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THE CENTRALITY OF INTEGRITY IN HR PRACTICE

 Integrity means different things to different people in their life and how it affect other people.

For me at all times and for everybody no matter the situation, Integrity means doing what you say.

Integrity means standing for what is right, even if it means standing alone.

Integrity means being consistently consistent.

Integrity means swearing even to your own hurt, without changing your mind.

Integrity means your Yes being yes and your No being no.

Integrity means all your associates defending your position even in your absence not base of what they will benefit from you.

Integrity means being Firm and Fair at all times.

Integrity means standing by your opinion at all times without contractions.

Integrity means people standing by your word and action based on past experiences.

Integrity means being predictable by people with whom you are in constant interactions.

For the HR Professional to be taken seriously by both the employees and employer, he must of necessity display most of the above definitions of Integrity.

The HR Professional who is the champion of the company's policies and procedures to be Reinventing the wheel at every situation in applying those rules looses credibility.

The integrity of the HR Professional settles a lot of descent at the root before becoming manifest because all employees know the position of the company through the actions to be taken by the HR Professional.

Some examples from my work experience:-

Firstly, I did not partake in any form of eye service. Nobody found me in the office 30 minutes after closing time to prove that I was working hard.

Secondly, I never spoke from both ends of mouth to employees and the employer. I never promised what I cannot deliver.

Thirdly, I did not withhold anything from the employees, which the management has approved. Once in an industry wide minimum wage negotiation, when it became apparent that both the Union and the Employers negotiating team were not prepared, I negotiated with both parties what my employer had approved which incidentally was higher than the Union demand.

Fourthly, I told a particular branch union executive that any change of leadership outside the union constitution was unacceptable. When they tried it, I terminated the employment of all nine new executive members after due disciplinary procedure.

Finally, I went for Conciliation three times to defend the position of management by protecting the companies from future blackmail by choosing cheaper option now.

Next week, we shall share on my Consideration experience.

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