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. 213

Type here… Professional meaning As defined by Meriam-Webster dictionary, professional is an individual who does a work/job that requires high level of education, training, knowledge and skills. Professionals like HR managers often use their knowledge and skills to manage people and workplace practices so that they can earn a living. However, professional is more than dictionary definition. It incorporates other aspects like conduct and attitude. It is no longer enough to demonstrate knowledge and skills, but also the need to show ethical practice in all situations. People professional The New CIPD Profession Map features fundamental aspects that defines people professional. These aspects include core behaviours, professional values, core knowledge and specialist knowledge (CIPD, 2022). A people professional is the one who demonstrates ethics, treat everyone with respect, offer high standards of service, act with integrity, take responsibility, work inclusively and act in a manner that promotes trust. Their professional values include being principles-led, evidence-based and outcome driven. People professionals need to be led by principles and beliefs during change. They need to rely on evidence to make decisions rather than relying on anecdotes and received wisdom. Furthermore, it is noteworthy that people professionals should have an understanding of business (core knowledge) and people practices (specialist knowledge). Their knowledge is key to people and organisational development. CIPD Profession Map

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. 347

Type here… The role of HR specialist has significantly changed in recent years. This is due to emerging technologies, remote working practices, post-pandemic and changing from admin to strategic partners. There is no one-size-fits-all HR solution because the responsibilities of HR specialist are dictated by the changing industry and workforce landscape. Technology has changed how HR professionals work (Budhwar et al., 2022). Most of their functions such as recruitment, payroll, compensation and learning and development are now being automated through technology (Budhwar et al., 2022). For example, Artificial Intelligence is being used by my organisation to track candidate’s data that is used during hiring process. Post-pandemic world has also fuelled the importance of technology in the workplace. CIPD’s (2022) resourcing and talent planning report demonstrates that organisations are adopting remote and hybrid working practices to improve flexible working and attract and retain talents. Cloud-based HR SaaS platform can be used to reach workers in remote and hybrid working with bespoke benefits that suites their needs. The role of people professionals has also shifted from admin to strategic focus (Lohana et al., 2022). In my workplace, I see Head of HR being involved in the C-suite to discuss key agendas affecting people and organisation. The role of HR business partnering is to work closely with leaders and managers to offer insights that can help achieve sustainability (Lohana et al., 2022). Implications on CPD CPD refer to a concept of how people professionals record, maintain, document and evolve their knowledge, skills and experience (CIPD, 2022). It requires combining both formal informal activities, as well as reflective practice so that we can remain updated. Changing role of HR has brought new interest in becoming tech savvy, the need to gain specialist skills, collaborative working skills, communication and self-management skills. We need to remain updated with changing role of people professionals by learning and maintaining these in our CPD plan so that we can stay competitive. Furthermore, the growth in technology has reduced time, distance and financial constraints. Those in remote areas can learn through LMS when they are free and from anywhere.

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. 322

Type here… Ethical values Ethical values are moral principles that guides people professionals in every situation they face (Cahyadi et al., 2022). CIPD Profession Map describes ethical values principles that off a moral compass by which we make right decisions and how we live our lives. The way people professionals makes decisions is vital for organisations as bad decisions are affect its reputation. Hence, ethical values helps us to make choices based on good principles and live by moral values. Some of my ethical values are: Integrity – This is what makes people professionals to be true to their word and actions (Zheng et al., 2022). Integrity prevents me from compromising my values, even if it is about taking a harder road. When given responsibilities over specific projects at work, I act with honest to myself, my leader, colleagues and customers. Based on performance feedback I receive, everyone at work say that my behaviours and beliefs are aligned. Demonstrating integrity makes me to remain trusted while maintaining positive relationships with others. This has helped to improve my performance which helped me to get a promotion. Working inclusively – One of my professional ethical value is working inclusively. This means understanding everyone’s interests, needs and listening to them. When I am in charge of a discussion, I get to listen to everyone’s views and opinions and then give a constructive feedback. When my friend approach me with a challenging task, I try to find a solution to help them. Working inclusively helps me to work collaboratively, build high-trust relationships and achieve a common purpose as a team. Fairness – Our actions and behaviours as people professionals should demonstrate fairness. Guided by ethical principles, I treat my friends and colleagues equally, whatever their cultural backgrounds, experiences and interests. I do not show favouritism or discriminate anyone. Being fair to everyone helps me to attract friends whom we work together as a team and be able to complete projects successfully.

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.331

Type here… Contributing confidently People professionals need the courage to contribute confidently to diverse workforce. CIPD Profession Map states that people professional need professional courage to challenge resistance and opposition (CIPD, 2022). Because discussions are made up of diverse teams, people have varying perspectives and are likely to resist or disagree. People professionals need courage to speak up when things are not right and offer solutions. In my workplace, I am always in charge of group discussions in which I apply my confidence to pass message to everyone. I also apply courage to resolve conflicts when people disagree on ideas being suggested. Informed, clear and engaging discussions Ensuring discussions are informed, clear and engaging is the ultimate goal of every group leader. During group discussion, I ensured the discussion was informed through effective communication skills (Novitri et al., 2022). Confidence allowed me to speak concisely and clarity to all members. Before the start of the discussion, I could consider informing everyone about group agenda through text messages, group chats and emails. In addition, courageous conversations and effective communication helped me to share my experiences and have them validated. For the discussion to be clear, I applied various aspects such as volume, tone, listening skills, skills of summarising, presentation skills and content that suited the audience (Squires and Kay, 2023). I understand that everyone has different ways of learning due to psychological problems and cultural norms and expectations. In order to accommodate needs of all teams, people professionals must adopt content that suites everyone needs. This include being loud enough, using high-contrast texts, visual diagrams, summarising content or clarifying points and listening to what teams have to say. In regard to engaging discussion, I used the skills of asking questions and offering feedback, telling stories and use of breaks in the middle of the discussion. I could ensure everyone has an opportunity to ask question and get feedback from everyone. Additionally, sharing experiences and telling stories is also part of making discussions more engaging.

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.312

Type here… In my workplace, the manager introduced a policy that required employees to live in a specific geographical area. The policy favoured locals or those employees/workers who are within the company’s geographical position. This policy conflicted with Equality Act 2010 by discriminating applicants of other ethnic origin (Legislation.gov.uk). Candidates interested to apply for job living far from the company’s geographical location were put into disadvantage and this is not what everyone wanted. It is a policy that conflict with legislation (Equality Act 2010) that prevents race discrimination. Most of the employees were discontented by the policy, but they feared raising it to the management. How to raise the issue Being affected by the policy, I considered raising the issue informally with my employer. At first, I was feeling nervous about raising the issue, but our employer was open to resolving workplace issues quickly without following a formal process. I felt comfortable talking to the employer because our workplace has a policy that encourages everyone to speak up. Acas states that informal chats with employers can range from a quiet word to using structured meetings (Acas, 2023). After speaking with the employer, he invited everyone in a meeting to share our concerns. Being the key person who raised the issue, I had to prepare what I would say, for instance, explaining that everyone was unhappy with the policy and showing that the policy was conflict with legislation and ethics. During the meeting, I explained what the issue was and everyone suggested what we thought happen. Alternative ways of raising issues at work include use of suggestion boxes, surveys, employee representatives and whistleblowing. When employee fear to communicate directly to the employer, they can consider dropping a message in the suggestion box, respond to a survey and even send representatives. The law allows us to whistle blow when informal approaches fail to work (Acas, 2023).

Argue the human and business benefits of people feeling included, valued, and fairly treated at work linking to related theory (AC 2.1) 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. 335

Type here… Inclusivity, fairness and valuing others Inclusivity is about respecting and accepting everyone, regardless their differences (CIPD, 2022). It is about making employee feel that their contribution matters and their needs are respected. Fair treatment is about ensure everyone has an equal opportunity to access resources like rewards. CIPD Profession Map describes the concept of valuing people as putting them at the centre of our approach and respecting what they bring. McClelland’s needs theory of motivation McClelland theory argues that managers must understand what motivates employees and how they respond to feedback and what helps them to fit in the workplace well. These motivating needs are achievement, affiliation and power (Acquah et al., 2021). Employees who are motivated by the need for achievement have a strong sense to achieve challenging goals, take risks and like regular feedback for their performance. Employers need to provide them with challenging tasks, but not impossible one. They enjoy overcoming challenging problems, hence managers need to ensure they are engaged in that way. Employees who are motivated by affiliation wants to work as a group, get feedback and collaborate to achieve a common purpose. This group need to be supported by creating group discussions within the workplace so that they can work in teamwork. Employees motivated by power want to be in charge of others, win arguments and enjoy competition. They work best when allowed to take leadership roles and in charge of others. Based on this theory, the benefits of treating people fairly, valuing and including them are; increased motivation, job satisfaction and better wellbeing. McClelland argue that employees are motivated by three needs and when these needs are integrated at work, they achieve a sense of job satisfaction, intrinsic motivation and better mental and emotional health (Hussainy, 2020). The business benefits associated with valuing and inclusivity include increased employee retention, increased performance and reduced workplace conflicts. Employees are likely to stay in a workplace that respects, value and treat them fairly than in organisations that do not value them.

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