Avado 5CO03 Professional behaviours and valuing people


Task One – Conference presentation on ethical practice in business

In readiness for the session, prepare a presentation (slides and presenter notes) about ethical practice in business.  The presentation should explore the importance of ethical values to people practice professionals, how they can be applied, and how ethical practices can impact positively on organisations.

Your presentation should cover all the points below and provide a convincing argument for ethical behaviour in business.  Your audience will be a mixture of academics and practitioners, who will expect your presentation to include a range of relevant academic theory as well as practical examples to support your comments.


  • Define the term professional and explain what it means to be a ‘people practice professional’. (1.1)
  • Discuss the concept of ‘ethical values’, and how at least three ethical values that you hold personally impact (or could impact) on your work as a people practice professional. (1.2)


  • Drawing on work or personal examples, analyse how you would/have:
  • made an engaging and well-informed contribution to discussions to support the application of good people practice (1.3)
  • taken responsibility for your work/actions, including recognising and rectifying mistakes (1.4).
  • known when and how to raise concerns when issues such as organisational policies or leadership approaches conflict with ethical values or legislation. (1.5)


  • Provide a robust argument for ethical people practice that is supported by academic theory and details both the business and human benefits of people at work feeling included, valued and fairly treated. (2.1)
  • Using your own example of providing a people practice solution to meet a particular need, or a hypothetical example such as introducing a new policy or reward initiative, comment on how you would/have:
  • ensured the ‘design’ of the solution was informed by engagement with others, particularly those most affected by the solution. (2.2)
  • evaluated the impact of the solution in terms of how well it met the needs of and engaged all those it was aimed at. (2.3)

Task Two – CPD portfolio

This task combines a number of activities to produce a continued professional development (CPD) portfolio. The activities require you to demonstrate your understanding of, commitment and approach to CPD.


Activity 1 – The Context of Professional Development

As an introduction to your portfolio, explain the following:

  • The concepts of CPD and Reflective Practice
  • How the role of a people professional is changing and the implications this has for CPD. (3.1)

Activity 2 – Self Assessment

The first stage of CPD is to understand where we are and where we want to be.


  • Undertake a self-assessment against the following three CIPD Profession Map core behaviours, at associate level: Ethical Practice, Valuing People, and Working Inclusively.

Your self-assessment should include conclusions derived from other people’s feedback as well as your own reflections, on your behaviour and performance. (2.4, 3.2)


(An example self-assessment template, for Ethical Practice, is provided at Appendix 1 of this assignment brief and can be extended to accommodate the other core behaviours.)


  • From your self-assessment, identify your weaker areas and your development objectives for addressing these. Determine the most appropriate professional development activities to meet your objectives, and add these to your Professional Development Plan (PDP). (3.2, 3.3)

Activity 3 – Reflective Practice

A key element of CPD is reflecting on the impact of our learning and development, so that we can make further decisions about how to progress.

To compete this assignment, provide a reflective record of how key aspects of your (formal or informal) learning and development, over the last 12 months, have impacted your performance at work and/or general behaviour. (3.4).



Table of Contents

Task 1- Conference Presentation On Ethical Practice In Business. 3

Agenda. 3

1.1 Meaning Of Term Professional 4

1.1 Meaning Of People Practice Professional 5

1.2 Concept Of Ethical Values. 6

1.3 Examples Of Ethical Values Which I Hold. 7

1.3 Engaging And Well-Informed Contribution To Discussions For Supporting Application Of Good People Practices  8

1.3 Example Of Taking Responsibility For Work/Actions Done Including Recognition And Rectifying Mistakes. 9

2.1 Business And Human Benefits Of People Feeling Included, Valued And Fairly Treated. 10

1.5 Raising Concerns When Issues Impacting Organisational Policies Or Leadership Approaches Are Conflicting With Ethical Values Or Legislations  11

2.2 Design A Solution Informed By Engagement With Others, Specifically Those Affected By Solution. 12

2.3 Impact Of Solution In Regard To How Well It Met The Needs Of And Engaged All Those It Was Aimed At 13

Task Two- Cpd Portfolio. 14

Activity 1- The Context Of Professional Development. 14

Concepts Of Cpd And Reflective Practice. 14

People Professional Roles Changing. 14

Activity 2- Self-Assessment 16

Feedback From Colleagues. 20

Development   Plan Record. 22

Activity 3- Reflective Practice. 26

Cpd Record. 28

References 30


Task 1- Conference Presentation on Ethical Practice in Business



Feel welcomed in this presentation


It entails an evaluation of the insights of ethical practice and business practice among people practice professionals


By focusing on a case study organisation, a holistic business case has been evaluated with the ethical people practices being evaluated in detail


By using MNGHA organisation in Saudi Arabia (KSA) healthcare sector where the author is based as a HR generalist role, the link with people practices is offered


According to CIPD (2021), there has been immense cases in the past identifying how scandals in organisations have directly affected their operations due to inappropriate ethical practice.


Ethics are core in HR professionalism owing to the scope of influencing transparencies, trust-linked practice and people practice professionals’ operations


1.1 Meaning of term Professional

From the past years, Bayar (2014) identify professionals as people who are appreciated and rewarded for bringing a common good to the society. This is by exercising their held skills and knowledge


Additionally, Anagnostopoulos et al. (2018) highlight the professional term as being under a constant change with moral values, ethics and elaborate path of strategy implementation characterising the professionals’ roles.

1.1 Meaning of People Practice Professional

In line with CIPD (2021a) findings, people professionals are well positioned in promoting modern workplace changes. This is by appreciation, communication and harnessing people value and their capacity. This directly impact on organisation progress sustainability to optimum benefit of all stakeholders.

To justify the meaning of people, practice professional, the areas of intent entail;

Support services– in the CIPD HR Professional Map (CIPD, 2021b), this is identified as ranked in the area of setting professional standards. To achieve this, a strategic, expert-based, recognition and people value to attain an entity goal holistically.

Flexible working– According to CIPD (2021a), the people practice professionals ought to influence success in remote working amongst all their staff operating in different areas.

Career growth– In line with CIPD (2021c), this entails 12 different career segment for people practice professionals pursued. For instance, as evidenced in the CIPD HR professional map, this can entail the generalists and specialists.

Overall potential attained– Potential is dependent on experience level, skills possessed and knowledge also guiding rewards and benefits issued.


1.2 Concept of Ethical Values

As evidenced in Chiumento et al. (2021), the ethical values provide “moral compass in which people live and make decisions, to do the appropriate thing since it is the rightest thing that need to be done”.

Also, CIPD (2021d) note that the concept of noting an issue of a specific scope of relevance with the need of establishing the actions or living with the best thing that need to be done. This is also inclusive of initiatives for noting values of different practices.

In my position working as a people practice professional, I embrace ethics which make sure I improve my honest dealings, fair practice, embrace of integrity, trust and appropriate organisation value.


1.3 Examples of Ethical Values Which I hold

As evidenced in the CIPD HR Professional Map 2020 (CIPD, 2021b), ethics as a specialist knowledge anchor “the moral compass for people operating in an organisation and active decision making”.


Further, as evidenced in Bietti (2020), ethical values amongst people practice professionals directly impact decisions making in an organisation. The outcome of such an activity is influencing reputation of an entity.


Operating as people practice professional in MNGHA, I tend to operate with ethical values which assure me of my success in my dealings. Examples include.

  • Mutual Respect– When COVID-19 had intensified in Mid-2020, MNGHA opted for redundancy to cushion themselves from economic issues affecting them. As an ethical best practice, there was a need for embracing mutual consent and respect in selecting the employees to be passed through redundancy which I managed at ease ethically.
  • Accountability– Working as a people practice professional, I am in a position of mentoring various managers lacking the capacity to solve business sector disruptions. For instance, some of employees are hesitant in owning to mistakes they make. Through guidance, I am able to change their way of seeing things and my approach is acceptable with new way of doing things pursued.
  • Inclusion– In my roles in MNGHA, apart from the Saudization policy which requires KSA nationals to be prioritised in any recruitment made, I harness employee’s inclusion in all the assigned roles. This is by embracing requirements of Equality Act 2010 which demand inclusion of all employees with limited discrimination.


1.3 Engaging and well-informed contribution to discussions for supporting application of good people practices……..

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