(Solution) Assessment ID / CIPD_3CO03_22_01 3CO03 Core behaviours for people professionals


Explain ethical principles and professional values including how these can inform approaches to work. (AC1.1) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 300 words.
Ethical values Ethical values integrate several behaviors and principles guiding how individuals, teams, or organizations make and implement decisions. Ethical values are a moral compass dictating the activities and conduct of employees by elaborating what a proper thing or action to take (CIPD, 2022) is. Ethical values focus on managing employees’ efforts and conduct to create a conducive working environment by focusing on proper employee relations, actions, decisions, interactions, and transparency at work. Professional values Professional values are a set of beliefs, ideologies, and skills possessed by an individual through learning and mastering a specific perspective of expertise guiding their decisions and actions on what is right and wrong in their area of knowledge. Professional values are assumed moral characteristics one should possess to execute professional command and activities (Poorchangizi et al., 2017). These values are an extension of personal and ethical values combined to create a reputation or identity. How professional and ethical values affect how people approach their work
CIPD Professional Map, Ethics and Professional Values Relationship As evidenced in the CIPD HR Professional Map, ethical practice are categorised as core behaviours. According to CIPD (2022), the link with professional value is evidenced to be at the point where ethics lead to building trust by role modelling ethical behavior and using principles and values in a consistent manner for making decisions. Hence, similar to professional values, ethics offers rules on how an individual could act towards other individuals and institutions in such an environment. Hence, being a core behaviour in the professional map, a people practice professional would need to demonstrate a personal conviction through the values. This is with ethics evidencing principles and standards of conduct.
Example of Ethical Values Influence At one point, working in XXX, there was a high performing employees who was also highly skilled had been accused/reported for demonstrating unethical behaviour in the workplace. In particular, the employee was not mutually respecting the female colleagues. Considering the employee had contributed to the organisation increased performance since their recruitment, it was a challenge confronting him due to the unethical behaviour. The employee had been ranked as the best performer in the organisation. Nevertheless, working as a people practice professional, I wrote a letter to the employee informing him of the last warning for doing the unethical behaviour. Any further unethical practice would not be tolerated. The employee was also demoted of the previous promotion.
Professional Values Influence While working in XXX organisation, one of the major professional value which is evaluated is honesty. In some instances, there are employees in the organisation who had damaged their reputation and that of the organisation by dishonesty. In an event the employees became dishonest to their clients and partnership, they ended up chasing customers from the organisation. This was due to their expectations of making excessive profits. This impacted the performance of people practice professionals in terms of their positioning. 
Specify ways in which you conform consistently with relevant regulation and law within the context of ethics and professional practice. (AC 1.2) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 300 words.
Equality Act 2010- a piece of legislation The equality Act of 2010 seeks to offer equal opportunities to individuals in the work environment and those seeking job opportunities in organizations (Miller, 2022). This Act has several components seeking to induce equality and elimination of possible discrimination, including: Disability discrimination This component of the Equality Act 2010 seeks to eliminate workplace discrimination against people with disabilities (Miller, 2022). For example, people professionals need to design job profiles offering inclusivity and offering equal opportunities. Also, in the selection process, people professionals must consider people with physical and mental weaknesses in their recruitment.
Gender wage gap pay Men and women working in the same organization and performing the same task should receive the same or equal salaries. For example, people professional must ensure that all employees are paid equal pay for the same tasks done. They design wages based on departments without discrimination. This strategy ensures that all employees are paid reasonable compensation. As part of recruitment, to adhere with the Equality Act 2010, I ensure that there is no employee who is unlawfully discriminated due to possessing projected characteristics. These include age, disability, gender reassignment or even sexual orientation. To achieve this, I ensure I plan, analyse, search, screen recruits, engage, select and pursue onboarding. This guarantee the employees an opportunity of fairly selected and not discriminated in recruitment process.
Professional competence and behavior
To demonstrate the scope of professional competence and beaviour, the CIPD Code of Professional Conduct is relevant (CIPD, 2021). It is used in detailing how the people professionals ensure achievement of an improved better work and working lives. Hence, with this understanding in mind, a professional competence and behaviour ensure maintenance of professional knowledge and competence by pursuing continuing professional development. The rationale of this is ensuring provision of a professional, updated and insightful service. Also, part of this involve taking responsibility of individual actions, rectifying these issues as they occur and to inform all players on the impact of such issues.
To demonstrate the relevance of professional competence and behaviour is a time where after COVID-19 pandemic, I oversaw termination of an employee since the organisation could no longer maintain them in the organisation. The resources available had been constrained and also there were no work to be done as usual. However, the employees felt discriminated as the process for termination was not followed. Also, they were not offered with an opportunity to highlight their case. I ensured that I took full responsibility of my action and rescinded the decision. The employees were offered a leave from their roles until COVID-19 would reduce.
 Summarise ways of demonstrating respectful and inclusive working, in relation to (AC2.1): contributing your views and opinionsclarifying problems or issuesworking effectively as part of a team    If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 300 words.
Contributing views and opinions
In my role working as a people practice professional, I have ensured I contribute to views and opinions in a respectful and inclusive work environment.  A case example is when there was an ongoing group meeting. The meeting held in our organisation was intended to establish the best practice of filling the job opportunities post-COVID-19 resumption of business. I made suggestions to the organisation to hire internally through succession planning and also asking for referrals. This was contrary to external recruitment which would be time intensive and costly for the orgaisation. My suggestion was taken and through internal recruitment, all vacant positions were successfully filled with less costs incurred in the organisation.
Clarify problems and issues
In my practice as a people professional, I have similarly made an impact in clarification of problems and issues. This is by embracing respectful and inclusive approach. In one of the occurrence, I was able to assist in settling conflicts which occurred amongst the new recruits managers and entry-level employees in my organisation hierarchical structure. The entry-level employee lacked any power or capacity of executing orders assigned by the new manager. Hence, the new manager felt not respected and insubordinate by entry-level employee. I assisted in resolving their disagreements by calling them upon to discuss and manage the entire issue at hand.
Work effectively as a team.
In my role working as a people practice professional, I have similarly ensured that I am effective in working in teams to pursue different projects. A past role where I was involved is development of a fresh organisation blueprint to see, recruit hire, train and retain the employees which is a form of employee lifecycle. I was ablet to initiate internal/in-house capacity development practices intended to manage all incurred issues and successfully manage all the challenges.  The employees ended up becoming high successful and active in their roles.  
Recommend ways in which you can show inquisitiveness about issues and developments in the people profession and the wider world of work. (AC 2.2) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 300 words.

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