Code of Conduct for NHRDN Members

Code of Conduct Do's Dont's
I will always strive to meet the highest evolving standards of COMPETENCE in the profession and ADD VALUE to organizational success.

I will keep myself updated regularly by reading the latest Management books, HR publications and related literature with time targets.

I will network professionally to build my competencies through right emulation.

I will not wait for my employer to provide me opportunities to learn.

I will not be afraid to acknowledge gaps in my knowledge, skill and competence, actions and decisions and foster FAIRNESS with firmness.

I will deal with all stakeholders with utmost INTEGRITY and create an environment of TRUST leading to the ETHICAL success of my organization.

I will have a completely open and transparent relationship with all, and be clear of each stakeholder's expectations from me, my organisation and also my expectation from them.

I will uphold and respect the confidentiality imposed on me by other individuals / the organisation.

I will be authentic in my words and actions and always stand by what I have said.

I will not indulge in or encourage or be a bystander to any negative talk or rumours about anybody or such related behaviour.

I will not divulge any information about the organisation to any unauthorised person for any reason or purpose.

I will ensure that I am always RELIABLE and consistent in all my actions by accepting responsibility for my decisions and actions thereby creating CREDIBILITY for my profession and myself.

I will deliver results consistently and in tune with my promises.

I will own all my mistakes and take action to rectify them at the very earliest.

I will not blame others for my mistakes.

I will not over-estimate what I can do.

I will be result oriented rather than finding faults or blaming others.

I will be OBJECTIVE in all my actions and decisions and foster FAIRNESS with firmness.

I will investigate situations and get all the facts before I take any action or arrive at a conclusion.

I will take decisions as quickly as possible and be firm in my actions.

I will consistently communicate transparently to all concerned, with a personal touch.

I will not make brash or hasty decisions.

I will not hide behind someone else's decision making authority.

I will not take biased or prejudiced decisions based on gender / community / religion / minority.

I will conduct myself in a way that FACILITATES GROWTH and DEVELOPMENT of all those I am responsible for.

I will always listen to people and relate to them with openness and fairness.

I will foster development in my staff, my team and for those whom I am responsible for.

I will delegate, coach and mentor as appropriate.

I will meticulously plan for my succession and prepare concerned persons.

I will provide a training and development budget for my team.

I will attempt to counsel / teach / coach the HR student community.

I will not make assumptions about what others are capable of.

I will not decide their future without asking their inputs.

I will not cut the training budget as the first step toward cost reduction.

I will not imagine that I am too old / experienced to learn from others.

I will strive to be a ROLE MODEL for all others and CHAMPION exemplary practice of the HR profession.

I will set an example in all my actions.

I will understand the influence I have over the perceptions of those around me.

I will prudently mix fun and work.

I will stand up for what is right.

I will always be driven by long term interests rather than short term gains.

I will understand and comprehend the core beliefs from which I derive my ethics.

I will be clear on what my values in life are.

I will not participate in inappropriate joke or story telling just to be "in".

I will not be afraid to speak up when it is necessary.

I will not have double standards in values like one in personal life and one in professional life or a set of values for myself and another for others.

I will respect the rights of privacy, will not use my position for personal gains and ensure that there is no CONFLICT OF INTEREST in what I do with any of my stakeholders.

I will be very objective and diligent in giving references of my employees to others.

I will respect their rights of privacy and keep their information in utmost confidence.

I will keep the employees interest above all whilst dealing with different stakeholders.

I will not pass on confidential personal information regarding employees to others.

I will not give out information on my employees to competitors, search firms and other vendors under any pressure.

I will not share any privilege information I have regarding employees either with their supervisors or peers or any other group of employees which might compromise their interests.




The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The distance organizations need to travel from ‘Good’ to ‘Great’ depends a lot on their ability to deliver sustained business performance that creates a win-win for all key stakeholders. A key enabler to this is a robust Performance Management system that motivates employees to take stretch goals and reward them for the meaningful contributions.
Planning for talent – quality and quantity – and then attracting them is one of the constant challenges HR professionals face in today’s War for Talent. Does your organization have a formal manpower planning process? What are the recruitment channels you use most frequently? What recruitment metrics are used by organizations?