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Solution
5C003-Professional Behaviours and Valuing People
Table of Contents
1.1 Professional Meaning and People Professional 2
3.1 People Professional Roles Evolving and Priorities to CPD.. 2
1.3 People professional contributing confidently to discussions. 5
2.2 People practice solution for meeting a specific need/introducing new policy or initiative. 9
Task Two-Professional Development 10
3.2 Strengths, weaknesses and development areas self-assessment and feedback. 11
1.3 Formal and Informal CPD Activities for Learning Journey. 11
3.4 Reflection on CPD Activities on Behaviour and Performance. 12
Appendix A: Self-Assessment Against Profession Map Standard. 20
Professional courage and influence. 22
Appendix B: Development Plan. 27
Task 1 Q1
1.1 Professional Meaning and People Professional
Professional
From a traditional context, Servage (2009) defined a professional as an individual deriving income from their specific knowledge or experience. This is different from a worker, hobbyist or amateur lacking a formal education. For the different professionals, they establish professionalism which entail reliable, putting in place appropriate standards and showing caring on different job aspects. For example, a doctor is paid for practicing medicine as a professional and they have a body such as National Health Service (NHS) in England mandated with the responsibility of managing their practice.
People professional
Adopting the definition of CIPD (2022) a people professional is an individual involved in supporting vision and goals of an organisation through significant interventions. Considering the fact that organisations are comprised of different people, their core function is empowering organisation people in thriving in an individual and collective manner. For instance, in my position working as a people practice professional in Saudi Aramco, part of assigned roles include management of most valuable resource which is people. This is by prioritising professional development by challenging career opportunities.
As evidenced in CIPD HR Professional Map (CIPD, 2022a), this is used in setting international benchmarking for people professionals. This is for making appropriate decisions, acting with enormous confidence, peak level performance, change management and career progress. The people professionals must hence demonstrate good personal values such as fairness, honesty, exclusivity and professional integrity. For instance, working as a people professional in Saudi Aramco, there is a requirement of displaying and promoting conduct and behaviours consistency with agencies and government standards. This is while at the same time maintaining confidentiality of sensitive information.
Task 1 Q2
3.1 People Professional Roles Evolving and Priorities to CPD
In order to demonstrate how people professional roles are evolving and priorities to CPD, it is important to consider the definition of continuous professional development (CPD) and reflective practice. Adopting the definition of CIPD (2022b) CPD is an integration of approaches, ideas and techniques which are essential for managing individual learning and growth. Further, as evidenced in CIPD (2022c) for the success of CPD, it ought to adopt the CPD Cycle stages (see figure 1);
Figure 1:CPD Cycle
Further, the reflective practice is defined by Cushion (2018) as a process of taking a step back and achieving a reflection on what an individual do, how work is progressing and how specific projects/events/experiences have gone. This ought to be possessed by individuals and teams for forming a background of working practice and honing specific phenomenon or learning occurrences.
To evaluate how the role of people professional is changing, the possible examples include;
People practice moving from admin to strategy- Initially, people function operated distinctly/decentralised from the other areas of the organisation managing policies and paperwork. Nevertheless, according to Collings et al. (2018) this has since changed where today HR professional ought to possess knowledge of all departments operations and employees experiences in their organisation. For instance, in Saudi Aramco, the People function department today operate in collaboration with all the other departments to achieve their main objective which is diversification of oil and gas products onshore and offshore. This is with technology use in areas of artificial intelligence, virtual reality and analysis of video interviews through machine learning being adopted in the strategy.
People professional being more people-focused and tech-savvy- As evidenced in the CIPD HR Professional Map, technology and people are categorised as core knowledge (CIPD, 2022d). This entail an appreciation of technology roles and its impact on people function and broad workforce. Part of this entail an appreciation of the role of technology in improving agility and productivity of workforce and entities. This is what define the modern people function. In Saudi Aramco for instance, this has prompted immense changes, new skills and capabilities demands and technologies use in enhancing people propositions.
More specialisms and job titles– Over the years, the HR professionals roles have undergone significant transformation. For instance, as noted in HR Trend (2020), the job titles such as record-keeping, payroll management and compliance were the main qualifications. This has since changed to more personalised people management and building positive workplace culture. This has contributed to new creative HR job titles including chief collaboration officer, chief champion, adventure coach and more.
Task 1 Q3
1.2 Ethical Values
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