Constitution

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.

GENERAL

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 human resource management and to enhance the value added from the HR profession;  by developing certifications and standards

1.2.2 To stimulate and assist in the establishment and development of HR educational centers worldwide in accordance with global standards;

1.2.3 To create a global network for HR practitioners and organizations promoting affordable and consistent HR system and advocating for HR profession;

1.2.4 To support or represent HR practitioners around the world;

1.2.5 To commission or create, collect and disseminate research that broadens understanding of HR management and development issues;

Article 1.3  Activities

To achieve its objectives and goals, HRMI will carry out activities which may include the following:

  • Provide professional certifications in accordance with global standards
  • Encourage the establishment of professional training programs for HR management and related disciplines;
  • Assist in facilitating self-financing international study trips;
  • Organise self-financing international conferences,
  • Carry out common surveys and statistical comparisons;
  • Encourage exchange of research reports by members
  • promote the voluntary exchange of professional publications (such as journals, periodicals, bibliographies, etc);
  • Assist members 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 HR Management;
  • Attempt to establish common positions (vis-a-vis ILO, etc) on matters that concern the function or HR profession;
  • Encourage the development of codes of ethics;
  • Encourage the exchange of information on training concepts, methods or materials;
  • Promote cooperation between members in agreeing to a common interpretation of HR management and development terms;

2 MEMBERSHIP

Article 2.1 Categories of members

The HRMI has the two following categories of members:

  • Fellow members
  • Senior members
  • Full members
  • Associate 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 Associate 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.

3 ORGANISATION

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.

4 FINANCE

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:

  • Arabic
  • English
  • French

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.