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Solution
- Meaning of people professional
By application of the CIPD Profession Map, it is possible to define people professional as practices involving values and behaviours riving better working lives (CIPD, 2024). A people practice professional on the other hand is an individual embracing principles-led, evidence-based and outcomes oriented work strategies.
Activities
People professionals involve different activities including;
Talent management- This is an activity to attract, develop and retain significantly skilled staff for organisation performance and growth.
Employees relationships- The activity entail management of workplace relations for ensuring positive, productivity and legal compliance successfully.
Organisation development– It entails implementation of approaches for improvement of an organisation success and adaptable in an adequately planned change process (Cassidy, 2024).
Core Behaviours
In line with CIPD Profession Map, people professionals nee to pursue various core behaviours;
Ethical practice- Entail uphold of integrity and fair-based practice for fostering trust-based practice and ensuring a holistically appreciate decision.
Inclusion- People practice professionals are supposed to be embracing diversity and guaranteeing equity opportunities for entire individuals, foster collaboration and an environment that respect all.
Adaptability– Entail responses to change process and issues in a flexible manner with performance and resilience enhanced.
Benefits
These are appropriate for people practice professionals in promoting fairness and responsibility in making core decision , diversity an inclusion and adapt to change in dynamic business operations. Adherence on the core behaviours make sure decisions have a high-level integrity, transparent and fair-based enhancing improved engagement and good culture. For example, ethical practice and valuing individuals contribute to inclusivity and support-based working environment, morale and commitment increase.
Potential Consequences
Largely, failure of aligning with identified behaviours lead to immense negative implications (Bosley, 2023). This entail erosion of trust, damaging reputation professionally and legal and ethics violated. The misalignment could lead to staff being dissatisfaction, reduced retention, workplace culture toxic eventually impacting effective people professionals and entire entity success.
- Personal and ethical values
Personal Value
Integrity imply embracing honesty, transparency and consistency in behaviours irrespective of phenomenon in place (Cassidy, 2022). Working in my current organisation, I was mandated to work as a project manager. In my position, I evidence integrity through offering accurate project updates for all stakeholders even in unfavourable situations. At one time, there was a delay in successful implementation of the project where I make sure that I issued communication on entire issues in an open-base practice with teams and all stakeholders. This is at the same time making sure there is awareness of issues and phases pursue for addressing all issues. A successful improvement of trust and fostering collaboration in the business environment where issues can be managed successfully. Further, I ensured that I strictly followed what I had committed to the teams reinforcing reliability level and trust. By a consistent embracing integrity assist to build substantial professional relations and coming up with a culture of open-based operations and accountable amongst the teams.
Ethical Value
Fairness represent an ethical value emphasising on treatment of all people in an equal manner and impartiality (CIPD, 2024). For my position, I work hard towards ensuring all staff treatment is respectful and equality enhanced for available opportunities. For instance, in a recent recruitment program, I pursued a standard interview framework for ensuring all candidates assessment is informed by similar criterion. This assisted me in eliminating biasness and guaranteeing selection strategy fairness and transparency. Further, I recommended different recruitment panels to get involved for initiating varying perspectives as part of making decisions. This is while enhancing fair-based practice and inclusion for all. Another case of handling conflict resolution was for ensuring all parties capitalise on equal opportunities for presenting their issues. I manage to enhance fair-base practice and with satisfaction resolve conflicts by both parties. My ability to commit myself to fair-based practice was a resolution to the conflict and at the same time reinforcing sense of being just and equity in working environment.
- People professionals contribution
Reasons
People practice professionals are supposed to have an input on discussions in an informed, clear and confident manner for an effective influence of the rest. This strategy make sure any decision made is informer by accuracy of information and sound judgement, trust-base relations and credible practice (CIPD, 2022).
A case example is when I am introducing a new HR Policy in my organisation. I make sure that I offer an adequately researched data and elaborate illustration for assisting all my teams in understanding importance, impact hence a detailed support. Further, an embrace of confidence in communication assists in asserting relevance of people-based issues strategically, making sure they are prioritised. A case example is in a meeting to make organisation budget, confidence is embraced to advocate for staff development initiatives with support evidence securing require funding.
Benefits
The contributions to discussions in informed, clear and confident manner leads to immense gains. To start with, it contribute to improving overall organisation results by making sure decisions making are appropriately developed an aligned in a strategic manner. An improved decision making is also attained since varying perspectives an expert information are prioritise leading to a detailed appreciation of entire issues (Timms, 2024). Further, through an effective people professionals communication, ethics are embrace by guaranteeing a fair, transparent an integrity based decision making strategy.
Consequences for failing to influence the rest
When people professionals lack the will or ability of influencing the rest, this could contribute to different negative implications. As evidenced in Miller (2020), the unethical practices could occur as a result of lacking detailed oversight an advocating for ethics. The value accrued from people practice this profession can be lowered leading to less respect and how credible they are. This phenomenon could similarly contribute to increase in grievance and likelihood of taking the case to employment tribunal for effective address.
- When and how to raise matters conflicting
Example of Unethical Issue
An example of an unethical issue which I faced in my organisation was a manager who was preferentially treating an employee due to their gender. For example, most of the projects which required an implementation of a new organisation program was assigned to favourable employees without noting on their competencies. This is not ethical since it is infringing on the employees fair-based practice and equality.
To manage the issue, I began with giving a documentation of the practice and entail all support for affirming the unethical issue. Armed with the support data and information, I approached the manager and demonstrate inappropriateness of his actions in line with CIPD Code of Conduct and my organisation rules managing fair-based practice and equality (CIPD, 2024). The problem was nevertheless persisting and I involved the management to make sure there was a sustainable resolution manage the issue. Through this strategy, my intention were upholding high-level ethics and fairness in business sector.
Illegal Issue
An example of this was the workplace harassment against the Equality Act 2010 legislation. Working in my current organisation, there was an issue where one of my colleague employee who is a woman was discriminate from the organisation operations. In line with the law, this is an act of harassment at work.
To act on this issue, my first practice was supporting the employee by guiding them towards raising a complaint and reporting being made. In detail, since the employee was not comfortable with engaging the management, I reported the case individually. I followed the set process by the organisation in reporting on the issues which impact my organisation. I managed to indicate on their ate of occurrences, timelines and witness. At the end, a recommendation was issue to the employee for engaging Equal Employment Commission or sourcing for legal-based advice for ensuring rights protection for staff.
- Human and business benefits
Individuals and organisation benefits for employees feeling include, value and fairness could be supported by various theories;
Maslow Hierarchy of Needs
Human Benefits– In line with Stefan et al, (2020, this theory is informed by the view that for achieving employees satisfaction, there is a need for the employees to have a sense of belonging psychologically a social needs.
Business Benefits– Fulfilling the identified needs contribute to an increase in employees motivation, performance a loyal teams hence increased retention and perform effectively.
Daniel Pink Motivation Theory
Human Benefits- This theory put an emphasis on relevant of being autonomous, master and purpose in enhancing staff engagement level. With the staff assuming a feeling of high-level value and committed to execute the organisation goals (Parioleanu, 2020).
Business Benefits– In line with this theory, employees are able to be innovative a creativity in their operations. This lower rates of absenteeism with a high-level likelihood of attaining retention in an organisation within a long time. This is at the same time lowering overall costs incurred in replacement of the employees who leave an organisation.
Summary
In conclusion, Maslow Hierarchy and Daniel Pink Motivation Model put an emphasis on human and business benefits to foster inclusion, value-based and fairness. In a personal context, through employees gaining a feeling of mutual respect and appreciation, psychological and motivation levels were attained. This increase level of harmony and effectiveness in the employees operations with success. A priority on inclusion and fair-based practice has a significant gains to people and organisation in entirety. This is with sustainable practice and leverage on competitive advantage achieved. This promote how the employees are satisfied and drive sustainable growth and resilience.
- Designing and ensuring inclusive people practices
People Professional Build Inclusivity
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