Although managing people forms an important part of every manager’s job, CIPM members can provide specialist professional knowledge, advice and support on the most effective use of human resource. Along with a total commitment to the overall goals of the organization, they need a detailed understanding of economic, financial, political and social factors so they can play a full in decision making. The primary responsibility of personnel practitioners is to their employers, though they also have obligations to employees in respect of their working conditions, rewards and development. They are privileged recipients and guardians of personnel information and confidences. In carrying out their responsibilities, CIPM members are expected to adhere to the following standards of behaviour:

1. CONFIDENTIALITY

Human resource practitioners will show respect for their employer’s requirements for the confidentiality and security of information entrusted to them, or to which they have access, subject to any legal rights of employees in respect of information relating to themselves.

2. FAIR HEARING

Human resource practitioners will establish and maintain fair, reasonable, and equitable standards of treatment of individuals by their employers.

3. SELF DEVELOPMENT

Human resource practitioners will continuously update their skills and knowledge in respect of developments and legislation in the personnel field and the impact of technical, economic and social change on people at work.

4. DEVELOPMENT OF OTHERS

Human resource practitioners will seek to achieve the fullest possible development of the capabilities of individual employees to make them more useful to the organization and themselves.

5. ACCURACY OF ADVICE AND GUIDANCE

Human resource practitioners will maintain high standards of integrity in the advice and information given to the employers and employees in the fields for which they are responsible.

6. COUNSELING

Human resource practitioners will act in a counseling role, where appropriate, to individual employees, pensioners, and the dependants of deceased employees.

7. INTEGRITY

Human resource practitioners will at all times act in accordance with this code of conduct and the duties they owe to employers and employees. Where there is conflict between those obligations and professional standards, the practitioner will make a personal decision after considering all the options, of which resignation may be one.

8. RULE OF LAW

Human resource practitioners will not act in any way, which would knowingly countenance, encourage or assist unlawful conduct by either employer or employee.

9. PROFESSIONAL CONDUCT

Human resource practitioners will, at all times, endeavour to enhance the standing and good name of the profession. Adherence to the principles of the Institute’s professional code of conduct is a prerequisite of this aim.