RECOMMITTING TO OUR CODE OF ETHICS

1. HR ETHICS & PROFESSIONALISM
RECOMMITTING TO OUR
CODE OF ETHICS

2. We value what we can offer as a profession and recognise
the stewardship role of the profession and its members. This
role is embodied in the norms and principles we stand for.
The purpose of this code is to entrench the obligation we
have as professional HR practitioners to uphold the
profession’s norms and principles and to conduct our
activities in a professional and ethical manner. To ensure
the trust of all our stakeholders, we strive to build the
reputation of the profession and its members through the
values of responsibility, integrity, respect and
competence.
THE SABPP CODE OF ETHICS

3. As members of the profession of Human Resource
Management in South Africa, we actively pursue the ideals of
professionalism and are therefore ethically obliged to:
• Bring meaning and quality of work life to the people we
serve in our professional capacities
• Ensure the sustainability of the organisations that we
serve
• Make a difference to the communities we touch.
OUR ETHICAL IDENTITY

4. • Meaningfully transform the lives of those men and women that are
employed by the organisations we serve.
• Contribute to the success and sustainability of the organisations
that employ us or that we render a service to.
• Comply with the expectations of our profession and fellow
practitioners.
• We accept responsibility for the outcomes of our actions and
interventions. In this we contribute to the greater goodness of
society.
OUR ETHICAL VALUES
RESPONSIBILITY

5. As HR practitioners we are committed to
• Exemplary ethical conduct that is characterised by honesty,
objectivity, fairness of judgment, consistency of action and
loyalty to our profession and the organisations and communities we
engage with.
• We aim to grow the profession in a controlled and responsible
manner. In that we strive to attract to the profession members with
sound moral character and integrity.
OUR ETHICAL VALUES
INTEGRITY

6. • We are unwaveringly committed to tolerance, respect for human
dignity and upholding the human rights as prescribed by the
constitution of the country.
• We treat all our stakeholders with respect and protect them from
harm.
• We stand in service of our profession and its membership, those
organisations that remunerate us for our professional contributions,
and the communities we affect.
• We have an obligation to prevent breaches of principles of
respect and to assertively object to such violations when they
occur.
• We respect the confidentiality of information that is entrusted to us.
OUR ETHICAL VALUES
RESPECT

7. • Professional registration of HR practitioners is a privilege afforded to
individuals that have met the criteria for registration.
• We are committed to ensure professional credibility by actively
evaluating and protecting the quality of professional education
and training of those aspiring to enter the profession.
• We aspire to uphold the highest standards of continued
professional development and improvement of competence of
members of the profession.
OUR ETHICAL VALUES
COMPETENCE

8. • We enact this aspiration through role modeling and mentorship.
• It is our professional duty to integrate and apply sound human
resource management principles, policies and practices in all
aspects of people management and to assess the value that we add.
• We strive to formulate generally accepted HR practices that
adhere to criteria of scientific and feasibility proportions.
• It is our quest to build the field of human resource management by
promoting and supporting rigorous research.
OUR ETHICAL VALUES
COMPETENCE

9. 3.3.1 Position HR as a strategic partner in the risk governance
structures and processes of the organisation.
6.2.4 Ensure fair, ethical and organisational cultural practices focusing
on the achievement of performance targets in a sustainable way.
7.2.2 Deliver a fair & equitable reward system and process that is
ethical, cost effective and sustainable.
HRM SYSTEMS STANDARD
RISK, PERFORMANCE MANAGEMENT, REWARD

10. 7.2.4 Ensure compliance with organisational governance principles and
practices aligned to national and relevant international governance codes
of practice and relevant legislation.
10.3.2 Ethics of interventions is observed.
11.3.7 Provide independent professional oversight, guidance and
consulting with regard to HR policy, strategy and organisational people
practices and ethical values.
HRM SYSTEMS STANDARD
EMPLOYEE RELATIONS, OD & SERVICE DELIVERY

11. Ø The SABPP HR Audit model provides HR Professionals with a
robust, risk-based framework to ensure an integrated, aligned and
well-governed approach to auditing the National HR Standards.
Ø Ensures that HR controls quality and consistency in accordance
with the spirit of good governance as documented in King III.
Ø In this way we contribute to the professionalism of our profession
Ø Underpinned by HR Audits (full 13 HRM System or single standard
audits/ gap analyses)
HRM SYSTEMS STANDARD
GOOD GOVERNANCE

12. • Membership – if not paid up – in breach of the act and designation
invalid
• Family, friends, employers & colleagues
• Fraudulent documentation
• Qualifications and other employment documentation
• False statements, etc.
• Consequences: deregistration, loss of credibility, criminal charges
RECOMMIT TO THE ETHICS CODE
CONSEQUENCE & CRIMINALITY

13. To set standards of ethics in the HR profession, promote
ethical conduct through education, investigation and
enforcement
• Mandated by SAQA
• Governed by the NQF
SABPP ETHICS COMMITTEE
PURPOSE

14. • Investigations and complaints policies
• Helpline
• Book – Ethical Competence in HR Management Practice
• Toolkit, bookmark. brochure
• Articles
• Workshops
SABPP ETHICS COMMITTEE
PRODUCTS & SERVICES