well as all civil and criminal laws, regulations and statutes
- MUST not knowingly or otherwise engage in or condone any activity or attempt to circumvent the intention of the law.
- Parliaments or regulatory bodies have set. For example: you need to make sure your organization is following Human Safety, Employment Act.
8
Q
What are an HR Professional’s Legal Requirements?
A
- Professional Regulations
- Charter of Rights and Freedoms
- Employment Standards
- Human Rights Codes or Acts
- Workplace Health and Safety
- Industrial Relations and Labour Relations Board
- Employment Equity
- Pay Equity
- Privacy
- Contract Law
- Common Law
- Canada’s Criminal Code
- Duty to keep current on laws that govern HR practices
- Demonstrate understanding of the application of HR legal requirements in the workplace
9
Q
What does Dignity in the Workplace entail?
A
- Support, promote and apply the legislative requirements and the principles of human rights, equity, dignity and respect in the workplace, within the profession and in society as a whole.
- Can include respect for the environment, other people’s privacy, their space and belongings, genders, religion, lifestyles, beliefs, personalities, different ideas.
- Need to ensure that everyone in the organization knows what these are and what they mean.
- Can be part of the value statement.
- Shows how the company views its customers and how HR views it’s employees
- How departments see their staff.
- This is of paramount importance.
10
Q
What does Balancing Interests entail?
A
- Balance organizations; and employee needs and interests
- Ex: interest of the employees, union, managers, etc.
- Build productive relationships both inside and outside the organization
- Adhere to accepted HR standards of practice
- Act with integrity
- Make decisions only after considering all accessible and relevant facts
- As HR professionals it’s not uncommon to have conflict come up. It is always key to be professional and ethical
11
Q
What does holding Confidentiality entail?
A
- Hold in strict confidence all confidential information acquired in the course of the performance of their duties
- Do not divulge confidential information unless required by law and/or where serious harm is imminent
12
Q
What is a conflict of interest?
A
- Avoid, or disclose a potential conflict of interest that might influence or might be perceived to influence, personal actions or judgements.
- Taking kickbacks would be a conflict of interest
- We must disclose anything that would be potential or perceived to influence personal judgements
- Ex: if a manager hires a relative without the regular recruitment process, others would find this to be a conflict of interest even if they were the best candidate
13
Q
What is meant by Advancement of the Profession?
A
- Promote the value of the HR profession
- Advance who we are within the professional and what we do as a professional in this profession.
- Ex: Lawyers promote the profession by telling those to get legal advice if needed
- Ex: HR professionals should promote their profession should show employees this by showing the value of HR and understand HR roles. Volunteering in an HR practice or mentoring is a great way to promote our profession
- Promoting what we do, how we do it and how we value individuals is key.
- Making sure the people around you grow, the organization and yourself is key and of paramount importance.
14
Q
What is meant by Professional Growth?
A
- Maintain personal and professional growth by engaging in activities that enhance the credibility and value of the profession
- This is key to your well-being
- About being proactive and seeking activities that would give you the skills and abilities to make informed decisions
- Keep up to date with new legislation
- Enrolling in educational programs that maintain and advance your skillset
- Keeping membership in good standard
15
Q
What are the steps of Risk Management?
A
Step 1: Identify the risks
Step 2: Assess the risks
Step 3: Develop strategies
Step 4: Implement strategies and communicate
Step 5: Monitor the results
16
Q
What are some examples of risks?
A
- abuse
- personal injury
- medical
- environmental
- property
- financial
- reputation/goodwill
- good practice
17
Q
What are 2 ways to assess risks?
A
- Severity
- Likelihood or frequency of it occurring
18
Q
What are some of the Strategies to deal with Risk?
A
- Avoidance: stop providing the service or doing the activity (Ex. not doing proper background checks on candidates)
- Acceptance: an organization will choose to accept the risks (Ex: hiring new employees who may not have the preferred experience but you believe have the potential for them to grow quickly and mold for the job)
- Modification: Change the activity to reduce the likelihood of the risk occurring or to reduce the severity of the consequences (Ex: policies and procedures communicate expectations and define boundaries)
- Transfer or Sharing: transfer the risk to another organization through signing a contractual agreement (Ex: contract you have for your benefit provider transfers the risk to them by providing the employee with wages in the event that they can’t work.)
19
Q
What does RACI stand for?
A
Responsible
Accountable
Consulted
Informed
Human Resources Study Notes
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