Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately 400 words

Appraising Professional Behaviours

Being a people professional requires embodying behaviours that foster trust, collaboration, and respect.

Valuing People- Valuing people mean recognising and appreciating the diverse contributions of individuals within an organisation. It it involves the process of establishing such relationships with one’s colleagues at the workplace to create a special atmosphere in which all people work with full utilisation of their potential. People professionals apply this behaviour to maintain fairness and make certain that employees are not privileged while others are neglected or their welfare is not well considered (CIPD, 2020).

Working inclusively- Working inclusively means respecting people’s differences and ensuring that everyone feels welcome and valued. That means giving everyone a voice and an opportunity to be involved in decision-making processes as well as eliminating all barriers and prejudices employees may face. Together, these behaviours help people professionals create organisations that are diverse, fair, and promote higher worker productivity and organizational success (CIPD, 2020).

Appraising Professional Activities

Employee Experiences:  Specific important activities of professionals also clarify the position of people professionals. People professionals enhance employee experience as a process of designing memorable and engaging interactions with their employees when acquiring service, using it, and, ultimately, when they are no longer employees (CIPD, 2023). This includes cultivating development culture, feedback and organizational-environmental fit between organisational needs and employees’ development plans.

Workforce Planning: Workforce planning, on the other hand, focuses on aligning talent with business needs, analysing future workforce requirements, and implementing strategies to bridge gaps. These activities show how people professionals are involved in managing the capability, engagement and relevance of the workforce and establishing connections between the workforce and organizational performance and future viability as evidenced by CIPD (2023a).

The Value of People Profession Roles to Organisations

The people professional enhanced the value of organisations through engaging workers, promoting organisational culture, and integrating human capital with organisational strategy. They are representatives of the workers and defenders of the organisational culture, a link between employers and subordinates (‌CIPD 2024a). That way, they contribute toward the creation of a diverse environment that drives innovation. Moreover, due to their knowledge of planning workforce and talent management, organisations are ready for challenges. All these improvements have a direct bearing on those factors that define an organization, specifically those that relate to productivity, staff turnover, and the organisation’s ability to attract and retain the best talents.

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately 400 words

Ethical Value: Integrity

Integrity is the commitment to honesty, transparency, and doing what is morally right, even when it is challenging as evidence by ‌McCombs School of Business (2013). It sustains mutual confidence between members of the organization and equals the basic standard of ethical conduct and decision making.

Examples:

In my line of work as a people practitioner, integrity can be observed in the following two aspects. First of all, I ensure the truth is told to the candidates applying for positions which means that they get correct information about the position and organizations. This comprises of answering pertinent questions concerning challenges the organization may encounter in future as well as ensuring that every new comer to the company feels comfortable to speak the truth about any issue that may be of concern to him or her. Secondly, employees also have rights to their own records, so data integrity is my approach to the records. I respect employee’s privacy and follow data security procedures that would guarantee no violation of employees’ privacy. Here I claimed to embody some of the values of fairness and respect for the privacy of individuals.

Personal Value: Empathy

Empathy is the ability to understand and share the feelings of others, fostering meaningful connections and creating a supportive environment (Reid, 2022). This one enables me to have empathy in dealing with issues, thus being able to relate to the feelings and outlooks of other people.

Examples:

Empathy influences my day-to-day work in two ways. Firstly, while conflict solving within the workplace, I give full attention to both individuals, and let them express what they have to say and make sure that I understand their point. This helps me moderate well and present solution that would make both parties benefit out of it, and also see things from their point of view. Second, instead of criticism during the performance discussions, I try to have a growth mindset. Thus, based on the personal problems or work overload, that the employees may encounter, I offer support and training for them. Thereby making the employees understand they are wanted and that Individual responsibility and capability should be improved.

Both integrity and empathy are integral to how I build relationships at work. Integrity fosters trust, while empathy ensures meaningful connections. These values define the way I approach communication, making the process respectful, honest, and efficient.

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. 

Word count: Approximately 400 words