Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately 400 words

Being a people professional requires embodying specific behaviors that ensure the effective management and development of an organisation’s workforce. According to the CIPD (2023) Professional Map, two essential behaviors are ethical practice and collaborative working

Ethical practice involves acting with integrity, fairness, and transparency, which builds trust and credibility within the organisation. A people professional must make decisions that align with ethical principles, ensuring that actions taken are not only lawful but also morally sound, thus fostering a positive organisational culture.

Collaborative working emphasises the importance of teamwork and partnerships. A people professional must engage with colleagues across different functions to achieve shared goals (CIPD, 2023). This behavior encourages inclusivity, diverse perspectives, and collective problem-solving, which are vital for addressing complex organisational challenges.

Together, these behaviors reflect the commitment and responsibility required to excel as a people professional, shaping the organisation’s success and contributing to its sustainable growth.

Activities

Being a people professional means actively engaging in activities that drive organisational success through effective people management. According to the CIPD Professional Map (CIPD, 2024), two key activities are talent management and organisational design.

Talent management involves identifying, developing, and retaining individuals who are crucial to the organisation’s future. A people professional must ensure that the right people are in the right roles, equipped with the skills and opportunities they need to thrive (‌CIPD (2023a). This activity not only boosts employee engagement but also ensures the organisation’s long-term success by nurturing a capable and motivated workforce.

Organisational design focuses on structuring the organisation in a way that optimizes efficiency and effectiveness. People professionals play a crucial role in shaping roles, processes, and systems to align with strategic objectives (‌CIPD, 2024a). By designing an adaptable and well-organized structure, they enable the organisation to respond to changes and challenges effectively, ensuring sustained growth and competitiveness.

Values of People Profession’s Roles

People’s professional roles are invaluable to organisations because they ensure that human capital is effectively managed, developed, and aligned with the organisation’s goals. These roles focus on attracting, retaining, and developing talent, which directly impacts productivity and innovation. By fostering a positive workplace culture, managing change, and ensuring compliance with employment laws, people professionals enhance employee engagement and organisational resilience (‌ CIPD, 2023b). Their strategic insight into workforce planning and development enables organisations to adapt to market changes and maintain a competitive edge, ultimately contributing to long-term success and sustainability.

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately 400 words

Integrity– Integrity is an ethical value that signifies honesty, transparency, and consistency in actions and decisions. It involves doing the right thing, even when no one is watching, and upholding moral and ethical principles in all aspects of work (‌ Bosley, 2023).

As a people practitioner, integrity is central to how I build relationships and approach decision-making. For example, when handling sensitive employee data, I ensure that confidentiality is maintained at all times. This means only sharing information with authorised individuals and using secure methods to store and transmit data, which fosters trust between employees and the HR department (‌CIPD (2023c).

Another example is how I approach decision-making. When faced with a conflict between organisational goals and employee well-being, I prioritise fairness and transparency. This might involve consulting with employees, gathering their input, and communicating the rationale behind decisions. By doing so, I maintain an open and honest dialogue, ensuring that decisions are made ethically and that all parties feel respected and valued. These practices not only reinforce my commitment to integrity but also contribute to a positive organisational culture where ethical behaviour is the norm.

Personal Value

Respect is a personal value that involves treating others with dignity, fairness, and consideration, regardless of their role or background. It means recognising the inherent worth of every individual and fostering an environment where everyone feels valued as evidenced by ‌Deer (2020).

In my day-to-day work as a people practitioner, respect is evident in how I manage feedback and facilitate employee development. When providing feedback, I ensure that it is delivered in a constructive and supportive manner. For instance, during performance reviews, I focus not only on areas for improvement but also on recognising employees’ strengths and achievements. By offering balanced feedback, I show respect for the employee’s efforts and encourage their growth, creating a positive atmosphere that motivates them to excel.

Respect also guides how I support employee development. When designing training programs or career development plans, I consider each employee’s unique needs, aspirations, and learning styles. I respect their individual goals and work with them to create personalised development paths that align with both their career aspirations and the organisation’s objectives ‌(Deer,2020). This personalised approach demonstrates my respect for their individuality and commitment to helping them succeed, which in turn, fosters loyalty and engagement within the organisation.

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately 400 words

1. Importance of Being Informed:

Being informed allows people professionals to provide accurate, relevant, and up-to-date information, which is essential when influencing decisions or guiding others as reported by CIPD (2023d). When you are informed, you build credibility and trust, as your insights and advice are based on solid knowledge and facts. For example, when presenting a new HR policy, using data to support its benefits—such as improved employee retention or cost savings—can help to persuade stakeholders more effectively. Techniques to ensure you communicate in an informed way include thorough preparation, staying updated on industry trends, and conducting research before discussions or presentations.

2. Importance of Being Clear:

Clarity in communication ensures that your message is easily understood and reduces the likelihood of misunderstandings or confusion. A clear communicator breaks down complex ideas into simple, digestible parts, making it easier for others to grasp the key points. For instance, when explaining a new performance management system, using straightforward language, clear examples, and visual aids can help employees understand the process and its benefits as evidenced by ‌ CIPD (2023e). Techniques to ensure clarity include structuring your message logically, avoiding jargon, and using summaries to reinforce key points.

3. Importance of Being Confident:

Confidence in communication helps to assert your position and influence others effectively. Confidence conveys that you believe in what you are saying, which can inspire others to trust your judgment and follow your lead. For example, confidently presenting a proposal for a new talent development initiative, even if it challenges the status quo, can encourage leadership to consider and support your ideas (‌ CIPD, 2023f). Techniques to ensure confident communication include maintaining eye contact, using a strong and steady tone of voice, and practising your delivery to minimize hesitation or uncertainty.

Consequences of Not Contributing Effectively:

1. Loss of Credibility and Trust: If you fail to communicate in an informed, clear, and confident manner, you risk losing credibility. Colleagues and stakeholders may perceive you as unprepared or uncertain, leading them to doubt your expertise and question your recommendations. This can result in missed opportunities for positive influence and reduced effectiveness in your role.
2. Miscommunication and Confusion: Lack of clarity and confidence can lead to miscommunication, where your message is misunderstood or misinterpreted (Engage Employee, 2024). This can create confusion, slow down decision-making processes, and lead to errors or inefficiencies. For example, if your tone is hesitant or unclear during a crucial meeting, others may not fully grasp your points, leading to incorrect assumptions or decisions.

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Word count: Approximately 350 words

An example of unethical behavior I encountered involved a new company policy that required employees to work mandatory overtime without additional compensation. While not illegal due to the salaried nature of the positions, this policy disproportionately impacted working parents, particularly mothers, who struggled to find childcare for the extended hours. The issue breached my ethical code of conduct, which prioritises fairness, inclusivity, and respect for work-life balance (‌CIPD, 2019). I recognised that this policy indirectly discriminated against employees with caregiving responsibilities, a protected characteristic under equality legislation. It also created an inequitable workplace environment by placing undue stress on certain employees while ignoring their personal circumstances.

I would raise this issue with a senior manager by first gathering evidence, including employee feedback and data on who is most affected. I would then request a private meeting to discuss my concerns, focusing on how the policy undermines our organisation’s commitment to fairness and inclusivity. If necessary, I would follow the company’s formal grievance procedure, which includes documenting the issue in writing and escalating it to HR or higher management if the issue is not adequately addressed. My goal would be to prompt a review and adjustment of the policy to ensure it aligns with ethical and legal standards.

Reacting to Something the Contravenes Legislation

An example of a contravention of UK legislation occurred when a company implemented a recruitment policy that systematically excluded candidates over the age of 50. This practice violated the Equality Act 2010, which prohibits age discrimination in employment. The Act mandates that all employees and job applicants be treated fairly, regardless of their age (Age UK, 2022). The policy in question breached this legislation by implicitly favoring younger candidates, thus disadvantaging older applicants who were equally qualified. This discriminatory practice not only undermines the principles of equality and fairness but also risks legal repercussions for the company.

To address this issue, I would first document instances of how the policy was applied and gather evidence of its impact on older candidates. I would then schedule a meeting with a senior manager to present my findings, emphasising how the policy contradicts the Equality Act 2010 and outlining the potential legal risks and damage to the company’s reputation. If the issue is not resolved through this discussion, I would escalate the matter by following the company’s formal grievance procedure, which involves submitting a detailed written complaint and, if necessary, bringing the issue to the attention of the HR department or external legal advisors for further action.

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately 400 words

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