-50%
Solution
- Ethical principles and personal values
Ethical Principles
In the CIPD HR Professional Map, ethics are classified as the core behaviours informing a moral compass of living our lives and making decisions. Ethical principles are the fundamental judgments that justify ethical assessments and direct action in people. They serve as a moral compass, helping individuals make decisions and live their lives. Ethical principles guide individuals to do what is right. These principles help people apply professional values and make responsible decisions, which in turn shapes how they approach their jobs. An example of an ethical principle is integrity (CIPD, 2019). This principle emphasises honesty, transparency, and adherence to strong moral principles. It involves being truthful, fair, and consistent in actions and decisions. Integrity entails doing the right thing even when no one is watching and maintaining ethical standards in all situations. As a people professional, integrity is crucial for building respect and credibility among employees. It ensures that all training programs and development initiatives are conducted fairly and transparently, fostering a culture of trust and ethical behavior within the organisation.
Professional Values
Professional values are core ethics and beliefs individuals adopt and demonstrate in their work. These values serve as guiding principles for actions, skills, and behaviors (Sinha, 2015). Professionals approach work with care, professionalism, and accountability through professional values. An example of professional values is trustworthiness. A trustworthy person is someone who can be relied upon to follow through on commitments, act with integrity, and maintain confidentiality. Trustworthiness builds strong relationships and a positive reputation in the workplace. In the Learning and Development department, trustworthiness is vital for fostering a positive learning environment and ensuring the success of training programs. Being trustworthy helps in building strong relationships with employees, which is essential for effective training and development. The rationale of using both is to guarantee successful people practice functions.
- Equality act 2010
Equality Act 2010
People Professionals conform to the Equality Act 2010 by promoting inclusive practices. According to Ali (2022), this involves creating job advertisements that avoid discriminatory language and accept job applications from all qualified candidates, regardless of race, gender, age, disability, religion, or sexual orientation.
Conforming to this Legislation as a People Professional.
First, to ensure conformity with this Act, I ensure that all training and development programs are accessible to employees with disabilities. I do this by providing materials in accessible formats, such as large print or audio versions, and ensuring that training venues are wheelchair accessible. I also advocate using assistive technologies and reasonable adjustments to accommodate employees’ needs (CIPD, 2023). For example, suppose an employee with a hearing impairment needs a sign language interpreter or captioning services during a training session. In that case, I arrange these accommodations to ensure they are not left out in the training sessions.
Secondly, I play an active role in preventing and addressing workplace harassment and discrimination; this involves implementing and promoting clear policies that outline unacceptable behaviors and the consequences of violations (CIPD, 2023). I ensure that these policies are communicated to all employees and provide training sessions to raise awareness about harassment and discrimination.
Thirdly, I also establish a confidential reporting mechanism for employees to report incidents without fear of retaliation. Resolving harassment and discrimination at work promotes a respectful, safe workplace where all workers feel appreciated and legally protected. In modern organisations, the issues of employees discrimination and harassment is found to be normally occurring. This is a major challenge impacting the employees relations with each other in their workplace.
2.1 Contributing Views and Opinions
Contributing Views and Opinions
People practitioners demonstrate respectful and inclusive working by using evidence, clarifying confusion, and ensuring different viewpoints are heard (Pavlou, 2023). For example, during a team meeting discussing a new training program, I took a respectful and inclusive approach by expressing my views clearly and concisely, avoiding dominating the conversation. In addition, when suggesting changes to the program structure, I backed my ideas with data from learner feedback and industry best practices. However, I could have encouraged even more participation from quieter team members to enhance my behavior. While I did invite questions and feedback, I could have specifically asked for input from those who might be less inclined to speak up, guaranteeing that all voices were heard and valued.
Clarifying Problems or Issues
According to Mason (2020), when it comes to clarifying problems or issues respectfully and inclusively, people practitioners can adopt several strategies, such as actively listening, checking understanding, and ensuring everyone gives an opinion. An example in my department is a situation of confusion about implementing a new e-learning module. To provide a respectful and inclusive approach to clarify the issues, I organized a meeting with all relevant stakeholders and started by listening to their concerns without interruption. To address the problems, I presented possible solutions and asked for feedback on each option. To improve my behavior, I could have provided a follow-up summary through email outlining the discussed points and decisions; this would have ensured that everyone had a written record of the conversation and could refer to it if further clarification was needed.
Working Effectively as Part of a Team
People practitioners contribute to effective teamwork by valuing individuals, showing respect and empathy, allocating tasks in a team respectfully, and ensuring fairness (McCartney, 2018). For example, when working on a project to revamp our employee onboarding program, I took a respectful and inclusive approach to team collaboration. I made a point of recognising and valuing the unique skills and experiences each team member brought to the table. I also demonstrated respect and empathy by actively listening to concerns and suggestions and by being open to adapting plans based on team input. However, to improve my behavior, I would implement regular check-ins with the team to discuss progress and any emerging challenges, provide additional support, and ensure that any issues could be addressed promptly.
2.2 Why it is Important for People Professionals to Stay Up to Date
Why it is Important for People Professionals to Stay Up to Date
People professionals must stay updated because staying informed ensures they remain relevant, adaptable, and effective in their roles (Lancaster, 2022).
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