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The personnel profession includes a large amount of knowledge in order to develop individuals and facilitate comprehensive management methods and practices, while giving priority to the experiences of employees within the work. The personnel profession proceeds in accordance with the professional standards guide, as employees in this case are considered human capital and their contributions within the work are appreciated.  In addition, people professional are considered the basic assets within human resources and, accordingly, they become a professional reference at the present time, as they have helped employers manage many activities. it is necessary for developments in the field of communications, information, information technology, and business processes where there are groups of employees who own Skills and addressing issues such as motivation and turnover are among the conditions for success. The design of human resources management activities was created in order to meet the special needs of employees to obtain their satisfaction, raise their level of commitment and develop their performance.

Requirements of a people professional

The professional map issued by the Institute for Personnel Affairs and Development indicates that professionals need to possess the basic knowledge of CIPD such as the requirements of people professional, as well as specialized knowledge and key behaviors (CIPD, 20201) it contains a number of examples of the original knowledge that professionals must have and include ethical behaviors and basic practices. This increases passion for learning and making decisions according to circumstances, specialized knowledge and analyzes of individuals and relationships between employees.

A people professional is someone whose work focuses on understanding human relationships, dynamics, behaviors, and interactions within an organization as evidenced by CIPD (2023). They are knowledgeable about human resources practices, organisational development principles, and change management strategies. People professionals help foster positive employee experiences and shape the culture of a workplace. They provide guidance, advice, and expertise to leadership on how to best develop, engage, support, and lead people. Through effective communication, training, and initiatives, people professionals aim to maximise employee performance, productivity, and satisfaction for the benefit of the overall business.

Typical activities

Training and development – People professionals design and implement training programs to help employees learn new skills and enhance their careers as reported by CIPD (2024). This includes orienting new hires, providing ongoing workshops, and assessing training needs.

Employee relations – Problems relating to employee relations, such as grievances, grievances, disciplinary measures, and terminations, are handled by experts that specialize in human resources. Their efforts are directed on resolving disagreements and fostering positive relations among employees (CIPD, 2023). To do this, it is necessary to provide managers with coaching, to conduct investigations, and to ensure that policies are followed in order to maintain legitimate and equitable working practices.

Continuing education- In order to maintain and improve their level of competence, professionals make a concerted effort to learn new things. This could include going to seminars, conferences, taking classes online, or reading trade journals (CPD, 2020). Being up-to-date enables one to offer clients first-rate service and advise.

Behaviours

Active listening – Those who work in the field of human resources are adept listeners who pay great attention in order to comprehend the viewpoints of employees. For the purpose of determining needs, resolving conflicts, and making sure that all views are heard, they listen without passing judgment.

Empathy – Gentry (2023) points out that people professionals are empathetic, seeing situations from others’ points of view with care and understanding. They understand how behaviors and decisions impact employees on both personal and job-related levels. Empathy allows them to build trust and serve as an approachable resource for support.

Being reliable- Being punctual and carrying out commitments is an important component of professionalism. Colleagues and clients will have faith that their tasks will be adequately addressed because of this (LinkedIn, 2023). It entails putting business obligations ahead of personal ones and being the one to actually see them through.

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Values and ethics are important matters in all activities that include methods of working with individuals. Work and personal ethics are also considered important principles that have an impact on organizational decision-making processes. They are also considered important matters in order to determine behavior, whether individual or organizational. It is a reflection of the importance of ethics and values which are related to goals, work ethics and achieving professionalism, even though ethics and values are different between individuals, as there are common ethics and important values that include respect and honesty. In addition, personal values are important with regard to decision-making processes as they have a direct impact on organizational behavior. For example, it is possible that everyone is required to achieve the maximum degree of adherence to organizational protocols and policies, and despite this, the maximum degree of integrity is demonstrated. Appreciative behavior, establishing work relationships and honesty are considered a guide for ethics and values.

Examples of personal values

responsible

One of the personal values that I strive to uphold is related to personal matters in which I need to demonstrate a willingness to bear the consequences of my actions, choices, and behaviors (Samuel, 2021). On the other hand, I bear responsibility for all situations in which I intervene, whether the result is bad or good, especially when the results are not as expected which makes me always ready to correct mistakes.

commitment

I work to link commitment as one of my personal values with a great sense of flexibility, discipline, and perseverance. This is demonstrated by constantly pursuing goals and implementing duties and obligations without paying attention to the obstacles that stand in my way as I care about fulfilling the responsibilities I pledge to others.

calm

There must be emotional stability, which requires courage in all situations that I encounter. I make sure to control my emotions and feelings and remain calm. This helps in acting out of anger and avoiding conflicts

Ethical values in an organisation refer to the principles of conduct that guide decision-making and behavior within the business. They influence how the company, people professionals and its employees treat others internally and externally. Common ethical values promoted in organisations include honesty, integrity, fairness, responsibility, respect for others, and obeying the law.

Personal and ethical values

Integrity – To be honest is to speak and act in a trustworthy and true manner. Being truthful is an important part of who I am and how I conduct in every relationship. I place a high value on honesty. People are more likely to trust one another and communicate openly when they are honest (Carolina, 2023). Being able to say that I am acting with integrity also boosts my self-esteem.
Respecting other people’s abilities – To value other people is to recognise and honor their unique value as a human being (Craig, 2015). I strive to appreciate every individual since we are all deserving of kindness. My goal in life is to put myself in other people’s shoes and listen to them without passing judgment. It is crucial to honor and value the uniqueness of every person.

Application

Maintaining integrity as a professional is critical to establishing trustworthy connections with clients and coworkers. Being forthright in all interactions with coworkers, customers, and other stakeholders is critical. This entails being forthright and fair while discussing both good and bad news. In the event that problems do arise, CIPD reports that being honest promotes polite but straightforward communication in order to arrive at appropriate solutions (2019). I believe that diverse opinions are vital, so it is important for my work to seek to value every person. When making decisions, I try to have an open mind and listen to other people’s perspectives without passing judgment. For the sake of everyone involved, this reminds me to think about how my decisions might affect certain people. I try to handle problems with empathy and seek out agreeable options when disagreements arise because I value other people. By considering different perspectives, team disagreements can be resolved in a way that benefits everyone (CIPD, 2020).

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I have been keen to communicate with others in an effective way and work to influence them as I am a person who is characterized by calmness, taking responsibility and listening in an effective manner with all the facts related to specific issues. When communicating, I ensure the strength of my voice tone and gestures with the messages that I send, along with a good mood. Also, because I am a human being, I value accountability and commitment, as I enjoy the trust of my colleagues within the work environment who are willing to achieve goals in a specific manner.

Raising issues in situations that conflict with legislation or moral values

Within the work environment, I have raised many issues for positions that reflect legislation and ethical values. Issues with varying results have been raised by being prepared and showing professionalism that does not include any bias (Peters, R. 2020).  For example, I ensure that I conduct research in an appropriate manner in order to obtain information objectively in order to support my positions and ensure professionalism and consistent and calm positions, as I am willing to constantly admit a mistake and obtain advice.

In addition, communication methods, whether verbal or non-verbal, are important skills that help clarify messages and inform the opposing parties. For example, with the use of verbal signals at the time of communication processes where there is a need for non-verbal signals that contain special gestures and facial expressions. This helps attract competence with regard to special skills in dealing with others. In addition, cultural competence involves respecting individuals’ values in discussions, which helps me reduce conflict errors and any misunderstandings that may occur. I ensure that discussions adhere to organizational protocols and principles. For example, I monitor authority within the workplace and work to show respect for each individual, regardless of where they excel. I respect different points of view and this ensures processes for making useful decisions.

I use some skills of communication whether verbal or non-verbal to ensure the clarity of the message and informing others.Also, I apply discussions proceeds in accordance with organizational protocols and adhere to the principles as respect must be shown for every individual within the organization without any discrimination.

For the following reasons, it is essential for professionals to have persuasive skills and the ability to be heard in the workplace:
Based on what Penn LPS (2023) has found, professionals needs to be able to impact people and make their opinions heard in order for morale and productivity to reach their full potential in the workplace. If you want to help your organisation reach new heights, you need to be able to have some influence over its leaders. I am excited about the chance to share my excellent ideas and solutions. If they want to do meaningful work, employees need to know that their opinions matter. Disassociation or high turnover rates can occur when employees do not believe their voices are being heard. Teamwork is enhanced by mutual influence and two-way communication. It contributes to making the workplace a welcoming place where everyone’s efforts are valued. The organisation’s overall aims and success will benefit from this.

Poor Cominication can result to:

Informed- People may draw the wrong inferences or make rash actions based on partial or erroneous data if the information is not well-informed. Time and resources are squandered due to poorly informed communication (Pumble, 2022).
Clear- Confusion, doubt, and miscommunication can result from information that is not clear. No one may understand the message or be able to take the necessary steps because of this. Effectiveness is diminished by a lack of clarity.
Confident- The speaker’s authority and credibility on the subject can be tarnished if they don’t seem assured in what they’re saying. Others may question the reliability of the data or the expertise of the source, as stated by SAMHSA (2019). If the message lacks confidence, it lowers trust and influence. For maximum comprehension and efficiency, it is crucial to communicate in a clear, knowledgeable, and self-assured manner.

Two confident ways to inform and influence others are;
Checking for understanding is making sure listeners understand the main concepts. Ask open-ended questions, for examples, or rephrase the essential points to the group. Checking to understand ensures people understand the information and highlights any gaps (Queensland Government, 2022). This improves communication.
Active listening is focused on what has been said. Keep eye contact, nod occasionally, and use verbal and nonverbal cues like “mmhmm” and body language to show attentiveness. Active listening fosters openness and meaningful dialogue (Cuncic, 2022). Listening to feedback builds trust that other viewpoints will be heard.

a) where you consider something to be unethical (whether or not it is illegal),

b) where you believe something contravenes legislation

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Inside the workplace, there is a great challenge represented in confronting all issues that are inconsistent with the provisions of moral values and legislation. For example, I confront employees who steal within the work system or even forge any documents as irritating these matters requires the correct channels. The organization is obligated to adhere to the protocols since the evidence helps in the presence of trust to ensure credibility (CIPD, 2021). This is done when I encounter any of the problems through the various approaches such as reporting the occurrence of any violations and for this the processes that are recommended are followed. This includes all the proposals when sharing any information with other parties where it must be taken into account the existence of issues such as confidentiality and privacy. This contains the need to take into account those requirements as the problem is dealt with the utmost seriousness without causing any defect in raising these topics as well. There are many different ways that are in conflict with ethical values as the work organization may not be in line with my personal ethics, or I may be in a position that requires me to follow the regulations and laws. In any case, it becomes important to reach the ideal way to deal with these situations in a way that requires me to respect institutional and ethical standards .

There are some differences between legal requirements and moral values because that does not mean that something is ethical or legal. For example, abortions have a legal status in some countries but that statement still carries the face of controversy today. From an ethical point of view, in that case there is a conflict with morals and values as it must be very clear with regard to the standards that I rely on especially if I see myself in conflicts with morals and values where it becomes important that I try to solve the problems internally in the beginning.

a.     Example of Unethical Experience

Someone on the team was inflating their time sheets and trying to get paid for hours that they didn’t put in. The boundaries of truthful reporting were muddied, and if not addressed, this could establish a bad precedent. My standards of honesty, openness, and fair pay were broken when someone dishonestly claimed remuneration for time that was not worked. I hold honesty and precision in all professional transactions in the highest regard, and this fraudulent reporting of hours violated that standard. I am dedicated to accomplishing the task for which I am paid.
In order to bring this up with my superior, I would ask for a one-on-one appointment with my boss so we can talk about my ethical concerns in confidence. I would convey the facts objectively regarding suspected erroneous time reporting with supporting proof (ACAS, 2020). I would elaborate on why fixing this integrity violation is important. After a thorough investigation, my manager might decide what to do next, such as providing counselling to the affected person or making changes to procedures to avoid a repeat.

b.      Here is an example of a situation that violates against UK law:

Someone on your team brought up the fact that our firm servers were storing customers’ personal data indefinitely without their consent or any privacy standards in place during a team meeting. I knew this was a breach of the General Data Protection Regulation (GDPR) since I am well-versed in data protection rules in the United Kingdom. When collecting and handling personal information such as names, addresses, and transaction histories, GDPR mandates that individuals provide explicit and informed consent (GDPR, 2019).
I would arrange a private meeting with my boss to discuss the possibility of a legal non-compliance issue with respect to GDPR in order to bring this to the attention of my superior. Outlining my knowledge of the rules and how our data methods might violate them, supported by appropriate evidence, is my goal. In order to stay complying with UK privacy rules, my manager could conduct an investigation, consult with our legal counsel for advice, and move quickly to resolve any holes that have been identified.

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 The theory of employee engagement also presents the conditions that William Kahn developed regarding the work situation. He acknowledged that safety and security have an impact on the integration of individuals and their engagement in work, and that treatment should be done in a fair manner for all employees to have the ability to communicate in an important and calm way with the organization, its goals, daily tasks and responsibilities (Kahn & Fellows, 2018). In addition, employees have input into the organization’s goals, the value of its products, value, and services that give them a sense of meaning within the work. Also, employees develop a sense of security within the work environment without any fear of judgment, as productivity becomes greater. Accordingly, availability refers to the ability of employees to sense the requirements of the job and to be available for investigation.

There is another theory that is concerned with the importance of the appreciation that people make, because the Herzberg binary factor suggests that there are basic factors that help in obtaining employee satisfaction, such as incentives and hygiene factors such as working conditions and wages which may lead to a state of dissatisfaction. On the other hand, stimuli such as recognition and progress can lead to significant levels of satisfaction as Herzberg’s theory explains negative factors that may turn into productive happy and positive factors.

I believe that the theories indicate the importance of dealing employees with respect to feel satisfied in the workplace in order to do their best in the organization. As a result, this leads to a progress in the organization and in turn the production increases. Moreover, the employees feel that they are appreciated and enhance their well-being.

Theories

Daniel Pink’s theory

Key components that drive work performance, according to Daniel Pink’s theory of motivation (MindTools, 2023), are autonomy, mastery, and purpose. Autonomy entails handling responsibilities on one’s own and being self-reliant. Accomplishing more difficult tasks is what we mean when we talk about mastery. Meaningful labour that helps achieve objectives beyond merely compensation is what we mean when we talk about purposeful work.

Advantages for Businesses
Motivated workers are those who have a sense of control over their work, are given chances to learn and grow, and can see how their efforts contribute to a greater whole. Motivated workers are more likely to go above and beyond, which improves the company’s capacity to retain top personnel and accomplish its goals (Choi, 2019).
Benefits to Humans
A person’s intrinsic motivation increases when they have control over their work, learn new skills, and feel like they’re making a difference. As a result, mental health, engagement at work, and happiness are all improved (MindTools, 2023). The employees are enthusiastic and feel empowered by their work.

Maslow’s Hierarchy of Needs

According to Maslow’s Hierarchy of requirements, which was presented by Cherry (2022), people strive to fulfil their requirements in a set order, beginning with physiological and safety needs and progressing to higher-order psychological needs like belonging, esteem, and self-actualisation. Prior to higher needs influencing actions and wants, the lower ones must be met. When a person reaches their full potential, they have accomplished self-actualisation. Unmet basic wants, according to this argument, get in the way of reaching more complex objectives.

Business Benefits
Employees feel appreciated, included, and able to reach their potential when belonging, esteem, and self-actualization are met. Team (2023) shows this improves well-being, collaboration, and productivity. Improves morale and lowers conflict and turnover. Valuing people retains skill, expertise, and lowers staff replacement costs. Overall business improves.
Human Benefit
Meeting belonging, esteem, and self-actualisation needs at work reduces stress and improves quality of life. Herrity (2022) says this boosts mental wellness, life involvement, and happiness. People feel confident, connected, and respected for their contributions. At work and at home, fulfilling human potential and values increases life satisfaction.
I think both ideas show that meaningful, autonomous work meets basic psychological requirements and benefits humans and businesses. I’ve found that employment value motivates me to study and contribute. This lets me enjoy helping my firm succeed. Seeing empowered others thrive motivates me.

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People Practice Initiative – Google Policy

Individual practices contain a number of financial advantages for employees who are related. For example, in 2011, the partners in Google provided a salary package for ten future years for the survivors. in return, the children received the equivalent of $1,000 per month until they reached the age of 18 years, and the age of 23 years for students who had a full-time job complete(Casserly, 2019).

Purpose of the initiative

Financial security is considered one of the basic concerns of employees and one of the main reasons for the rate of employee turnover. Internal employee surveys are followed up and work is done to provide an analysis of the employees’ comments that are issued to the human resources department, as Google has discovered that deaths among employees have a negative impact on their families (Google Guest), as the goal of this is to provide a feeling of security for their families and children, especially since there was a lack of that feeling among the majority of employees especially with the lack of incentives for them in their jobs(Casserly, 2019).

Impact evaluation

In addition, the opinion polls that were conducted among employees within Google showed the extent of the initiative’s impact in terms of increasing levels of employee engagement as the benefits that Google provides to employees have caused a state of happiness for them and their productivity (Bahjat, 2012). Moreover, human initiatives are considered important with regard to enhancing organizational and individual performance, as the most recent human initiatives are specific to developing management and leadership. They also included providing managers and leaders with appropriate competencies and skills. Management, leadership, and the effects of external and internal factors have also been developed which contained the relevant PESTEL. The connection to culture includes such practices and processes for performance management where external factors are inferred in terms of competition analysis and technology. For this reason, initiatives to develop management and leadership represent importance in terms of addressing gaps in the knowledge and skills of individuals. the effectiveness of the initiative is measured through change in the performance of the organization and employees.

It is possible to use some of the basic parts when carrying out the implementation of the work plan in order to conduct a survey of all employees at any time throughout the year. Moreover, it is possible to encourage participation and become more listening and active as there is a complete willingness to accept any Criticism in order to use the time perfectly, efficiently and greatly as progress is made. As a result, this helps to increase objectivity and for this, employees must have fair opportunities in order to participate in focus groups where employees for general activities have full discussions. Also, there should be mutual respect between all parties that participate in various groups as the employees enjoy respect in the discussions. So, the employees include the easy method very effectively in order to reveal advanced ideas that help raise the level of work as this helps in opinion polls. Hence, this will contribute in revealing weaknesses and strengths in various directions within the work system.

People Practice Issue

High Turnover

As shown by CIPD (2023a), high turnover rates result from frequent employee resignations. The cost and effort of recruiting, hiring, and training new personnel is a challenge.

Initiative: Exit Interviews

An exit interview programme would be put in place by the corporation to learn why employees leave. In order to boost employee happiness and retention, they will utilise this information to implement changes including providing competitive compensation and benefits, expanding training possibilities, delivering more flexible work options, enhancing career progression prospects, and enhancing the employee experience (Personio, 2019).
We made sure that everyone could participate in and benefit from the exit interview programme. The design was initially a collaborative effort between a cross-functional team including HR, management, and ex-employees. The interview questions and structure were open to employee comment. Second, to cater to a variety of schedules and learning preferences, we provided paper and online versions. The purpose of anonymising the responses was to encourage transparency. Everyone on the team was free to voice their opinions, and everyone was regularly updated on how their work influenced the final product. Various viewpoints were taken into account thanks to this inclusive approach.

The following are two methods for collecting input and ensuring that the exit interview policy addresses employees’ needs:

·       Gather feedback on the policy’s development and rollout from present staff members by holding focus groups. Discuss how it could meet their requirements more effectively and get their honest opinions in a group situation (Eliot & Associates, 2015).

·       Once the policy is in place, conduct surveys in an anonymous manner. Workers who took part in departure interviews can share their thoughts on how well the process worked for them, how easy it was, and whether they were able to explain all of their reasons for leaving.