(Solution) CIPD Avado 5C003- Professional Behaviours and Valuing People

Table of Contents

Task 1- Written Responses. 2

Question 1. 2

1.1 Professional and Meaning of People Professional 2

Question 2. 3

3.1 Role of People Professional (Generalist/Specialist) evolve. 3

Question 3. 4

1.2 Ethical Values; Impact (Could) Work as People Professional 4

Question 4. 5

1.3 People professionals to contribute confidently to discussions in informed, clear and engaging. 5

Question 5. 6

1.4 Raising concerns; organisation policies/ leadership approaches conflict with ethical values or legislation. 6

Question 6. 7

2.1 Ethical People Practice; business and human benefits of feeling included, valued and fairly treated. 7

Question 7. 8

2.2 People Practice Solution for Meeting Needs and New Policy Introduction. 8

Task Two- Professional Development. 9

Activity 1. 9

2.3 Reflection on Own Approaches. 9

3.2 Strengths, Weaknesses and Development Areas-Self-Assessment and Feedback from Others. 10

3.3 Formal and Informal Continuing Professional Development Activities. 10

3.4 Impact of Continuing Professional Development (CPD) Activities on Behaviour and Performance. 12

References. 16

Appendix. 19

Appendix 1: Self Assessment Against Profession Map Standard. 19

1.        Behaviours Self-Assessment – Ethical Practice (Associate) 19

2.        Behaviours Self-Assessment – Professional Courage and Influence (Associate) 20

3.        Behaviours Self-Assessment – Valuing People (Associate). 20

4.        Behaviours Self-Assessment – Working Inclusively (Associate) 21

5.        Behaviours Self-Assessment – Passion for Learning (Associate) 22

Appendix 2: Development Plan. 23

Task 1- Written Responses

Question 1

1.1 Professional and Meaning of People Professional

Meaning of a Professional

Professional is defined as a person qualified and certified by a specific professional body. This is supported by Vahdat (2021) which identify a professional as embracing strong ethics and values in their practice in an organisation and informally. For example, an Doctor must adhere to human ethics and high value as a professional in medical sector. Further, as explained in CIPD (2022a) expounding on CIPD core behaviours, a professional is guided by professional membership and qualifications. For instance, for medical sector, there are Doctors professional body which guides their practice. Also, they must possess appropriate skills and knowledge, social and ethical responsibilities.

People Professional

People professional are defined as inclusive of appropriate stakeholders or people in the organisation with their roles clearly exposed in the CIPD Profession Map. As evidenced in CIPD (2022a) considering the core behaviours, this is used in directing people professionals in working inclusively, valuing others and demonstrating ethical practice. As evidenced in Pilon and Brouard (2022)) people professionals are supposed to be adhering on global benchmarking and using the map for decision making and change drive. For instance, working in Saudi Aramco HR department, as a people professional, the core area of success is leveraging on continuous development of skills and knowledge acquisition. Based on the CIPD HR professional Map guidance, the skills and areas of interest include the activities, roles, and responsibilities being in line with needs and wellbeing of stakeholders such as employees.

Further, people professionals evidence an appreciation of personal values inclusive of being honest, equality, fair, mutual respect, trust and professional integrity (Kochling & Wehner (2020). Working as people professional, the core area is people consistently relating with others. Hence, an individual ought to make sure they are treated equally and fairly. For example, in the process of performance appraisal or resourcing, all people need to be treated equally. Integrity is a reflection of holistic adherence with organisation set policy and initiatives.

Question 2

3.1 Role of People Professional (Generalist/Specialist) evolve

A core area for people professionals is the continuing professional development (CPD) which detail how an individual progress in terms of competency and proficiency in their profession. This is while gaining important skills and knowledge and guide them in career progress. As evidenced in Allen et al. (2019), CPD is not a single-based practice. However, it entail a continuous advancement in their entire career. For instance, working in Saudi Aramco, the organisation make sure that there are mentors and coaches for assisting in CPD. The outcome of this is improved skills of employees, strength and weaknesses core for their learning and development (L&D).

The different roles and practices of people professionals is core for change which linked with dynamic human resources management. Basically, people professionals shift from administration to strategic plan and approach. This is different from administrative functions identified by Fenech et al. (2019) as leading to fnctions of individuals alignmed with organisation policies and practices.

In modern organisations, the people professionalis is inclusive of a successful strategic plan for addressing entire people issues. A significant shifting to a common strategy evidence people practice strategies being engaged in a strategic and systematic manner. For instance, L&D of emplouees is planned after performance appraisal strategy rather than a simple organisation of the entire process. A different shift is anchored on technology and people management.  In a technology point of view, people professionals appreciate the importance of ICT in making decisions (Vahdat, 2021). People professionals focus is anchored on the entire practices and initiatives incurred on the needs and stakeholder preference. A different shift is focusing and specialisation of the jobs and their title inclusive of the Chief Head Office, Chief Happiness Officer and Lead People Data Scientist. The identified specialism is core for noting particular roles and set responsibilities for people in active initiatives.

The impact of the evolving changes to an individual CPD include specialising oin areas which people could invest in during the L&D process. An example is people professionals acquiring relevant skulls and knowledge in use of ICT. A different influence is activities and timeline of CPD. The people professionals ought to appreciate on the continuous nature of the changes meaning that the L&D also ought to be a regular undertaking. According to King et al. (2021), this entail different activities, involving people professionals acquire skills change and knowledge acquisition for people practices and simulated occurrences.

Question 3

1.2 Ethical Values; Impact (Could) Work as People Professional

Ethical values have a critical responsibility in making decisions. Considering the CIPD Professional Map, ethical values provide an appropriate moral compass for people living their lives and coming up with appropriate/wrong decision (CIPD, 2022). The personal values conversely is noted as being a desirable objective influencing people actions and acting as a guide for people lives.

Three personal values which could be considered include;

  • Fairness
  • Valuing others
  • Accountability

For fairness, I evidence this by making decisions with zero biasness or favouritism. I make sure that all people are fairly treated without a prioritisation on their differences including their age, gender, race or ethnicity (Valera et al., 2018). A good example is in an event I am engaged in recruitment and selection practice. I similarly value the rest which include noting on the entire disparities being positive factor. In decision making process or in the interaction, I make sure that I appreciate on feeling and thinking of the rest. A case example is acknowledging the relevance of teams diversity which is core for personalised growth and innovation. My accountability and responsibility as a people professional is significantly high. I end up owning the entire mistakes and accepting their outcomes (Pilon & Brouard, 2022). For example, in an event productivity or performance is lowered, I note on the issues and take full responsibility of the occurrence.

The significant impact of the identified beliefs in work relations and from my colleagues is a reflection in my active teamwork and conflicts avoidance. The teamwork and collaboration is attained by people feeling being of much value and core part of their organisation. By embracing fairness, my colleagues in my current organisation possess a feeling that they are appropriately treated hence increasing satisfaction and commitment. According to Rasheed et al. (2020). The identified aspects improve work relations. By embrace of accountability, existing conflicts in work relationships are avoided by individuals owning up the mistakes and outcomes acceptance.

Question 4

1.3 People professionals to contribute confidently to discussions in informed, clear and engaging


The people professionals are required to show an informed understanding of a phenomenon while engaging the rest clearly, informed and engagement. From my personal experience, I am engaged in developing and mplementing flexible work practices particularly flexitime. I contribute effectively in an informed way by making sure I base my decisions on sufficient factors and evidences supporting decision making informing a speciric practice. The informed approach involved evidence that the other professionals embrace flexible working holistically and measures of an organisation implemented for promotiung employees engagement levels. According to Kochling and Wehner (2020), the informed way include embrace of supportive pieces of evidence affirming rationale of the  flexible working practice. The support of this is through data and narratives. For example, I tend to benchmark other organisations including Walmart, Google and H&M in evidencing best practice of flexible working attainment.


Having clarity in the process of discussions is attained by effective communication, confidence and courageous in the discussion process. I demonstrate a holistic communication process by speaking up and concise discussions and content used. According to Xiong et al. (2019), successful speaking up is core for making sure that the different participants in an engagement appreciate contents and clearly presented messages and to all people. The communication is also engaged through integration of verbal and non-verbal communication. This make sure message shared is appropriately noted with sensitisation on the issues pursued evidenced.


An engagement with the rest is a reflection of highlighting the patience and allowing the rest to leverage on a chance offered for sharing ideas and prioritising them in the eventual decision making strategy. Also, through a successful engagement process, it entail not establishing the last decision without a holistic collection of sufficient information on prevalent phenomenon and issues under an active discussion. Similar to Acharya et al. (2018), this highlight influence of use of factual information for convincing the rest on their varying ideas.

Question 5

1.4 Raising concerns; organisation policies/ leadership approaches conflict with ethical values or legislation

There are a set of situations and issues prevalent conflict ethical and personal values. These include the workplace incivility, specifically discrimination and biasness of junior management staff. The activities conflicting with the legislation and practices including Equality Act 2010 and Employee Rights 1996 (Freeman et al., 2020).

Considering the identified two examples which are discrimination and harassment, being able to raise the issues and pursuing holistic evidences in existing is important. As evidenced in Latan et al. (2021), it is important to ensure issues are supported prior their presentation for appropriate stakeholders inclusion. For instance, to raise an issue on discrimination in resourcing process, it is core proving that as a matter of fact, a person has been denied an opportunity owing to their age, gender, racial orientation and ethinic. After holistic evidence is sourced, a core factor which need to be prioritised is success of the communication. The appropriate channels of communication process ought to be adopted (Tiitnen, 2020). A good example is an event whistleblowing on being harassed by leadership and management being copre for improving designated approaches such as the suggestion boxes for ensuring anonymity. The communication strategy could be pripritised including the ICT use.

In the process of raising issues which conflict with ethical values, there is a need for observing code of conduct and CIPD values which are trust, integrity, and mutual respect. A good example is whistleblowing on incidences demonstrating workplace incivility informing the need for honest-based practice and using appropriate strategies inclusive of engagement of leadership and management. According to Rabie and Malek (2020), this is to observe CIPD values inclusive of integrity for ensuring entire issues are trust-based and the entire process.

Question 6

2.1 Ethical People Practice; business and human benefits of feeling included, valued and fairly treated

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