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Essay / Research Paper Abstract
19 pages in length. With the pressures of the workplace steadily increasing in today's overburdened work environment, compromised ethics is not all that uncommon. The writer discusses the beneficial impact the Society for Human Resource Management has had upon the ethical and overall success of organizational performance. Bibliography lists 21 sources.
Page Count:
19 pages (~225 words per page)
File: LM1_TLC_SHRM.rtf
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Unformatted sample text from the term paper:
Set forth as "the leading voice of the human resource profession" (The U.S. Equal Employment Opportunity Commission, 2002) back in 1948 when it was then known as the American
Society for Personnel Administration (ASPA), SHRM has prided itself in supplying its more than twenty thousand global student and professional members with essential leadership (SHRM, 2006). As an organization
committed to "represent, inform, guide, and lead the human resource profession into the 21st Century" (HRA Oak Brook, no date), SHRMs provides the ways and means to "ensure that HR
is an essential and effective partner in developing and executing organizational strategy" (SHRM, 2006), which is derived directly from the Code of Ethics: * Maintain the highest standards of
professional and personal conduct. * Strive for continuous personal growth in the field of Human Resource Management. * Support the Associations goals and objectives for developing the Human
Resource Management profession. * Encourage my employer to make the fair and equitable treatment of all employees a primary concern. * Strive to make my employer profitable both in
monetary terms and through the support and encouragement of effective employment practices. * Instill in the employees and the public a sense of confidence about the conduct and intentions
of my employer. * Maintain loyalty to my employer and pursue its objectives in ways that are consistent with the public interest. * Uphold all laws and regulations
relating to my employers activities. * Refrain from using AHRM membership lists/directories as mailing sources without prior approval of the Board. * Maintain the confidentiality of privileged information.
* Expand public understanding of the role of Human Resource Management (AHRM, 2005). Inasmuch as the SHRM advocates the adherence to
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