Working as a Human Resource Professional: A Reflection

Joseph Erandi

215110101111025

Department of Languages and Literature, University of Brawijaya

SBS60101: Etika Profesi

Juliati, S.S., M.Hum.

December 19, 2023

 Professional Detail

Human resource professionals are individuals who specialize in understanding and

improving various aspects of human behavior, cognition, and performance in the workplace.
They often work in the field of management, which is a field that I apparently study.

Put simply, this profession is responsible for providing direction and the best
strategy for a company's employment program. They will monitor the implementation of the
program and carry out evaluations to form better strategies. Functions of human resource
professionals may include planning, staff recruitment/dismissal, wages/ allowances,
performance evaluation, rewards, training/development, leadership, and productivity.

In carrying out their work, HR managers need to ensure that employee performance
management is directly proportional to the compensation received by employees. Apart from
that, they also focus on maintaining employee performance so that the company's business
processes run smoothly. If a company doesn't have an HR professional, it could face
problems in managing employees, hiring, and following rules, which might cause issues,
legal risks, and difficulties with staff relationships.

To become an HR professional, you must have at least a bachelor's degree in

Business Administration, Psychology, or Management, but it is common for Language
students to be hired in the field. Specifically, if you want to become a manager, you must
have a competency certification. One of the certifications that can be taken is the Certified
Human Resource Manager (CHRM) which is issued by institutions that have been approved
by the National Professional Certification Agency (BNSP). The HR professional undoubtedly
needs several good soft skills, such as communication, leadership, and self-management
abilities. Since this profession is at the managerial level, companies highly value relevant
experience when recruiting candidates.

Retrieved from jobstreet.co.id, the average monthly salary for Human Resources
professionals in Indonesia ranges from IDR 13,350,000 to IDR 16,350,000.
 Code of Ethics

Professional responsibilities
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.

Professional development
Core Principle: As professionals, we must strive to meet the highest standards of
competence and commit to strengthening 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").

Ethical leadership
Core Principle: HR professionals are expected to exhibit individual leadership as a role
models 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.

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.

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.

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
 Case Study

Below are two of the ethical issues to note.

1. Unfair employee benefits and compensation plans, or discriminatory practices based on

gender, race, disability, age, etc.

In Indonesia, the unfortunate reality is that instances of unfair treatment and

discrimination in the workplace are regrettably common. Workers often find
themselves facing disparities in compensation and opportunities based on factors such
as gender, race, disability, or age. These pervasive issues not only hinder individual
career growth but also cast a shadow on the principles of equity and inclusivity that
should underpin every workplace.

Confronting this prevalent challenge, my approach as an HR manager is anchored in a

commitment to rectifying these injustices. I initiate a two-pronged strategy of cultural
transformation and policy refinement. Through targeted training programs and
awareness campaigns, I strive to instill a culture that values diversity and condemns
discrimination. Simultaneously, I meticulously review and revise existing HR
policies, ensuring that they not only comply with legal standards but also actively
promote fairness and inclusiveness. By addressing the roots of these issues and
fostering a workplace ethos that values every individual, I aim to steer the
organization toward a brighter and more equitable future for its employees in
Indonesia.
2. Biased recruitment practices whereby a human resource manager favors
recommended individuals or those with personal relations.

Nepotism is a persistent challenge in the Indonesian workplace, with instances where

a human resource manager favors recommended individuals or those with personal
relations being all too common. The practice often permeates recruitment processes,
promotions, and project assignments, creating an environment where merit takes a
back seat to personal connections. This prevalence of nepotism not only undermines
the principles of fair competition but also erodes employee morale and trust in the
integrity of organizational practices.

In grappling with the pervasive issue of nepotism, my strategy as an HR manager

hinges on transparency, accountability, and meritocracy. I embark on a campaign to
cultivate a corporate culture that places a premium on fair and unbiased
decision-making. This involves revisiting and reinforcing hiring and promotion
processes, ensuring that they are merit-based and free from undue influence.
Additionally, I advocate for the implementation of clear policies and guidelines that
explicitly condemn nepotism and establish consequences for those found in violation.
By fostering a workplace where professional qualifications and accomplishments
supersede personal connections, I aim to dismantle the roots of nepotism and cultivate
an environment that champions equal opportunities for all employees in Indonesia.
 Writer’s Manuever

● Value each person's unique qualities and worth, treating everyone with dignity,
respect, and kindness to create a work environment free from harassment and
discrimination.
● Provide opportunities for skill development and ensure an inclusive and diverse
atmosphere for everyone.
● Establish and uphold fair policies, support ethical and legal decisions, and handle
information responsibly.
● Safeguard confidential data.
● Practice responsible management in the countries where our organizations operate.

References:

Shrm. (2014, November 21). Code of ethics. SHRM.

https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx \

Jobstreet (2023, December 21). Gaji Manager HR.

https://www.jobstreet.co.id/id/career-advice/role/human-resources-manager/salary

Utamy, R., Ahmad, S., & Eddy, S. (2020). Implementasi Manajemen Sumber Daya Manusia.
Journal of Education Research, 1(3), 225-236.