5 minute read
Find your path
Alice Croucher, HR Research Analyst at HRNZ, outlines the change in HRNZ’s professional accreditation, to recognise Members’ development on their path to Chartered status.
In the dynamic landscape of HR, professionals often seek clear paths for career progression and validation of their skills. The Accredited Professional Member (previously known as the Emerging Professional) accreditation works as a pivotal stepping stone for early career HR professionals in New Zealand. By positioning it as a stepping stone to Chartered Membership status, HRNZ encourages professionals to embark on this journey early, thus fostering a culture of continuous learning and professional excellence.
THE ACCREDITED PROFESSIONAL STANDARD TODAY
The name change to Accredited Professional rather than Emerging Professional is to reflect successful applicants’ status more accurately. An Accredited Professional Member demonstrates that they have completed their initial education and training within HR, understand and follow the Code of Practice and have begun developing the six core capabilities needed for success in an HR role. It’s also an indication that an individual has committed to a path of continuous learning and development through continuing professional development (CPD).
WHY APPLY FOR THE ACCREDITED PROFESSIONAL STANDARD?
This accreditation reflects the growing demand for validated competencies in HR roles, ensuring that professionals entering the field possess the requisite knowledge and skills to drive organisational success.
Levels Of Knowledge Required
Aspiring Accredited Professional Members must demonstrate the minimum level of proficiency in the core capabilities of the ‘Delivers’ level. Here’s what demonstrating these core capabilities entails.
Knowledge of te ao Māori: Candidates should be able to use basic te reo Māori terms appropriately and reflect Māori cultural values in the administration of basic HR processes.
Understands and values people: Successful applicants support individuals to engage with day-to-day HR processes. They demonstrate empathy and emotional intelligence, recognising the unique needs of each employee.
Reads a room or situation: Proficient individuals can identify and accurately apply standard policies and processes. Moreover, they can discern situations where these protocols are not effective and adapt accordingly.
Brings people on the journey: Demonstrating reliability and integrity in administering systems and handling employee information is essential. Accredited Members foster trust and transparency, ensuring that employees feel supported throughout their interactions with HR processes.
Solves workplace problems: Accredited Members recommend appropriate solutions within policy parameters when standard arrangements do not suffice for an employee’s situation.
Sees and mitigates risk: Proficient individuals administer organisational policies and employment arrangements accurately. They are vigilant in identifying potential risks and speak up to the appropriate authorities if they notice any noncompliance or discrepancies.
In addition to showcasing these core capabilities, candidates must have at least 18 months of experience in HR roles involving practice in at least two domains of knowledge. One of these domains must be selected from the following list:
diversity, equity and inclusion
employment relations
health, safety and wellbeing
attraction, recruitment and selection
remuneration and rewards
learning and development
HR administration.
By fulfilling these criteria, candidates demonstrate not only their technical proficiency but also their commitment to fostering inclusive, equitable and supportive workplace environments. This holistic approach to HR accreditation ensures that Accredited Professional Members are well-equipped to navigate the complexities of modern HR practice with confidence and integrity.
Steps For Applicants
For those looking to attain Accredited Professional Member status, the steps for applicants are as follows.
Application form: Fill out an application form providing evidence of the above core capabilities and domains of knowledge. You must also attach your CV.
CPD points: Applicants are required to demonstrate completion of the equivalent of 25 CPD points in the 12 months preceding the application. These points can be accrued through a variety of HRNZ and nonHRNZ events and activities, reflecting a commitment to ongoing learning and skill enhancement.
Code of Practice module: You must complete the HRNZ Code of Practice module, demonstrating adherence to ethical standards and professional conduct within the HR profession. This module serves as a foundational component of the accreditation process, emphasising the importance of integrity, accountability and respect for diversity in HR practice.
Letter of reference: A letter of reference from an employer or Chartered Member of HRNZ is required to validate the candidate’s achievements and contributions to the field of HR. This reference serves as a testament to the applicant’s professional integrity, competence and commitment to HR excellence.
The Path To Chartered Status
The Accredited Professional Member accreditation serves as a critical milestone in the journey towards Chartered status, embodying the core values and competencies essential for HR leadership roles. HRNZ aims to encourage early career professionals to embark on a journey of continuous learning, growth and professional development.
In essence, the Accredited Professional standard represents more than just a credential, it signifies a commitment to excellence, integrity and professionalism in the HR profession. By empowering early career HR professionals with the tools, knowledge and support they need to succeed, HRNZ is laying the foundation for a vibrant and thriving HR community in New Zealand.
For more information about these different types of HRNZ accreditation, The Path capability framework, Code of Practice and CPD activities, visit HRNZ’s website
As HR Research Analyst specialises in gathering and evaluating research related to HR practices and trends. Her role involves analysing qualitative and quantitative data (as well as case law and statutory changes) to provide insights and recommendations for optimising HR practices to our members. She is in her final year of her conjoint Bachelor of Laws and Bachelor of Arts with Honours majoring in sociology and social policy.
