CIPD 5CO03 Assignment Example | Professional behaviors and Valuing People
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CIPD 5CO03 example Professional behaviors and Valuing People
Task 1 – Assessment Criteria
1.1 Appraise what it means to be a people professional
1.2 Recognise how personal and ethical values can be applied in the context of people
1.3 Contribute confidently to discussions in a clear, engaging, and informed way to
1.5 Recognise when and how you would raise matters which conflict with ethical values
2.1 Argue the human and business benefits of people feeling included, valued, and fairly treated at work linking to related theory.
2.2 Design an impactful solution based on feedback and engagement with others.
2.3 Evaluate the impact of the solution to influence and engage people within an
Task 2 – Assessment Criteria (Provide a rationale for judgments against each assessment criterion and identify areas for development)
2.1 Explore how the role of a people professional is evolving and the implications this
has for the continuing professional development.
2.2 ess your strengths, weaknesses, and development areas based on self-assessment and feedback from others.
2.3 Formulate a range of formal and/or informal continuing professional development
(CPD) activities to support your learning journey.
2.4 Reflect how you have taken responsibility for your work/actions, including
recognizing and rectifying mistakes.
2.5 reflect on your own approach to working inclusively and building positive working
relationships with others.
3.4 reflect on the impact of your continuing professional development activities on your own behavior and performance.
Introduction: Question 2
Applying Professional behaviors will encourage a positive working relationship and increase the employee’s wellbeing.
Definition of the term professional 1.1
The term professional relates to an individual who generates his income through the performance of an activity in which skills, education as well as training is required or are paramount. This, therefore, indicates that professionals are members of a profession that connotes expertise and trust. The members of the group are always disciplined, and they adhere to ethical standards that are established by their professional body (Maslach, 2017). The professionals possess special skills as well as knowledge which have been obtained from education, research, as well as training which is of high level and the public, recognizes it as such. The professionals utilize these for the benefit of others. The professionals should be persons of high moral integrity, competence and should also promote the public good and they remain accountable to the society at large and those that they serve. For example, In My company, the HR role is to help the organization achieve its goals by recruiting, managing, and developing people CIPD, 2021. However, this is not only pegged on his or her ability, skills, and competence but rather acting within the expected behavior.
Requirements for professional people 1.1
The professionals are guided by professional standards with which they should comply. They relate to a set of ethics, practices as well as behaviors that act as a guide to the professional members. These standards are normally established by the body which governs the respective profession. Examples of professional standards include accountability, loyalty, integrity, honesty, objectivity, law-abiding, confidentiality, fiduciary duty, self-control, reliability, and transparency (Wiley, 2000; Reamer, 2017). According to CIPD Profession Map: people professionals should take an evidence-based approach to their work, using organization data, research, stakeholder insights and perspectives as well as professional expertise to deliver work that’s impactful(CIPD, 2021).
Personal and ethical values 1.2
There has been an increase in unethical behaviors within an organization. These behaviors are exhibited by all categories of employees within an organization ranging from the executives to the ordinary employees. These cases mainly arise as a result of the failure to exhibit professional values. A value refers to an individual’s belief that certain things are either bad or good and important or not important. Values are critical as they act as a guide in choosing one’s behavior and at the same time, help in evaluating the behavior of others.
Personal values on the other hand relate to desirable broader goals that act as a motivator to people’s actions and therefore act as their guiding principles. All persons have values, but these values differ from one person to another. Some of the key personal values include trust, honesty, and responsibility (Waldron & Fisher, 2017). Trust relates to an obligation as well as the responsibility that is imposed on all persons and especially on those to whom authority has been placed. When someone is trustworthy, then others will gladly count on them. In an organization, trustworthiness is an essential value in all the staff members and those with whom the organization engages. Honesty on the other hand honesty relates to the act of being fair, straightforward, and adherence to facts. It can also be said to be the quality of being truthful. Organizational members should be honest in all their activities within the organization and outside.
Responsibility relates to an obligation that has been imposed on someone. All organizational members have responsibilities that they have to fulfill. Those to whom responsibility is imposed are expected to account for their actions. Other personal values include financial security, accountability, knowledge, creativity, and personal growth. These values guide decisions.
According to CIPD Profession Map: personal and ethical values, help understand people’s behavior and create the right organizational culture which helps in the development of working relationships(CIPD, 2021). For example, a person is expected to demonstrate ethical practice by adhering to the code of conduct in addition to the policies and procedures that are set. A person working in the HR department is expected to exhibit honesty, fairness, and impartiality. In my company, we have a comprehensive code of conduct that spells out what is expected from all the employees. Every employee is expected to obey the organization’s rules, take responsibility, have good communication, accountability, and professionalism.
Ensuring people’s practices are applied 1.3.
As a people professional, it is critical for one to be an expert in the knowledge of changes, people, and work. To achieve this, one should possess the core knowledge of the different people’s practices and at the same time, have a great understanding of how these different practices have an impact on each other and how they integrate for effective outcomes. In the organization where I work, it was the responsibility of the HR professionals to set the mission and goals of the firm, plan, organize and manage the workforce, measure performance, develop motivational programs, and develop and nurture future leaders. Some of the people practices are the approaches as well as practices that are used in the entire employee lifecycle and as such, there is a need for continuous assessment of their needs, creating talent pools, analyzing people data, having an effective system of managing their grievances, and develop people practices (Milliman & Clair, 2017).
Applying communication to engage and influence others 1.3.
Communication is key in passing information. To make sure one communicates effectively with others, there are various strategies that can be applied. These strategies include listening attentively to others, communicating clearly and concisely, ensuring the tempo is moderate, body language and movements should be in line with the message passed across and the message should be focused (Van Ruler, 2018). For example, effective communication is important because it helps people to stay engaged. In a time of crisis, such as the COVID-19 pandemic, effective communication becomes critical because it ensures the business continues by creating virtual teams (CIPD, 2021). It is important to choose the appropriate channel, media, and tools when communicating. The communication HR ought to be formal. An example of a formal communication method is a memo. In addition, during recruitment, employees have to be handed over
How to raise issues within an organization (1.3, 1.5)
Raising issues in an organization especially relating to the policies or leadership approach applied can be a challenge. However, forward-thinking and applying workplace ethics can make the task easy. One should follow the established organizational guidelines. In the company I work in, employees are expected to raise any issue first with their line manager, and the issue is cascaded upwards.
Inclusion at the workplace 2.1
Inclusion at the workplace is a grave issue in numerous organizations. There have been efforts to address the issue in the recent past. When there is inclusion at the workplace and it is part of the organizational culture, the employees feel as part and parcel of the organization. The employees feel valued, supported which enables them to succeed at work and be accepted regardless of their background, circumstance, or identity (O’Donovan, 2018). At the same time, the employees are able to thrive at their workstations. Inclusion also creates room for diversity to thrive. Diversity is all about the demographic differences in a team, group, or organization. These demographics can include age, race, disability, pregnancy, gender, religion and belief, and sexual orientation. The diverse groups possess different skills and knowledge that will be beneficial to the organization and the other employees. In our organization, we try to achieve diversity by hiring people from different backgrounds and cultures.
People practice initiative (2.2, 2.3)
There are various people who practice initiatives that may be adopted by organizations. One of those initiatives is leadership-focused employee engagement. It is common knowledge that leaders create confidence in their leaders and at the same time inspire their subjects. For example in the company I work in, HR tries to nurture leadership by providing coaching, training, and mentoring. Employees also want leaders who recognize the role they play in an entity. Such initiatives aim at enhancing leadership through the continuous engagement of the employees (Azzam). The leadership can be enhanced through synthesis sessions and bringing companies’ value to life.
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