Code of Professional Conduct (Codes of Practice)

Introduction

Membership of the Human Resources Institute of New Zealand (HRINZ) is a recognised benchmark of professionalism within the field of HR in New Zealand. The HRINZ sets high standards of entry for professional members and advocates a commitment to continuous professional development. It also requires all members to adhere to the standards set out in this Code of Professional Conduct.

The profession has an important role in contributing to organisations being fit for purpose both today and in the future, and the principles and standards that are fundamental to this Code apply universally. Thus the Code is written to be applicable at all stages of an HR professional’s career; working in organisations of every size and type; and in all work roles, for example generalist and specialist, in house and consultancy, in line management, or as an individual contributor.

The Code plays an important part in ensuring membership of the Institute remains the respected and credible benchmark of HR professionalism, and is constructed around four fundamental principles which set out the obligations placed on all members of the HRINZ.

• Professional Competence and Behaviour;
  
• Ethical Standards and Integrity;
  
• Representative of the Profession; and
  
• Stewardship.
  

Through this Code, the Institute acts as monitor of the highest standards of behaviour and practice in the HR profession. Your membership commits you to upholding and maintaining these standards, and is dependent on your agreement to comply with all reasonable requests the Institute might make to investigate alleged breaches of the principles or spirit of the Code. The Complaints and Disciplinary Procedures can be found on the HRINZ Website (www.hrinz.org.nz).

We recognise that some general members do not work in HR, but we expect them to follow the Code as it relates to broad principles of good management of people; and general behaviour as relates to upholding the reputation of HRINZ. The Institute will take into account in any investigation of a complaint against a general member, and in any disciplinary process, that the general member is not a Professional Member.
 

Professional Competence and Behaviour

Members of the HRINZ shall:

1.1 maintain professional knowledge and  competence;
1.2 seek appropriate support if business  needs require involvement in new areas  of activity;
1.3 ensure that they provide a professional,  up-to-date and insightful service;
1.4 accept responsibility for their own  professional actions and decisions;
1.5 apply professional high standards of  relevance, accuracy and timeliness in  the information and advice they provide  to stakeholders.

Ethical Standards and Integrity

Members of the HRINZ shall:

2.1 establish, maintain and develop  business relationships based on  confidence, trust and respect;
2.2 exhibit and defend professional and  personal integrity and honesty at all  times
2.3 demonstrate sensitivity for the customs,  practices, culture and personal beliefs of  others
2.4 advance employment and business  practices that promote equality of  opportunity, diversity and inclusion and  support human rights and dignity
2.5 safeguard all confidential, commercially-  sensitive and personal data acquired as  a result of business relationships and  not use it for personal advantage or the  benefit or detriment of third parties.

Representative of the Profession

Members of the HRINZ shall:

3.1  always act in a way which supports and  upholds the reputation of the profession;
3.2  be mindful of their responsibilities as  professional people towards the wider  community;
3.3  comply with prevailing laws and not  encourage, assist or collude with others  who may be engaged in unlawful  conduct;
3.4  exhibit personal leadership as a role  model for maintaining the highest  standards of ethical conduct;
3.5  be mindful of the distinction between  acting in a personal and professional  capacity.

Stewardship

Members of the HRINZ shall:

4.1  demonstrate and promote fair and  reasonable standards in the treatment of  people who are operating within their  sphere of influence
4.2  challenge others if they suspect unlawful  or unethical conduct or behaviour
4.3  ensure that their professional judgement  is not compromised nor could be  perceived as being compromised  because of bias, or the undue influence  of others
4.4  promote appropriate people  management and development  practices to influence and enable the  achievement of business objectives
4.5  ensure those working for them have the  appropriate level of competence,  supervision and support.

 Approved by the Board 15 August 2013