Solution
Task One- Ethical Practice Paper
1.1 Ethical principles and professional values; informing the way people approach their work
In SpringerLink (2021) using normative theory, ethical principles are noted to justify/defend moral rules and/or moral judgements. For people professionals, ethical principles guide responsibility taking, development, ethical leadership, fair-based practice, just and managing conflicts of interest. In ArticleLibrary (2021), a summary of these areas are summarised in figure 1;
Figure 1: Ethical Principles
Further, according to CIPD (2021), ethical principles are used to promote trust development by role-modelling ethical behaviour. This is while ensuring principles and values are consistently integrated in making decisions.
Professional values are identified by Bradford (2021) as identifying professional image reliably, consistently and honest dealing. At the same time, work outcomes are achieved, high quality standard and within set timeline. In CIPD HR Professional Map, ethical values are categorised as core knowledge including values and instructions and instructions in a job role (CIPD, 2021a). Considering MNGHA organisation, consistent, honest embrace, good dressing and conduct attained.
1.2 Legislation and code of practice supporting ethical and professional practice
In UK, there are legislations and code of practice which support ethical and professional practice. For instance, Equality Act 2010 ensure employees are not discriminated for possession of protected characteristics (CIPD, 2021b). Additionally, the CIPD Policy framework (CIPD, 2021b) is used to note an entity assumption of legal and moral obligation diversity and inclusion of employers serious undertaking.
Additionally, CIPD Code of Professional Conduct (CIPD, 2021c) offer a guidance in ethics and professional practice for entire people professionals. This is for upholding and maintaining set standards and behaviours documented with clearly put obligations. In figure 2, professional code of conduct components put into account;
Figure 2: CIPD Code of Professional Conduct Components
In using Equality Act 2010, in recruitment and selection for different HR Professionals, it is essential pursuing it with no discrimination for employees who have protected characteristics. For example, working in MNGHA, I make sure that all employees in recruitment are not in an y way discriminated. For code of professional conduct, I use them ensuring no conflicts of interest prevail as I am executing my roles which differentiate personal and professional capacity.
2.1 People Professional demonstrating Respectful and Inclusive Working
Contributing views and opinions- Basically, the ethics are noted by Myown Business Institute (2021) as offering a guide to expected employees behaviour to input overall organisation gains. In varying views and opinions, their accommodation is appropriately done for avoiding conflicting issues emergence. After an agreement to views and decision made, ethics embrace to generate and sustain trust-based practice, mutually respecting all, fair and care for all attained.
Clarifying problems or issues- To a HR professional, this undertaking entail noting and achieving a detailed appreciation of aspects prioritised in a certain area or an issue encountered. According to Zeebaree et al. (2019), when problems and issues vary, priority is a challenge, accommodate and reconcile all principles, value and/or moral believes. Additionally, challenges are often encountered when principles and values conflict.
A good example is when clarifying several issues with performance appraisal of an employee who is not a good performer, HR professionals use ethics where they do not disclose this to any third party.
Working effectively as part of a team- In my positioning where I have been working as a people practice professional in MNGHA organisation, I have often been involved in instances where I have to work in teams. As a consequence, I ended up following professional and ethical practice. The rationale of this is to embed and uphold values in all the teams levels with a intention of maintaining and harnessing the scope of employees trust. This is represented in SHRM (2021) as an undertaking meant for evaluating code of ethics for HR professionals. This is where the ethical practices are used for ensuring promotion and management of fairness and justice for all employees and an organisation is attained holistically. As part of engaging this team in the progress of my roles, I made sure that an appropriate environment was created. This is with sustainability in a business environment attained intended to encourage all stakeholders and the organisation itself in achieving increased capacity in a positive and productive manner.
A case example is where while working in a responsibility which required me to identify the employees affected by COVID-19 pandemic and offer measures for their mitigation, adherence to timelines due to sensitivity of this issue was important. As a result, by coming up with good and appropriate code of ethics, all HR professionals were in a position of harnessing prioritisation, to meet the entire assigned deadlines while making sure execution of all aspects. This is with all the MNGHA stakeholders interests integrated with limited dissatisfaction evident.
Showing Sensitivity to the Rest- Since the time COVID-19 pandemic emerged, one of the employees in my team was infected with the virus. Starting the time of his infection, the employee has consistently been suffering from prolonged COVID-19 symptoms and infections. Owing to this phenomenon which had befallen to this employee, his performance had significantly deteriorated. I made a decision to follow unpopular direction and made a suggestion for the employee to go through a therapy session. I was the head of the therapy session and requested the accounting department to facilitate the employees half pay in the period he would be undergoing through the therapy process. The entire process took a full 3 months where the employee came back fully recovered. After this, the first assignment the employee was assigned was executed with great success and on time.
Embracing Mutual Respect for all Colleagues- While working as a people practice professional in MGHA, in the last one and half years, my job was faced with toxic work environment due to transition that was occurring leading to office politics. As a result, this was affecting my personal wellbeing. From lost sleep at night, damaged family relations and in overall taking toll of my health.
Through a seat down and in detail evaluating all issues at hand, we managed to diagnose the team leaders and members who were contributing to workplace disrespect issues encountered. Through the intervention of the manager, we were able to resolve the problem. Since resolving the identified challenge, it is evident that we managed to set a new culture which was important and critical for accommodating all the engaged stakeholders in the organisation.
2.2 People Professionals staying Updated with People Practice and World of Work Issues and Developments
Considering the provision in CIPD HR Professional Map, passion for learning is a core behaviour (CIPD, 2021e). To stay updated, the best practice would entail;
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