5CO03 Assignment Example

Recognise how personal and ethical values can be applied in the context of people practice. (AC 1.2)

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 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 employees are compensated equally for equal work done regardless of their personal characteristics; I also ensure employees are promoted and provided rewards on their own merit, not favouritism. Besides, I ensure to remain impartial when resolving conflict to ensure a just resolution acceptable to all affected parties is reached. 

Respect

Respect can be defined as the value of showing respect for the dignity, opinions and rights of all individuals. Notably, I promote respect in the workplace by creating a respectful workplace culture. This is one where all people’s opinions, ideas and contributions are valued and welcomed. In addition, I ensure that any cases of harassment and discrimination are addressed effectively. This ensures all individuals feel welcomed and respected. 

Consider the importance of people professionals contributing to discussions in an informed, clear and confident way to influence others. (AC 1.3)

It is important for people professionals to be able to influence others through informed, clear and confident communication. The aforementioned is important and ensures people professionals articulate the importance of human resource practices aligning with organisational goals and objectives and how the people profession can help to achieve this (Harper, 2023). This ensures that human resources is perceived as a valuable contributor to organisational success. In addition, effective communication can have a positive impact on employee engagement. When people professionals communicate human resource policies and practices, such as available development opportunities and rewards, employees become better informed and are likely to be motivated (CIPD, 2023a). Furthermore, effective communication by people professionals is a valuable skill when managing organisational change. This is because they assist organisations in providing a better understanding of new processes and structures and how to adapt to them. This reduces resistance and helps in establishing buy-in.

 People professionals can communicate in an informed way by gathering data and evidence regarding various people practice issues before presenting them to senior leadership for consideration (Azulay, 2018). The aforementioned is integral in ensuring they raise valid arguments that can be supported and that they can answer all the questions that may arise. In addition, people professionals can communicate with clarity by ensuring that they use a language that is understandable to other stakeholders (Cooks-Campbell, 2022). In addition, people professionals could leverage virus mediums depending on the message they are communicating, such as print, videos, audio and presentations. This ensures that other stakeholders have a better understanding of the issues being communicated. In addition, to ensure that they communicate in an engaging manner, people professionals could share relatable examples and ask rhetorical questions to challenge stakeholders to think critically. Besides, they should remain open-minded and consider external feedback as a way to demonstrate respect for others as well as understand areas that require improvements.

Recognise when and how you would raise matters which conflict with ethical values or legislation (AC1.4)

Where you consider something to be unethical (whether or not it is illegal)

One of the unethical issues that I would raise with my manager at work is the neglect of employee health and safety. Notably, it is ethical for employers to ensure that employees are working in a safe working environment and have access to proper safety equipment and training.

The aforementioned not only demonstrates respect for all people’s dignity but also acts as a way of ensuring employees’ health and well-being are protected. Ultimately, this contributes to improved job satisfaction, productivity and loyalty.

In the event, there is an employee health and safety issue, such as poor hygiene and poorly maintained equipment. I would first investigate the issue and gather evidence to present to the manager. I would then consider what the organisation’s grievance procedure is before making a complaint. When invited to a hearing, I would explain to the manager the risk of neglecting employee health and safety at work, including accidents, poor health, disengagement and turnover. Similarly, I would explain the importance of ethical practice in the organisation, which includes treating individuals with dignity and recommend strategies for delivering training and improving the equipment for the manager’s consideration.

Where you believe something contravenes legislation. In addition, I would also raise a concern in the event of unlawful discriminatory termination of an employee. Notably, unlawful discriminatory termination may arise when an employee is dismissed from work due to a protected characteristic; this may include instances where an employee becomes pregnant and is dismissed. I would correspond the action with a corresponding law, such as the Equality Act of 2010. The law posits that employees should not be discriminated against and hence subjected to a dismissal as a result of a protected characteristic such as race, age, gender, pregnancy, marriage or civil partnership, religion and sexual orientation. I would point out to the manager that such an unlawful action can have legal repercussions, such as legal claims in the employment tribunal against the organisation. This could also result in reputational damage. Besides, it could damage the workplace culture and deter talented workers from applying to work in the organisation. 

Argue the human and business benefits of people feeling included, valued, and fairly treated at work linking to related theory (AC2.1) 

Maslow’s hierarchy of needs

Maslow’s hierarchy of needs, developed by Abraham Maslow, posits that individuals are motivated by specific five-tier human needs that can be depicted in the form of a pyramid (Hopper, 2020). These include physical needs at the bottom of the pyramid, safety needs, belongingness and love need, esteem needs, and self-actualisation needs. Notably, Abraham Maslow’s hierarchy of needs also provides an effective framework for understanding how employees are motivated in the workplace and how they can be supported to achieve them. 

For example, to support employees in achieving their physiological needs, people professionals can provide them with competitive salaries and benefits (Hopper, 2020). In addition, people professionals can fulfil employee’s safety needs by providing a safe working environment, job safety and protection from discrimination. 

From Maslow’s hierarchy of needs, employees working in organisations that support them in achieving their needs are satisfied and are more motivated and committed to the organisation, which improves their productivity.

Pinks theory of motivation

Pink’s theory of motivation avers that while providing employees with extrinsic rewards such as money and benefits is crucial to improving employee motivation, they are insufficient in the long run. As a result, the model suggests that three key principles can be used to motivate employees intrinsically: autonomy, defining the degree to which individuals have control of their work, Mastery, describing individuals’ desire to improve their skills and exercise and purpose (Exon, 2023).

Notably, Maslow’s hierarchy of needs and Pink’s theory of motivation illustrate the benefits of ensuring employees feel valued and fairly treated. For example, providing employees with a positive working environment and supporting their well-being ensures their safety and physiological needs are met. As a result, employees become more satisfied in their work and are likely to demonstrate organisational citizen and discretionary behaviours (Gibson, 2022). Similarly, employees who are provided with opportunities for training and development improve their skills and competencies and access more opportunities for career growth. As a result, they feel valued by the organisation and are more loyal and less likely to leave. Besides, when employees are provided with job autonomy, they feel more trusted and develop a sense of ownership in their work. This ultimately improves their creativity and innovation. 

Discuss strategies for designing and ensuring inclusive people practices (AC2.2) 

Building inclusivity into people practice initiatives at the design stage is an effective way of establishing buy-in and reducing the risk of stakeholder resistance. It also provides an opportunity to demonstrate to stakeholders that their feedback and ideas are valued and respected (Sands, 2022). Notably, inclusivity can be built into people practice initiatives at the design stage by engaging diverse stakeholders; the aforementioned may include employees, managers and senior leaders in multiple departments that are affected by the people practice initiatives. This ensures that their diverse perspectives and needs are considered. In addition, it is important to incorporate the feedback and suggestions derived from the diverse stakeholders to ensure the people practice initiative is responsive to the unique needs of each stakeholder. Furthermore, it is prudent to use inclusive language and communication. This includes the use of neutral gender terminologies and avoiding the use of jargon that may be considered to be exclusive. Furthermore, all materials relating to the people practice initiatives should be accessible to employees with unique needs, such as visual impairment. As a result, language translation, easy-to-read versions, braille and audio may be considered to improve inclusion.

For example, following a reduction in employee performance in the organisation, I was tasked with establishing what the cause was and implementing an effective solution. To ensure that the people practice solution was inclusive, I began engaging diverse stakeholders to gather their feedback; such stakeholders included employees, line managers and supervisors. As a result, I conducted focus groups and one-on-one interviews to gather their input regarding the cause of reduced employee and organisational performance. When communicating with the stakeholders, I made sure that I used respectful language and remained non-judgmental (Sands, 2022).

Analysis of the feedback indicated that the organisation had implemented new technologies to facilitate work, and employees lacked crucial skills and knowledge on how to utilise them effectively. In particular, the introduction of collaborative technologies to conduct and deliver work was inconvenient due to la. As a result, I again engaged the stakeholders through interviews to establish what the most effective solution would be, the provision of training, and this was contributing to missed deadlines and errors. As a result, they recommended training on the use of collaborative tools as the most effective solution. I presented this solution to the senior management team, indicating its potential benefits and resources required, after which it was approved.

In addition, it is important for people professionals to ensure that designed solutions are inclusive even after implementation. This helps in identifying potential areas of improvement. To this end, I implemented various strategies; for example, I leveraged surveys to carry out demographic data analysis (Smith, 2019). This was important in establishing how different groups within the organisation were affected by the training activities and whether their needs and preferences were addressed. The surveys provided positive feedback from employees who observed the delivery of the training via blended learning. Employees observed that the training was accessible and that their feedback was incorporated into the delivery. Consequently, I administered employee satisfaction surveys to measure the rate of employee engagement and satisfaction with the training. The feedback indicated that employees were satisfied with the intervention, which improved their motivation.

Furthermore, a review of employee performance appraisals, indicated that employee performance had improved significantly. This was also reflected in the organisation’s performance and increase in revenue.  

Reflect on your own approach to working inclusively and building positive working relationships with others (AC2.3) 

People professionals need to promote inclusion at work and contribute to building positive working relationships with others. Notably, my approach to working inclusively with others encompasses practicing self-awareness. I reflect on my biases, assumptions, and attitudes, including how my experiences and background impact my interactions with others. This helps me remain respectful in my interactions and be open-minded toward other people’s perspectives.

Furthermore, I maintain open lines of communication in my interactions with others. I am always honest in my communication and encourage others to share their ideas, opinions, and concerns without fearing retribution. This enables me to learn what their preferences are and also allows me to learn from diverse individuals with different backgrounds. 

Most importantly, I practice continuous learning. I particularly review research and attend workshops, seminars, and webinars to learn how to improve cultural competence, such as promoting workplace diversity and inclusion. This has helped me ensure that employees from diverse backgrounds are not discriminated against during the recruitment and selection process and have equal access to pay and resources in the organisation. This is also an effective way for me to build trusting relationships with other stakeholders. 

Explore how the role of a people professional is evolving and the implications this has for continuing professional development (AC3.1) 

The role of people professionals has significantly evolved in the last decades. The aforementioned has been influenced by changes to the business landscape, technological advancements, and shifts in workforce demographics. The aforementioned changes have also had a major impact on continuing professional development (Centre of CPD Excellence, 2023). 

For example, the roles of people professionals have evolved from purely performing administrative tasks in the organisation towards becoming strategic partners actively involved in shaping business strategy. This is achieved by performing organisational development, talent management, and workforce planning tasks. Notably, this development has implications for continuing professional development for people professionals. For example, professionals must develop data analysis skills, strategic thinking skills and business acumen skills to enable them to effectively support their organisations. This can be achieved by pursuing business-related courses, leadership development, and active research to remain up-to-date with industry trends.

Technology integration has increasingly been embraced and revolutionised the human resource processes; key human resource practices dependent on technologies include data analytics (Niaz, 2020). This has particularly contributed to data-driven decisions that lead to positive business outcomes. Notably, this has implications for continuing professional development for people professionals. 

For example, people professionals need to pursue courses and attend workshops and webinars that equip them with human resource technology and data analytics skills. In addition, professionals should pursue cyber security courses to mitigate the risks associated with using technology, such as cyber-attacks and data breaches.

Assess your strengths, weaknesses and development areas based on self-assessment and feedback from others (AC3.2) 

Based on my self-assessment, working inclusively and valuing people are area of strength. My colleague noted that I am good at building positive working relationships with others by leveraging my values such as fairness, respect for others dignity, integrity and accountability. For example, when interacting with others, I respect their opinions and listen actively and with empathy when they present their concerns. Furthermore, I follow up to ensure that all individuals’ grievances are addressed justly and satisfactorily. 

In addition, based on feedback from my supervisor, ethical practice is an area of strength. For example, the line manager observed that I make responsible choices at work that are based on credible and reliable evidence, this reduces opportunities for errors and improves decision outcomes. The line manager also noted that I raise concerns when there are ethical and legal violations. Nevertheless, the line manager observed that I should improve my communication skills to ensure I provide explanations regarding the choices I make effectively.

Furthermore, my supervisor observed that I’m a proactive employee who always seeks new opportunities to test new ideas and solve problems. The aforementioned feedback indicates that passion for learning is my area of strength. Nevertheless, I must remain committed to my CPD to keep up-to-date with new developments in the field. 

Formulate a range of formal and/or informal continuing professional development (CPD) activities to support your learning journey (AC3.3)

I need to improve my communication skills. As a result, I will attend a communication training course provided by my organisation. In addition, I will need the organisation’s facilitation to attend the course through a flexible working schedule and access to the communication training. After attending the training, the success criteria will be the ability to express myself with clarity, confidence in my communication, conciseness, and use of appropriate tone and styles. I plan to achieve this by the end of December 2024.

I need to remain up-to-date with new trends in people’s practices. Due to changes in trends, technologies and business practices, I must keep myself knowledgeable about new developments in the profession, such as the use of technologies, diversity and inclusion and the use of artificial intelligence to improve human resource practice. I plan to achieve this need by attending workshops, career fairs, and seminars relevant to the human resource profession. I will also conduct personal research in human resource databases, journals, and online websites and consult with experts continuously. My success criteria will be implementing proactive solutions to new people’s practice problems. My target for completion and reflection this year is the end of December 2024.

I need to improve my mentorship skills. Mentorship skills are important because they contribute to my growth and development, even as I assist others. Besides, I want to contribute to the organisation’s succession planning strategy while fostering positive relationships with others. As a result, I will attend seminars and work with a senior mentor in the organisation to develop effective skills. The facilitation I require from the organisation is an opportunity to select a matching mentor and sponsorship to attend seminars. My success criteria will include providing unbiased, constructive feedback, assisting in setting clear objectives, and demonstrating empathy, active listening and understanding. 

(AC3.4) Reflect on the impact of your continuing professional development activities on own behaviour and performance.

In April 2024, I attended a workshop on the impact of flexible working policies on employee wellbeing. I attended the workshop to learn how employee wellbeing is impacted by flexible working schedules and how I can implement the policy in my organisation. I learnt that employee wellbeing Transends physical health and includes emotional, social, mental and financial health. I also learned that providing employees with flexible working schedules have a positive impact on their work life balance, reduces commute stress and provides them with increased job autonomy. Ultimately the aforementioned improves job satisfaction, motivation and retention. I will use this knowledge to implement a flexible working policy in my organisation particularity a remote working policy. This will ensure employees experience a greater balance between their personal and professional responsibilities hence improved wellbeing.