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Solution
Table of Contents
Task One- Professional and Ethical Behaviours. 2
1.1 Activities and behaviours; people professional 2
Professional Behaviours are; 2
Professional Activities are; 2
1.2 Ethical values application. 3
Personal and Ethical Values Examples. 3
Application in People Practice. 4
1.3 Importance of people professionals. 4
Techniques used to achieve a Clear and Engaging Communication. 5
1.4 Raising unethical, issues contravene with legislation. 6
Raising issue contravening with legislation. 6
2.1 Theories/models of human and business benefits. 7
2.2 People professionals building inclusivity. 8
Task 2- Professional Review.. 9
2.3 Working inclusively and positive working relationships with others. 9
3.1 People professional evolving and implications. 9
3.2 Assessment of strengths, weaknesses and development needs. 10
Feedback from the collaboration initiative/project 10
3.3 Formal and informal development activities. 11
Task One- Professional and Ethical Behaviours
1.1 Activities and behaviours; people professional
For a professional, they are noted to exercise their possessed knowledge, skills and behaviours in execution of their assigned roles (Cruess et al., 2019). For success of a professional in their sector, they must demonstrate good standing, continuous development and proficient usage of skills. According to CIPD (2017), to differentiate a professional from the rest, they are good in their art and work for optimum gain of others. In the modern digital and era of information, being a people professional is both thrilling and characterised with multiple opportunities. Apart from only working for the benefit of an organisation, they also ensure that community development is achieved. This is the case from the appropriate working environment developed, growth and development and management of issues with human relations.
Professional Behaviours are;
Ethical Assessment– In CIPD HR Professional Map, ethics are identified as a major behaviour in modern organisations (CIPD, 2024). The behaviour is manifested through an embrace of high-level confidential, just-based practice and putting into account of personalised and organisation/corporate culture. The rationale of this is that any action is ethical based and holistic for the professionals success in their functions. The use of ethical-based judgement is important to make sure professional-based conduct scope past following the guidelines as core area of profession.
Building Relationships– As part of enhancing collaboration, strong relations are supposed to be initiated (Castañer & Oliveira, 2020). By professionals initiating stronger, sustainable links in workplace entail broad capacity including detailed communication, listening actively and appreciating varying points of view. This has also a positive implication in enhancing the scope of effectiveness of decision making by different engaged stakeholders.
Professional Activities are;
Change Management– A major activity of the people practice professionals is successfully managing change (CIPD, 2023). This is in their responsibility as strategic organisation partners in CIPD HR Professional Map. The success of this is integrating strategic thinking process, being empathetic and resilient. Their role in change management is hence broad and transcend past simplistic recommendation of the change process. According to Roels and Staats (2021), the strategy is people-centric and enhance how they are adaptable and resilient.
Learning and Development (L&D)– Considering provisions in CIPD HR Professional Map, people professionals are both curious learners and influencing others. As a best practice, pursuing different L&D strategies elicit ability to acquire appropriate insights for the organisations success. There are different learners-centric strategies put in place with optimum development attained (Naim, 2022). It is hence a people practice professional to harness the process by ensuring there is a continuous-based growth and development process.
1.2 Ethical values application
For people practice professionals, appreciation and adhering to ethical values is core as it enhance people and corporate/organisation operations effectively (CIPD, 2023a).
Personal and Ethical Values Examples
Honesty– Working as a people practice professional, being honest define openness and dialoguing truthfully with others. Amidst challenging situations in my current organisation, there often occurrences which demand an active conversation and maintaining open-based engagement.
In my operation as a people practice professional, in 2023, there was an issue with failure of sales and marketing department to achieve their assigned functions. From the outcomes of performance review, areas for their improvement was identified and recommended. I honestly noted that the reason for their low performance was due to their laziness and not lack of facilitation and support by the organisation management.
Further, to ensure I was transparent with them, I made sure the process is clear and embracing good logic in making the decision. In 2022 after COVID-19 pandemic emerged, I was forced to come up with a decision to make some of the employees redundant. I demonstrated my sympathy to the impacted staff and openly affirmed on financial implication of the redundancy decision which resulted. I engaged all stakeholders in active decision making with open-based engagement leading to honest-based outcome.
Fairness– In my function as a people practice professional, fairness in all my undertaking is essential for my success. Similar to Khair et al. (2020), this entail not being impartial or favouring any person. In area of career development, I make sure that the employees can ascend to higher and better job placements in the organisation. This is with successful connections initiated for contentment in their job roles. I am able to achieve this by enhancing an organisation practice informed by varying viewpoints and prioritised. In decision making, fairness in assessment of issues at hand in an impartial manner and evaluating its implication to all players is important. To handle the likely disagreements emerging, being objective is essential to resolve conflicts equally and harmoniously.
Application in People Practice
In my role working as people practice professional, this is based on being just and honest. The need for this is having an open-based conversation and trust-based insights. The outcome of this is embracing moral values which guide an effective decision making. According to Keashly et al. (2020), to achieve effective conflict resolution, morally and ethically exercising my roles is core. This improve effectiveness of making decisions, interpersonalised operations and human characteristics rather than hypothetically implementing the process.
1.3 Importance of people professionals
There exist a host of rationale of individuals possessing strong and impeccable persuasive and strong skills for guaranteeing listening of people practice voice. According to Appel-Meulenbroek et al. (2021), the rationale of this is the need to prioritise on management of human characteristics/dynamics, behaviours in organisation, health and wellbeing and more which are pursued by the people practice professionals. For successfully initiating strategic decisions and embracing realistic changes, hearing the people practice input is important.
Also, to make successful organisations decisions making particularly regarding people practice responsibility, consideration of prompt implication to employees is put into consideration. In an event of making decisions with limited prioritisation of people practices input, engagement, being contented and morale is negatively affected.
Informed Communication
In order to be persuasive enough, there is a need to be aware of the issues linked with people practice functions. For guaranteeing existence of a fruitful and successful engagement with management and give appropriate guidance, being informed about HR practices is critical. This is while embracing appropriate organisation culture and managing change management aspects. Lacking adequate understanding and knowledge would contribute to misunderstanding and potential dismissal.
Clear Communication
The people practice professionals, there is a necessity of evidencing the ability of maintaining confidence leading to elaborate communication (Nankervis et al., 2021). An elaborate communication is enhanced through being authoritative, executing their authority and credibility. Any illustration and examples provided in an organisation would be simplified, straight and different audience for appropriate understanding the people practice functions. For mitigating misunderstanding or language ambiguity, clear communication is supposed to be adopted.
Confident Communication
Further, in the verge of people professionals convincing the rest, it is essential exuding high-level confidence which also enhances their scope of operations. With suggestions lacking confidence, suggestions are ambiguous and not serious. In an event there is unclear communication and sharing of messages, this lead to undermining of people practice operations in the organisation.
Techniques used to achieve a Clear and Engaging Communication
Evidence for supporting opinions and adapt content
With the communication process being broad, a need arises for customising the learning and development materials to their audience. This is while proofing validity of any made assertion/point of view. The information used is sourced from different experts through a people-centric approach. The most appropriate approach as recommended in CIPD (2023) is the use of evidence-based and data to acquire relevant insights. The entire message from how it is crafted and eventually submitted or shared should be based on the insights of the targeted audience by the people practice professionals.
There is a further need for people practice professionals to be in a position of maintaining a clear, fluent and appropriate communication for participating in these engagement in a meaningful manner. Through an embrace of capability, guaranteeing hearing of people practice voice is important, managing misconception from occurring with positive and major professional implication evident.
Actively listening with clarifications for all points provided
Through the existence of a strategy which improve active listening, all presented perspectives of individuals are offered. The intent is to understand what has been communicated, posing questions based on need and genuine engagement in interactions with the rest. This is identified in Zhao (2019) as an active-based listening which ensure they manage any issue raised and with clarity engage in engagements.
1.4 Raising unethical, issues contravene with legislation
In an event there are issues with indirect employees discrimination in….
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