Progression for New Zealand HR Professionals
The Human Resources Institute of New Zealand supports HR Professionals to achieve recognised standards of excellence and competence in HR practice through its professional pathway.
HRNZ sets standards of professional practice and connects members with opportunities to develop and maintain their capability throughout their career.
HRNZ provides recognition for proven HR practitioners through its offer of Chartered Member status. Chartered Members are acknowledged in the New Zealand market for having achieved required standards of competence in the HR profession.
HRNZ is committed to promoting the highest levels of professionalism in the practice of Human Resources in New Zealand workplaces and encourages all members to aspire to and achieve Chartered Membership.
Chartered members of HRNZ enjoy the status that comes with demonstrating that they have attained a level of professional ability which is respected at a national level by employers and their peers. In addition Chartered Members are provided with guidance and opportunities to expand and enhance their professional knowledge and expertise through continuing professional development on an annual basis.
Chartered Members of HRNZ may apply to become Chartered Fellows. Applications are accepted in November and December each year. To become a Chartered Fellow a member must demonstrate that they have given outstanding service to their organisation(s), the HR profession or have brought distinction to it over and above others working under the same conditions and environment. Chartered Fellows are recognised by the post-nominal CFHRNZ.
Continuing Professional Development
For Chartered Members of HRNZ there is a requirement to complete Continuing Professional Development (CPD) on an annual basis and accumulate a defined number of points. The CPD year and three year cycle starts from the date you become chartered. For members who were chartered as at 1 April 2018 the CPD year starts on 1 April each year.
Professional competence areas
This framework sets out standards of professional competence in five areas:
Personal credibility: Building trust and credibility with all major stakeholders.
Business technology: Understanding the general technologies that power the business.
Business knowledge: Understanding how the business works.
HR delivery: Understanding technical HR basics, such as recruitment, performance management, organisational change, and Human Resource Management Information Systems (HRMIS).
Strategic contribution: Understanding how HR policies and practices contribute to the overall performance of the business in the long run.