GOVERNANCE & CONSTITUTION
Strong HRMI governance is all about centers and departments having straightforward and systematic decision-making processes, thus giving clarity concerning responsibilities and avoiding conflict of interests. The processes should also be transparent in order for the Board of Governors to be able to take on responsibility and to influence the institute. Good HRMI organization governance facilitates good activity, gives competitive edge and enhances the trust in the HR profession.
Article 1.1 Denomination, composition and nature of the Institute
The official name is ‘Human Resource Management Institute’ (HRMI);
The HRMI is composed of:
- Global Certifications Council,
- Educational Centers Sector,
- Strategic Management Sector,
- Global Standards Organization,
- Administrative Sector,
The HRMI is a not-for-profit Association, independent of any employer, governmental, political or union organisation, with a strictly professional nature.
Article 1.2 Objectives and goals
1.2.1 To improve the quality and effectiveness of professional people management and development, and to enhance the value added from the HR profession; by sharing information, knowledge and experience;
1.2.2 To stimulate and assist in the establishment and development of regional and national people management associations;
1.2.3 To create and maintain contacts with all HRMI member associations, as well as with other organisations which have some activity in the same or a similar field;
1.2.4 To support or represent people management associations where they are related to other world organisations;
1.2.5 To commission or create, collect and disseminate research that broadens understanding of people management and development issues;
1.2.6 To stimulate and encourage the creation, development and growth of HR standards;
Article 1.3 Activities
To achieve its objectives and goals, HRMI will carry out activities which may include the following:
- Encourage mutual assistance between member associations in answering international enquiries from a national association on behalf of itself or its members;
- Provide general assistance to national associations of people management if so requested, provided no financial commitment is involved and there is no appropriate continental/regional association in membership of the HRMIwhich covers the particular country involved;
- Assist in facilitating self-financing international study trips;
- Organise self-financing international conferences, such as the Federation’s own biennial World Congress;
- Carry out common surveys and statistical comparisons;
- Encourage exchange of research reports by member associations;
- promote the voluntary exchange of professional publications (such as journals, periodicals, bibliographies, etc);
- Assist a national or regional association with the arrangement of seminars and conferences, involving helping finding speakers, publicity, etc;
- Assist the exchange of experiences about current functional or professional situation of people management;
- Attempt to establish common positions (vis-a-vis ILO, etc) on matters that concern the function or profession of people management;
- Encourage the establishment of professional qualifications and training programs for people management;
- Encourage the development of codes of ethics;
- Encourage the exchange of information on training concepts, methods or materials;
- Promote cooperation between member associations in agreeing to a common interpretation of people management and development terms;
- Encourage agreements between member and national associations to sell each other’s publications at reduced prices.
Article 2.1 Categories of members
The HRMI has the two following categories of members:
- Fellow members
- Senior members
- Full members
- Affiliated members
- Corporate Members
A Fellow Member is who is in good standing and has demonstrated competence, satisfies the HRMI certification requirements and holds Master Degree/ PhD in Business or related field as well as agreed to abide by the HRMI Code of Ethics. The Fellow Grade recognizes significant HR management achievements and contributions to the HR management profession. At the time of advancement from member grade, a Fellow shall be a corporate member of the Institute, shall have been responsible for significant human resources achievements, and shall have not less than 5 years of active practice and 10 years of continuous corporate membership in HRMI.
A Senior Member is who is in good standing and has demonstrated competence and satisfies the HRMI certification requirements of CHRM, CHRD or CHRC and has agreed to abide by the HRMI Code of Ethics .
Senior Member annual dues are $100, including application fee.
A Full Member is a practicing HR management, or a potential HR management, who agrees to subscribe to the HRMI Code of Ethics and who may choose to work towards the Institute’s professional qualification of HRMI®.
The applicant must provide evidence of AT LEAST ONE of the criteria listed below:
* At least five year experience in HR management
* Masters Degree in Business or related field (e.g., MBA )
* Meets the certification requirements of CHRP.
* Currently working as a HR professional within a HRMI Accredited Practice
Full members receive the full benefits of the Institute.
An Affiliate Member is a professional who has an interest in the HR management profession and supports the objectives of the Institute. This category of membership is for those with an interest in human resources management who are not practicing HR management profession, or who have not yet reached the criteria for Professional membership. Affiliates include users of HR management consulting services, academics, journalists, and professional managers. Affiliate members must abide by the HRMI Code of Ethics. Affiliate members are NOT voting members and may not receive the full benefits of the Institute.
Affiliate Member annual dues are $75 including application fee.
Corporate Membership allows your company to gain exposure to HR industry leaders, access to standards and technological resources, while also providing savings on HRMI’s well-known and respected education and certification programs.
Article 2.2 Members’ obligations
All members shall comply with the following obligations:
- Respect the HRMI constitution.
- Provide the HRMI, its Board (article 3.1) and its officers (article 3.2) the necessary support to carry out their HRMI accountabilities.
- Pay the membership fees due on July 1 each year to the HRMI Registrar.
- Pay the fees requested for participation in self-financing activities of the HRMI.
- Pay any supplementary capital payments up to an annual amount that should not exceed the annual membership fee to cover balance sheet deficits.
Article 2.3 Acquisition and loss of membership
2.3.1 Membership of the HRMI may only be acquired by bodies, as defined under article 2.1, respecting the conditions laid down in these bylaws. There is no legal right to become member of the HRMI
2.3.2 Bodies which wish to acquire membership should apply to the President, with proof that they comply with the conditions laid down in these bylaws.
2.3.3 Membership must be endorsed by a two-thirds majority of the full Board.(Article 3.1)
2.3.4 Membership can be cancelled by a two-thirds majority decision of the full Board for either of the following reasons:
a. If a member no longer complies with the requirements and obligations set out in Articles 2.1 and 2.2;
b. If a member commits any serious infringement of the aims and objectives of the HRMI
c. If a member is 12 months or more in arrears with its financial obligation
In all cases, a, b and c, three months’ notice shall be given to the member of the intention to invoke this Article unless the infringement, which should be specified, is remedied. Only if the infringement continues after this three month period may membership be cancelled.
2.3.5 Any member may withdraw from the HRMI if it announces its withdrawal to the Secretary General in writing. The withdrawal may be announced at any time for the end of a month with a notice period of six months. There is no restitution pro rata temporis of fees and dues for membership of less than one year in cases of voluntary or involuntary cancellation of membership.
Article 3.1 The Board
3.1.1 The Board is the supreme corporate body of the HRMI.
The Board is composed as follows:
- Two officers (i.e. the President, the Registrar),
- One representative from each of any subsequent continental or regional fellow members.
No more than two members of the Board may be from the same region, either by nationality or domicile.
The Board shall take all decisions and resolve all matters of the HRMI insofar these bylaws or mandatory provisions of the Swiss civil code do not provide for any other bodies of the HRMI to take these decisions and resolve these matters and insofar the Board itself has not assigned them to any other bodies of the HRMI. In particular, the Board represents the HRMI in accordance with the powers conferred to it under these bylaws.
Article 3.2 Officers
3.2.1 The authorized Officers of the HRMI are the President and the Registrar/Secretary General.
3.2.3 The Officers shall have the power to:
- Prepare the agenda for the Board meeting;
- Submit to the Board the annual report and accounts;
- Submit to the Board, for consideration and approval, a working program covering a specific period;
- Submit to the Board such other recommendations or proposals as may be appropriate;
- deal with matters not specifically assigned to Board members in a manner consistent with the agreed aims, objectives and policies of the HRMI;
- recommend new members;
- Consider and resolve any questions or disputes related to members
- Collecting HRMI fees
- Managing of HRMI accounts
A Secretariat has been created to assist the President & Registrar / Secretary General in supportive tasks.
Article 4.1 Costs and Liability
The costs of the HRMI will be covered by the programs, service and membership fees.
4. 1.1 The assets of the HRMI shall be liable for the HRMI‘s debts. Such liability shall be exclusive. However, supplementary capital payments up to an annual maximal amount that should not exceed the annual membership fee per member shall be charged if necessary to cover balance sheet deficits.
4. 1.2 Costs of participation in meetings of the Board or of the Officers are, in principle, covered by the Corporate Members or Repesentatives.
4. 1.3 The costs associated with the HRMI Award and the website are covered by the HRMI.
Activities, such as conferences, seminars, study trips, etc, must be self-financing, and no financial commitment can be attached to the HRMI in respect of such activities except with specific prior approval of the Board.
4.1.4 The HRMI will not be held liable for any costs incurred in its name except with specific prior approval of the Board.
Article 4.2 Remuneration
All persons serving the HRMI shall do so without compensation. Reasonable expenses may be reimbursed if authorized in advance by the Board.
5 REVISION OF CONSTITUTION AND DISSOLUTION OF THE INSTITUTE
Article 5.1 Constitution
Any Board member has a right to propose total or partial revision of the Constitution. Any revision should be submitted with an unabridged written text at least three months before the next Board meeting. A decision on such a revision requires a majority of two-thirds of the full Board.
Article 5.2 Dissolution
The same procedure as described in Article 5.1 shall apply in respect of dissolution of the HRMI.
6 OFFICIAL LANGUAGES
The official languages will be:
The working language will be English. In case of doubt, the English language will prevail.
7 REGISTERED ADDRESS, APPLICABLE LAW, JURISDICTION
The HRMI’s domicile is in Delaware, USA
The HRMI and its constitution are governed by federal law of United States, in particular Articles 501(C) organization.