This assessment, like the unit it is based on, considers key professional and ethical behaviours expected of a people practise professional. You are required to demonstrate your knowledge and abilities in written responses to each of these requirements. The assessment includes 11 questions, one for each requirement.
You should respond to each of the 11 questions, incorporating a mix of theoretical knowledge, practical examples, and personal reflection as necessary. Some questions ask you to include feedback from others, so before beginning this assessment, you should identify and collect relevant feedback from at least one person who has insight into your behaviour at work. Additionally, if you do not already have continued professional development (CPD) documentation, you will need to set this up.
When submitting your responses, please ensure they are clearly organised using subheadings or question numbers and AC references to link your responses to the relevant questions. Also, ensure that your work complies with the word count requirements stated at the end of this assessment brief.
Table of Contents
Assessment Questions
AC 1.1 With reference to the CIPD Profession Map, appraise what it means to be a people professional
To be a professional means that one must have met all the standards set out by the CIPD profession map (CIPD, 2023). The aforementioned implies that one must demonstrate a specific professional value, such as principle-led. This implies that people professionals should work towards demonstrating a high level of professionalism as ambassadors of people professionals. For instance, they should always pursue constructive development and improvement and leverage their expertise to create meaningful work for individuals while creating value for the organisation (CIPD, 2023). In addition, people professionals should be evidence-based. As a result, they should only make decisions informed by behavioural science and academic research, organisational data, and people practitioner expertise rather than intuition. This reduces errors and improves efficiency.
In addition, to be a people professional means that individuals should have core knowledge and core behaviours. This includes having the ability to support employees throughout the employee lifecycle from attraction to separation through development, onboarding, performance management and reward. Most importantly, they should be knowledgeable about the role of technology in improving employee experience and improving efficiency at work (Martin, 2021). In addition, people professionals should demonstrate ethical practice in their work; this includes upholding the values of respect, equality, fairness, respect for all and accountability in their actions (Schroeder et al., 2019). People professionals also promote inclusion through their actions, such as transparent communication and providing employees with a voice. Lastly, people professionals have specialist knowledge. The aforementioned encompasses effective reward management, leveraging data analytics to improve decision-making and improving employee experience and relations.
AC 1.2 : Discuss your personal and ethical values (one of each), with examples of how these are evident in your work. (If you have yet to work in people practice, explore how you believe your values would inform your work.) Ethical values can be defined as fundamental principles and standards that guide the behaviour, decisions, and actions of people professionals in their interactions with stakeholders such as employees, shareholders, and the organisation (CIPD, 2022). Ethical values are important in
ant in the work of a people’s practice context for various reasons, a practitioner for various reasons. For example, ethical values assist in building employee trust and engagement. This is because they create an atmosphere of fairness in the workplace (Schroeder et al., 2019). As a result, employees are more likely to seek assistance and communicate their concerns.
Ethical values also help to ensure legal compliance in the organisation. This is with regard to employment regulations such as the Equality Act of 2010 that make it illegal to discriminate against employees. This also helps in preventing the risk of employee claims in the employment tribunal and legal, financial and reputational costs that may arise. Moreover, ethical values help in creating a positive workplace culture where employees are treated with respect and dignity; this improves their job satisfaction, motivation and performance. Some of the ethical values that may be applied in people’s practice context include respect, fairness and equity.
Fairness and equity
Fairness refers to treating all individuals equally regardless of their individual circumstances and ensuring they have access to similar opportunities (Schroeder et al., 2019). On the other hand, equity refers to ensuring all persons are provided with support and opportunities regardless of their circumstances. For example, as a people professional, I apply the values of fairness and equity in my practice by ensuring that emplo...
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