Introduction:
This code describes a set of standards and guidelines for training & development practitioners in Ireland. It comprises existing general principles of good training and development practice and reflects the realities of modern business. It is designed to be an evolving document, to be reviewed and revised in the light of experience.

Objectives:
The objectives of this code for Irish training & development specialists are threefold:
• to describe an agreed set of ethical principles
• to promote and maintain confidence and trust in training and development specialists in Ireland
• to prevent the development or acceptance of unethical practices within the field of training & development.

How the IITD views its activities:
The IITD believes that the success of an organisation depends on its people. If the organisation is to grow, its people must be nurtured so that they can learn. Employee learning should be managed continuously in relation to all work activities.

Investment in training & development must be regarded by the organisation as being as important as investment in research, capital and equipment. Human resources are unique to every organisation. They have particular qualities which must be given the scope to expand for the individual’s own benefit and that of
the organisation.

The IITD views the role of the training & development specialist as one of developing human potential, of providing the individual learner with the resources and tools to learn about learning, and of helping the individual to recognise that learning and put it to effective use.

Learners need to be motivated to want to learn. This motivation may be lacking if they feel that learning activities are imposed. It is necessary therefore to encourage learner involvement in the creation of learning plans, their implementation, and evaluation.

The IITD adopts a positive and initiating role in seeking to influence the work and social environment. It is the leading authority in the field and is the guardian of high standards in the practice of training & development in Ireland.

IITD members commit themselves to these values and are concerned with the maintenance of good practice within the profession of training & development.

Professional competence required of specialists:
Training & development specialists should have attained a level of professional competence that includes, at a minimum, knowledge and skills in the following areas:

a) Organisation structure:
Knowledge of organisation structures; patterns of work; human resources planning; organisation procedures; job design and organisation design.

b) Working environments:
An understanding of the work environment. In particular, working conditions; health and safety and welfare obligations; data protection; employment legislation; relevant general legislation; and other obligations internal and external to the organisation.

c) Strategic focus:
An understanding of the strategic value of the development of people to achieve objectives and the setting of high standards of performance; a full understanding of the strategic goals of the organisation and the organisation’s social responsibility.

d) Training & development activities:
A commitment to the continuous development of all employees and a thorough understanding of key training & development activities. These would include, at minimum, needs analysis, design and implementation of training & development programmes, management development, career planning, coaching, and counselling.

While some training & development practitioners may specialise in one or more of these areas, they are expected to have a working knowledge of and keep abreast of developments in the others.

Training & development practitioners who are IITD members provide professional knowledge, advice and support to their clients on the most effective use of the human resource. They have responsibilities to a wide range of clients. These include employing organisations, trainees, colleague trainers with whom they collaborate, and the training profession generally.

In carrying out their responsibilities, IITD members are expected to adhere to the following principles of behaviour:

1. Confidentiality:
Training & development specialists will respect their clients requirements for the confidentiality of business information. They will also ensure the privacy and confidentiality of personal information to which they have access in the course of their training & development activities or for which they are responsible, subject to any legal rights of employees in respect of information relating to themselves.

2. Development of individuals:
Training & development specialists will seek to achieve the fullest possible development of the capabilities of individuals, both to meet present and future requirements of the organisations in which they work and to fully realise their own potential for growth.  Trainers should provide individuals with feedback in the interests of development. Feedback should focus on the nature of people’s actions and their consequences, out of concern for the development of themselves and others.

3. Self-development:
Training & development specialists will continuously update their skills and knowledge in respect of developments and trends in the human resource field. There is an obligation on the training & development specialist to periodically conduct a critical self-appraisal with a view to arriving at an accurate view of the limits of his/her competence.

4. Competence:
There is an onus on training & development specialists to confine provision to that which they are qualified and able to perform. Specialists must draw a clear boundary around what one is competent to perform. Training & development specialists must demonstrate tangible evidence of their competence in such  areas.

5. Clients and Agents:
Training & development specialists should treat people as clients and agents.Their priority should be to help people establish their own purposes, and the means of achieving these purposes. Training & development specialists should leave people with durable resources, enhancing their personal abilities to cope with problems in the future.

6. Democracy:
Training & development specialists should encourage genuine democracy in the way they organise their training & development activities. This covers joint planning, creating and reviewing events with participants, using criteria for choice and judgement which are jointly agreed and reached by consensus.

7. Equal opportunities:
Training & development specialists will promote non-discriminatory practices in line with the both letter and the spirit of relevant legislation. This might arise, for instance, in considering issue of access to training & development activities, and the choice and use of training & development methods.

8. Counselling:
Training & development specialists should be prepared to act in a counselling role to individuals where they have competence and, where appropriate, refer to other professionals or helping agencies.

9. Clarifying and meeting objectives:
Training & development specialists, when dealing with clients, should agree their remit, ensuring that the limits and emphasis are fully understood by the specialist and everyone else. The terms and conditions under which it may change must also be fully understood and agreed. All contractual obligations must be met fully within the terms of the agreement. Training & development specialist must provide events which are what they say they are. They must not be
used as a front for someone else.

10. Accuracy and Fairness of Advice and Guidance:
Training & development specialists will maintain high standards of accuracy in the advice and information given to their clients in the fields for which they are responsible. Training & development specialists must demonstrate even handedness and fairness. They must remain “objective” in matters of controversy, conflict and contention, and especially where matters of taste or vested interests can colour judgement.

11. Openness/Honesty:
Training & development specialists must be open about power relations. They must uncover and make explicit the structures and processes in role relationships involving the provider and/or members of the client system and outside which involve power or influence.Training & development specialists must be explicit about their intentions and expectations and the meanings of their actions.

12. Legality:
Training & development specialists will not act in any way which would knowingly encourage or assist unlawful conduct by their clients.

13. Professional conduct:
Training & development specialists will at all times endeavour to enhance the standing and good name of the profession of training & development. Adherence to the principles of the Institute’s code of practice is a prerequisite of this aim.