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Solution
Table of Contents
Task- Professional and Ethical Behaviour. 2
1.1 Appraisal of People Professional 2
1.2 Personal and Ethical Values. 3
1.3 Importance of People Professionals. 4
Consequences of Failing to Influence: 4
1.3 Raising unethical and Illegal Matters. 5
Reacting to Unethical Matters: 5
Reacting to Illegal Matters: 5
2.2 Designing an Inclusive People Practice Initiative. 8
2.3 Working Inclusively and Biulding Positive Relationships at Work. 9
Building Positive Working Relationships: 9
3.1 Evolving Role of People Practice and Implications for CPD. 10
3.2 Self-Assessment of Strengths, Weaknesses, and Development Areas. 10
Appendix 1: Feedback From Supervisor 17
Task- Professional and Ethical Behaviour
1.1 Appraisal of People Professional
A people professional plays a critical role in fostering a positive workplace environment by aligning human resource practices with organizational goals. The Chartered Institute of Personnel and Development (CIPD, 2024) defines a people professional as someone responsible for managing and developing an organisation’s workforce, ensuring that employees are motivated, engaged, and equipped to contribute effectively to the organisation’s success.
According to the CIPD Profession Map, being a people professional involves a commitment to core knowledge and behaviors that guide ethical and effective practices within the workplace. The Profession Map outlines eight core behaviors, including “ethical practice,” “professional courage and influence,” and “valuing people ” (CIPD, 2024a). These behaviors emphasize the importance of integrity, advocacy, and respect in decision-making processes, which are crucial for maintaining trust and credibility within the organization.
People professionals engage in a wide range of activities, including talent management, employee relations, learning and development, and workforce planning. These activities are underpinned by the core behaviors of the CIPD Profession Map, which serve as a benchmark for professional conduct. For instance, “ethical practice” ensures that people professionals make decisions that are fair and transparent, while “professional courage and influence” encourages them to advocate for what is right, even in challenging situations (CIPD, 2023).
Adhering to the core behaviors outlined in the CIPD Profession Map is essential for people professionals as it reinforces their role as ethical leaders within the organisation. By embodying these behaviors, they contribute to a positive organisational culture, enhance employee well-being, and drive sustainable business success. Conversely, failing to align with these behaviors can lead to ethical lapses, decreased employee morale, and a loss of trust, ultimately harming the organisation’s reputation and effectiveness (CIPD, 2023). The CIPD Profession Map, therefore, provides a valuable framework for people professionals, guiding their actions and ensuring they uphold the highest standards of integrity, professionalism, and respect in their work.
1.2 Personal and Ethical Values
One of my core personal values is empathy. I believe that understanding and sharing the feelings of others is crucial in creating a supportive and collaborative work environment. In my role as a people professional, I consistently apply empathy by actively listening to colleagues and employees, ensuring that their concerns are heard and addressed with genuine care. For example, when a team member expressed feelings of burnout, I took the time to understand their challenges and worked with them to create a more manageable workload. According to Jonsdottir and Kristinsson (2020), this approach not only helped the employee feel valued and supported but also contributed to a more positive and productive work environment.
On the ethical side, fairness is a value that I hold in high regard. I believe that everyone should be treated equitably, with equal opportunities for growth and development, regardless of their background or circumstances. In my work, I apply this ethical value by ensuring that all HR processes, such as recruitment, promotions, and performance appraisals, are conducted transparently and without bias. For instance, during a recent recruitment process, I implemented a blind screening method to evaluate candidates solely on their skills and qualifications, removing any potential biases related to gender, ethnicity, or other personal characteristics. This practice ensures that the most qualified candidate was selected based on merit, reinforcing the principles of fairness and equality within the organisation (Vivek, 2022).
These values of empathy and fairness guide my actions and decisions in my people practice work, helping me to create an inclusive and supportive workplace where everyone can thrive. By consistently applying these values, I contribute to a positive organisational culture that values diversity, promotes well-being, and upholds ethical standards.
1.3 Importance of People Professionals
Informed Contributions:
People professionals must contribute to discussions in an informed manner to provide valuable insights and evidence-based recommendations. When people practitioners are knowledgeable about current trends, best practices, and legal requirements, they can guide strategic decision-making that aligns with organisational goals. For example, during discussions about implementing a new performance management system, being informed allows a people professional to highlight potential challenges and suggest effective solutions as evidenced by Kadam (2017). This informed approach ensures that decisions are well-grounded, reducing the risk of implementing ineffective or outdated practices.
Clear Communication:
Clear communication is essential for conveying complex ideas in a way that is easily understood by others. When people professionals articulate their points clearly, they minimise misunderstandings and ensure that their message resonates with the audience as evidenced by CIPD (2023a). This is particularly important in diverse teams where members may have different levels of familiarity with HR concepts. For instance, explaining the benefits of a flexible working policy in clear terms helps stakeholders understand its impact on employee well-being and productivity, increasing the likelihood of buy-in.
Confident Expression:
Confidence in discussions helps people professionals assert their viewpoints and advocate for necessary changes ( Kaplan Professional, 2015). Confidence demonstrates expertise and conviction, which can persuade others to consider and support their proposals. For example, confidently advocating for a new diversity and inclusion initiative can help overcome resistance and secure leadership commitment. Confidence also builds trust and credibility, positioning the people professional as a reliable advisor.
Consequences of Failing to Influence:
If people professionals are not willing or able to influence others, several negative consequences can arise. Without influence, important initiatives may be sidelined, leading to missed opportunities for improving organisational outcomes ( Bosley, 2023). Additionally, the absence of informed, clear, and confident contributions can result in poor decision-making, potentially leading to unethical practices, increased grievances, or legal challenges such as employment tribunals. Furthermore, a lack of influence can diminish the perceived value of the people practice profession, resulting in lower levels of employee engagement and a weakened organisational culture.
1.3 Raising unethical and Illegal Matters
Reacting to Unethical Matters:
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