3co03 Assignment Example

3CO03 Core Behaviours for People Professionals covers the key behaviours for people professionals, emphasising ethical practices that create value. It explores how consistent thinking and actions, even in new and challenging situations, should help promote well-being and inclusivity within the organisation.

Assessment Questions

AC 1.1 Please explain:

a) ‘ethical principles’ and how these can inform the way people behave at work.

b) ‘professional values’ and how these can inform the way people behave at work.

Equality

The principle of equality is based on the belief that everyone should be treated with respect and fairness, without discrimination based on characteristics like age, race, religion, sexual orientation, ethnicity, or gender. As a people professional, equality influences my work in many ways. For example, I actively promote anti-discrimination policies within the organization. I help create policies that ensure everyone, regardless of their personal characteristics, has equal opportunities (ACAS, 2020). This includes making sure job descriptions and hiring processes focus on skills, qualifications, and experience rather than personal traits, helping to eliminate bias. I also ensure that all employees are paid equally for the same work, regardless of gender or ethnicity.

Evidence-based Practice

Evidence-based practice is an essential professional value for people professionals. It involves making decisions, policies, and strategies based on reliable data and evidence. This data can come from various sources, such as scientific research, company data, expert opinions, and studies. As a people professional, I use evidence-based practice to ensure that human resource strategies align with the organization’s goals and objectives. For instance, I ensure the organization has the right number of skilled workers to meet its goals. I also apply evidence-based practices when managing employee benefits and policies to ensure fairness and prevent discrimination, while also controlling labor costs. Additionally, evidence-based practice helps me develop risk management strategies, including ensuring legal compliance in human resource functions.

AC 1.2 Please give three examples of how you, as a member of the people practice team, conform with the Equality Act 2010 (or any updates), or regulation and law relating to ethics and professional practice in your own country.

The Equality Act of 2010

As a people professional, I adhere to the provisions of the Equality Act of 2010. This law ensures that no employee is discriminated against based on any protected characteristic (GOV.UK, 2010). It promotes fairness and prevents discrimination. I comply with the Equality Act by conducting regular equality impact assessments. These assessments help me evaluate how various groups of employees are affected by HR policies and practices, allowing me to identify and address any discriminatory practices (ACAS, 2020). I also promote diversity and inclusion by ensuring the employee selection process is free from bias. I encourage the use of structured interviews to give all candidates an equal opportunity to be selected. Additionally, I provide diversity training and foster an inclusive culture by supporting employee voice, job satisfaction, productivity, and retention.

New CIPD Code of Practice

The new CIPD Code of Practice is based on five key values: making a positive and active impact on working lives, demonstrating good character, taking personal responsibility, providing professional service and competence, and demonstrating civic virtue and stewardship. I align with the value of making a positive impact by advocating for better working conditions for employees (CIPD, 2022). For example, I contribute to implementing policies that promote fairness and equal opportunity and address employee concerns. I also demonstrate civic virtue and stewardship by considering the views of different stakeholders when making decisions and ensuring compliance with laws and regulations. To reflect good character, I act as a role model, displaying positive behaviors that employees can replicate. Additionally, I continuously improve my skills, knowledge, and competencies to demonstrate professional service and competence. As a result, I use evidence-based data to guide my decision-making.

AC 2.1 Please summarise different ways people practitioners can demonstrate respectful and inclusive working in relation to:

a) contributing views and opinions

b) clarifying problems or issues

c) working effectively as part of a team

Contributing My Own Views and Opinions

When sharing my views and opinions, I ensure they are communicated clearly and logically, so the organization captures them effectively. I also encourage others to express their ideas and opinions, creating an open environment for discussion (Indeed Editorial Team, 2020). By considering feedback and suggestions from others, I gain a better understanding of the topic, allowing me to develop an informed and evidence-based response.

Clarifying Problems or Issues

When clarifying problems or issues, it’s important to remain respectful. I ensure I have a good understanding of employment laws and industry best practices, which helps identify any potential violations. While engaging with employees, I allow sufficient time for everyone to ask for clarification on any areas they don’t understand.

Working Effectively as Part of a Team

As a people practice professional, I contribute to team effectiveness by clearly defining each member’s roles and responsibilities. This helps avoid confusion and sets clear expectations. I also collaborate with team members, sharing ideas and opinions to help achieve the organization’s goals. Furthermore, I ensure that there is no discrimination based on protected characteristics (CIPD, 2022) and that all team members have equal access to opportunities like rewards and benefits. This promotes motivation and encourages collaboration toward the organization’s objectives.

AC 2.2 Please provide three recommendations for how people practice team members can find out about current issues and developments in the world of work and people practice.

People professionals must stay updated with changes in the world of work due to evolving work dynamics. For example, the rise of remote work, flexible schedules, and the gig economy has transformed how work is structured. People professionals need to understand how these changes affect their roles and responsibilities. This includes adopting new technologies and performance management strategies.

Staying current is also crucial for ensuring compliance with laws. Employment laws are regularly updated to protect employee rights and address new social trends. For instance, the National Minimum Wage Act of 1998 is reviewed annually. People professionals must keep up with these changes and understand the importance of government collaboration in achieving these updates.

Additionally, there is a growing focus on diversity and inclusion in organizations (CIPD, 2022). People professionals need to expand their knowledge on promoting inclusion, preventing bias, and avoiding discrimination and stereotypes, which can harm workplace culture.

Networking and Professional Events

Networking and professional events offer people professionals direct access to information on trends and insights in their field and related industries (MBO Partners, 2019). These events help professionals stay ahead of the curve on practices that will ensure organizational sustainability. Seminars, workshops, and webinars are also valuable learning opportunities where people professionals can receive training on current issues. Networking with peers enables knowledge sharing, which can lead to better decision-making and self-awareness, helping professionals identify areas for improvement.

Formal Education

People professionals can further their knowledge and skills through formal education. This includes enrolling in courses or degree programs that enhance decision-making abilities. Additionally, people professionals can take advantage of skill-building opportunities and attend educational institutions to gain certifications that validate their expertise and experience.

TASK 2

AC 2.3 Briefly explain how people practitioners can be proactive in their approach to continued professional development (CPD), using your own approach as an example.

Date(s)Activity undertaken and whyWhat did I learn from this?ReflectionAny future learning needs identified?
January 2024I attended a seminar on the role of people professionals in supporting employees working remotely.I learned that remote work is becoming more important for enhancing employee engagement, job satisfaction, and performance. It also helps organisations remain competitive in the labour market by positioning them as employers of choice. I learned strategies to address remote work challenges, such as setting clear expectations, using collaborative technologies, giving regular feedback, and providing remote workers with necessary resources.The seminar improved my approach to managing remote employees. I now set clear performance metrics, working hours, and communication protocols to improve collaboration and work-life balance. Tools like Microsoft Teams have been instrumental in fostering collaboration.I need to learn how to facilitate effective online training and mentorship programs to improve employee competencies, motivation, and loyalty.
April 2024I implemented a performance-based bonus in my organisation to motivate employees.I learned the importance of fairness, transparency, and consistency in reward systems. I discovered that equity and fairness enhance employee engagement. Employees who perceive rewards as unfair may reduce their effort, while those who see fairness are motivated to perform well. I also learned that consistent rewards encourage positive behaviour among employees.This experience has positively impacted my approach to delivering rewards. Moving forward, I will ensure reward policies are clearly communicated to employees and conduct regular equity pay reviews to avoid dissatisfaction and discrimination claims.I need to stay informed about new trends in employee pay and benefits to ensure the organisation remains competitive and compliant with the National Minimum Wage Act of 1998.
June 2024I onboarded new employees into the organisation.I learned that an effective onboarding program significantly improves employees’ job experience and motivation. New employees feel more engaged when they understand their responsibilities, reporting lines, and organisational goals. It is also important to introduce them to the team to foster a sense of belonging.This experience has given me valuable insights on improving onboarding processes. I plan to provide pre-onboarding information to new employees and assign a point of contact to help address any issues they might face.I believe there is room to improve the onboarding process further by incorporating more technology, such as creating videos and using presentations to make content more engaging.

References

ACAS (2020). Discrimination, bullying and harassment | Acas. [online] Available at: https://www.acas.org.uk/discrimination-bullying-and-harassment [Accessed: 8 November 2023].

CIPD (2022). Diversity and Inclusion in the Workplace | Factsheets. [online] Available at: https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet#gref [Accessed: 8 November 2023].

CIPD (2022). Ethical Practice and the Role of HR | Factsheets | CIPD. [online] Available at: https://www.cipd.co.uk/knowledge/culture/ethics/role-hr-factsheet [Accessed: 8 November 2023].

GOV.UK (2010). Equality Act 2010. [online] Available at: https://www.legislation.gov.uk/ukpga/2010/15/contents [Accessed: 8 November 2023].

Indeed Editorial Team (2020). 15 Ethical Principles in Business (With Definitions). [online] Available at: https://www.indeed.com/career-advice/career-development/ethical-principles-in-business#:~:text=Ethical%20principles%20in%20business%20are%20the%20moral%20standards%20set%20by,business%20operates%20in%20the%20community [Accessed: 8 November 2023].

MBO Partners (2019). 5 Ways to Keep Your Job Skills and Knowledge Current | MBO Partners. [online] Available at: https://www.mbopartners.com/blog/how-manage-small-business/how-to-keep-your-skills-and-knowledge-current-and-why-it-matters1/ [Accessed: 8 November 2023].