Solution
Task One- Professional, Ethical and Inclusive Behaviours
1.1 Meaning of a Professional; People Professional
Professional
This is an individual with qualifications and a certification of working in a specific profession. According to Bates and Morgan (2018) a profession is known to embrace enormous ethics and value in their operations formally and informally in an organisation. For example, an engineer is supposed to exercise human ethics and immense value of professional practice working in the engineering sector. Additionally, CIPD (2022) argued that a professional must work in line with their core behaviours and informed by their current membership and qualification. For example, in medical sector, there is the Doctors union which is used in guiding their operations. Further, they ought to demonstrate relevant skills and knowledge, social-based practice and ethics embrace.
People Professional
A people professional is identified as a player in the organisation whose roles are elaborately explained in the CIPD Professional Map. According to CIPD (2022a), in regard to their core behaviours, people professionals must work inclusively, value others and demonstrate an ethical practice. Further, in defining a people professional, Neto et al. (2020) note that they are supposed to adhere to global benchmark and use of the map to make decision and embracing change. In my position working in MNGHA people professional department, the main role entail ensuring a leverage on continuous development of possessed skills and acquiring relevant knowledge. In line with the CIPD HR Professional Map guide, skills and interest areas are activities, functions, and responsibilities tandem with needs and stakeholders wellbeing including staff.
Additionally, for people practice professionals, they recognise their personal values and include honesty, equality, fairness, mutually respecting others, trust-base relations and professional integrity. According to Sutoro (2021) operating as a people practice professional, the main area of practice include promoting good relations. Therefore, a person need to ensure that they are equally and fairly treated by the rest. In performance appraisals, people ought to be equally treated. By embracing integrity, policies and initiatives of an organisation are appropriately implemented.
3.1 Role of Professional (Generalist/specialist) evolving and Priorities in CPD
According to CIPD (2022b) Continuing Professional Development (CPD) is a significant people professional main area. It highlight on people progress in their competencies and proficiencies in their practice. This is to gain core skills and knowledge as an indicator of their career growth. According to Mazurchenko and Maršíková (2019) the CPD is not static but significantly growing in the overall individual career. For example, working in MNGHA organisation, coaching and mentorship is provided for success in CPD.
The various people professionals roles and practices are important for embracing to change and associated with dynamism of the HRM. Primarily, people professionals transition from administration to strategic practice as a specialist. This is distinct from the administrative roles noted in Boselie et al. (2021) as contributing to job roles of the employees in alignment with their policy and practices initiated.
In contemporary entities, people professionalism include success strategic planning to address people challenge. A major shift is to adoption of a strategy which identify people practices strategies as inclusive of strategic and systematic engagement. For L&D, this has evolved from only a single department to the overall organisation. This is with technology being core in people management. For generalists, this has evolved with the current practice inclusive of setting initiatives which mirror stakeholders interests. This is supported by evolving specialisation from chief head office, chief happiness officer and lead people data scientist. This specialism is important to evidence roles and responsibilities for individuals in their active practice.
The evolving changes impact to a person CPD entail specialising in areas for investment in the L&D process. A case example is what Mom et al. (2019) identify as the people professionals acquiring appropriate skills and knowledge in IT application. A distinct influence is the practices and timelines of CPD process. Hence, there is a need for recognising the continuous feature of the changes in the CPD and inclusion of people professionals in skills acquisition through change and knowledge for people practices and ensuring their existence.
1.2 Ethical Values; 3 Ethical Values
The ethical values play a significant role in making decisions. As evidenced in CIPD (2022c), ethical values is presented in the CIPD HR Professional Map as offering a good moral compass for people to live and determine bad and good. People values are also evidenced as desirable and influence people practices and act as a guidance to people lives. The personal values possessed are fairness, valuing others and accountability.
Fairness– In my role working as a people practice professional in MNGHA, I make decisions which are not biased or favoring any party. I ensure that all engaged individuals are fairly treated with zero prioritisation on the differences such as their age, gender, race or even ethnicity. In particular, Nugent et al. (2020) argue that fairness is best implemented during the time recruitment and selection.
Valuing others– Considering that I have managed to introduce a complete practice of inclusion and diversity, this evidence my ability of valuing others. I view the differences in my organisation as a positive aspect. According to Jimenez et al. (2019) as a best practice, this include ensuring that diversity and inclusion is implemented for promoting personal growth and innovativeness.
Accountability– Considering my level of being accountable and responsible, this is substantially high. My practice is supported by Pas et al. (2022) noting on the need for owning up any form of mistake which is made and to accept the entire results. For instance, after COVID-19 pandemic, in my organisation, performances had declined. Through my responsibility, I managed to evidence issues and assumed holistic responsibility for their emergence.
A major influence of the noted beliefs in work relations and from other colleagues reflect my active teamwork and avoiding conflicts. Through an embrace of fairness, all colleagues in my organisation held a feeling of appropriate treat and as such increased satisfaction and commitment. Through ensuring accountability, workplace conflicts are managed and mistakes owned up.
1.3 People Professionals Contributing Confidently to Discussions, and ways of doing this
Informed
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