Solution

Task One Report

Appraise what it means to be a people professional (AC 1.1) Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Wordcount: Approximately 200 words.

A professional is identified as an individual with appropriate qualification and certifications for working in a particular profession with roles often guided by a professional body. According to Vahdat (2021), a professional possess strong ethics and values in formal and informal operations in an organisation. A case example is where a nurse ought to embrace to strong human ethics.
Considering the CIPD Core behaviours, professional often is a member of a body and possess specific qualifications (CIPD, 2022a). Further, they are supposed to have relevant skills and knowledge, social and ethics. People professionals include stakeholders/people in an organisation where their roles are defined by CIPD HR Professional Map.
According to CIPD (2022a), by embrace of core behaviours, they are able to work inclusively, value others and evidence strong ethics. Further, Pilon and Brouard (2022) identify people professionals as required to adhere to international benchmark while employing a map to make decisions and drive change process. Considering my roles as a people practice professional working in Saudi Telecom Company (STC), my mandate entail at all times capitalising on continuous development of skills and acquiring relevant knowledge.
By using the guide offered in professional map, skills and interests area entail activities, roles and responsibilities aligned with individual needs and stakeholders wellbeing. Also, people professionals demonstrate ability to appreciate their personalised values including honesty, equality, fairness, mutual respect, high trust levels and professional integrity. Hence, according to Kochling and Wehner (2020), this is with an example being in performance appraisal or resourcing where equality and integrity must prevail.

Explore how the role of a people professional is evolving and the implications this has for continuing professional development (AC 3.1) Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Wordcount: Approximately 300 words.

For people professionals, taking part in Continuous Professional Development (CPD) is essential. It highlight on the scope in which a person progress in acquiring competencies and proficient in their professional practice. This is at the same time acquiring relevant skills and knowledge guiding them to progress in their career. According to Allen et al. (2019), CPD is integrated to include distinct career facets. A case example is where in my role as a people practice professional in STC, I ensure coaching and mentorship guides in CPD. The need for CPD is informed by the evolving nature of the people professionals. One example is shifting from administrative to strategic approach.
Primarily, people professional shift from administrative which is noted in Fenech et al. (2019) as inclusive of functions being pursued in lines of authority. This is evolving to strategic HR which involve address of people issues strategically and systematically and not necessarily guided by the authorities or existing regulations. For example, in STC, for generalists, they have transitioned from authorities evaluating the employees performance to embracing performance appraisal which has been successful.
Also, the specialists role in people professionals has shifted to be based on technology application and people management. From a technology context, people professionals recognise the relevance of embrace of IT in active practice. According to Vahdat (2021), this is by the people professionals prioritising on all activities and initiatives based on the needs and their stakeholders preferences.

Third, there has been different specialisations which are emerging hence new job titles. For instance, the new job positions in people practice include the Chief Head Officer, Chief Happiness Officer, Data Analytics and Employees Wellness Director. These specialisms indicate the scope of HR changes. Hence, to successfully abide to the identified areas of change, people practice professionals are required to continuously enhance their capacity for knowledge acquisition to abide to the new changes. This is by embracing appropriate CPD. According to King et al. (2021), this is through pursuing various practices, engagement of people professionals in acquiring skills and knowledge.

Recognise how personal and ethical values can be applied in the context of people practice. (AC 1.2) Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Wordcount: Approximately 300 words.

In people practice decision making, personal ethical values are instrumental. CIPD Professional Map define ethical values as offering a relevant moral compass to people professionals executing their roles and determining the right or wrong decision. According to CIPD (2022), personal values represent the expected objectives to influence other people practices and guiding other people lives. The main professional values prioritised include;
Fairness– I demonstrate this ethical value in my decision making where I mitigate any bias or favouritism. I guarantee all players fair treatment with zero consideration of their differences such as Age, Gender, Race or even ethnic (Valera et al., 2018). A relevant instance is when I was involved in an activity where I was to implement resourcing. In this process, I ensure that for the employees possessing protected characteristics, they are not discriminated in the resourcing process. Accountability– I also acknowledge their diversity which is important to achieve their personal development and innovativeness. I am accountable and responsible in my action as a people professional. In any event I make any mistake, I fully own up these mistakes and accept their results (Pilon & Brouard, 2022). A case example is where with reduced productivity and performance, I evidence the issues in place and assume full role of happenings.
Valuing others– This include good employees relations which harness team-based practice and avoiding conflicts. Through embrace of fair practice, all my colleagues have a feel of good treatment and hence satnsfied and committed in their roles. As evidenced in Rasheed et al. (2020), valuing others increase work relations. This is with all conflicts managed hence harmonious co-existence.

Consider the importance of people professionals contributing to discussions in an informed, clear and confident way to influence others. (AC 1.3) Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Wordcount: Approximately 300 words.

Informed It is people professionals mandate to demonstrate an informed appreciation of a prevalent situation. This is with an informed manner. Considering my practice, when COVID-19 pandemic emerged, I was mandated to implement remote working. To achieve this, I executed my role in an informed manner by ensuring that my decisions are informed by the different factors and evidence which support decision making which inform a particular activity. As evidenced in Kochling and Wehner (2020), by informed way, I am in a position of embracing supportive evidence which support benefits of remote working. This is by critical analysis of data and themes. Also, I ensured that I benchmarked other organisations (Saudi Aramco, MNGHA, Saudi Energy and Saudi Ministry of Finance) to be informed how they executed their remote working to replicate the same in my current organisation.
Clear Embracing clarity in discussions is achieved effectively through communication, confident and courage in process engagement. I possess ability to communicate holistically and speak up against bad performance. This is from an in-depth interaction in discussions beneficial to my organisation and my practice. As evidenced in Xiong et al. (2019), by holistically speaking up, this is instrumental for ensuring various players in an engagement recognise the contents used and messages presentation to all players. Communication is similarly pursued by integrating verbal and non-verbal communication process. This ensure messages sharing is appropriately identified with sensitisation on issues affecting my organisation employees.
Engaging In my role as a people professional, this is primarily manifested by my ability of promoting employees engagement and voice. This is in the process of decision making in the organisation where their input is prioritised as core part of the decision making. In engagement for instance, this include noting on the decisions to be made by holistically collecting detailed information on prevailing issues and situations which are under discussion. According to Acharya et al. (2018), this evidence how facts are applied to convince all the players in the organisation on importance of different ideas and the best practice.

Recognise when and how you would raise matters which conflict with ethical values or legislation. (AC 1.4) Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Wordcount: Approximately 300 words.

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