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20 Mar 2019
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In this discussion post, I will focus on the Code of Professional Conduct established by the
HR Institute of New Zealand. The reason for selecting this topic is that the development of
the professional standard is of high interest in the present competitive market scenario. At
first, companies nowadays are seeking candidates aware of the professional competency
which include communication skills, negotiation and decision making attitude, and adequate
knowledge of workplace behaviour (Almeida & Fernando, 2017). Further, the awareness of
ethical standards and ability to collaborate with external agencies are also considered as
necessary characteristics of an employee. Though employees with these characteristics were
always favoured by companies, the HR department also has the responsibility to avail
opportunities to develop these standards. One such example can be obtained with Google
policies as reported in recent media news (Carrie, 2018). The ultimate result of these
characteristics is that the employee can make a decision which in turn can help in achieving
the organisational objectives.
Personally, I experienced these requirements, when I went through the orientation phase at
my previous organisation. I learned that it is important to adopt clear and transparent
communication skill, particular at the workplace. At the departmental level, ethical working
standards and responsibility of the assigned job is required. Further, while interacting with
the external agencies including clients, it is important to show stewardship in terms of clear
negotiation, identification of risk, and estimating the variables. The objective here is to
scrutinize the requirement of clients and thus achieve realistic goals for the organisation.
Thus, in my opinion, the code of professional conduct is highly relevant to any employee, in
order to maintain performativity in a relevant direction. On the other hand, to ensure that such
competencies are aligned with the working attitudes of employees, the HR department ensure
that adequate opportunities exist in the organisation.
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References:
Almeida, S. and Fernando, M., 2017. Making the cut: occupation-specific factors influencing
employers in their recruitment and selection of immigrant professionals in the information
technology and accounting occupations in regional Australia. The International Journal of
Human Resource Management, 28(6), pp.880-912.
Carrie, J., 2018. Revealed: Google's 'two-tier' workforce training document. The Guardian
[Online] Available at: https://www.theguardian.com/technology/2018/dec/11/google-tvc-full-
time-employees-training-document. [20 Mar, 2019]
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