5CO03 – Professional Behaviours and Valuing People

Introduction

Professionals have a significant role to play in ensuring that the company’s performance and outcomes are achieved. To do so, they have to operate within the core constructs of professionalism, which also dictate positive behaviour (McCluney et al., 2021). The discussion below covers the professional behaviours and valuing people as drawn from various models, including the CIPD Professional Map.

Task One

AC 1.1: Appraise what it means to be a people professional.

The definition of a people professional is some that supports the people in a company to thrive whether as an individual or as a team. According to the CIPD (2024), some of the key roles of people professionals are organisational development (OD), learning and development (L&D), and the Human Resources Management (HRM). Among the areas of focus for people professionals are talent management, ensuring compliance, promoting health and wellbeing, and reward management.

People professionals are guided by the global standard and benchmark of the People Profession Map (CIPD, 2023). The map is essential in assisting others to make informed decisions with confidence and driving meaningful change in the firm. This is accomplished through outlining the values, purpose, core behaviours, core knowledge, and specialist knowledge that make positive impacts regardless of the specialism. The map is as shown in figure 1 below.

Figure 1: CIPD Profession Map

The importance of the profession map is to prepare a professional to adapt to various changes and contexts, which is instrumental in ensuring that there are solid foundations and solutions. Two core knowledge areas are people practice and evidence-based practice. People practices cover the skills and knowledge for ensuring that individuals effectively transition between levels. Examples of key people practices are learning and development and policy development. The core knowledge area of evidence based practice cover the use of various sources of evidence to make an informed decision with the probability of the elevated outcomes (Falletta and Combs, 2021). Two core behaviours include ethical practice where individuals are required to work within the ethical principles, including ensuring equality, fairness, justice, and transparency and working inclusively, which is described by working together with people from different backgrounds, active listening to diverse opinions and views, and building meaningful and purposeful working relationships with others.

The benefits of people professionals working in line with the Professional Map include promoting workforce innovation and motivation, preventing conflicts, and enhancing working relationships (Schmidt and Brown, 2024). For example, the core behaviours of valuing others and working inclusively ensures that everyone feels included and valued, which promotes their overall motivation and engagement. The consequences of not working within the requirements and constructs of the Profession Map include the risk of a legal claim, reduced productivity, and the chances of a high turnover.

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AC 1.2: Recognise how personal and ethical values can be applied in the context of people practice.

Professionals are guided by personal and ethical values, which determine the person’s actions and act as guiding principles in their lives and behaviours.

Personal Values

Personal values refer to the core principles and beliefs that a person holds as essential and those that guide their actions, thoughts, feelings, and actions. An individual’s values are influenced by various elements, including experiences, culture, and their environment. One of the key examples of a personal value is integrity, which refer to someone having powerful moral principles and ensuring that they are working with all sincerity and honesty (Svavarsdottir, 2022). Acting like a person of integrity is further characterised by being trustworthy and honest. The person is also respectful and ensures that they follow the required directions to the letter. An example at the workplace is ensuring that all principles and policies at the company are followed and that issues, such as feedback is offered in an honest and truthful manner (Barhate and Dirani, 2021). The benefits of acting with integrity are enhancing a trust-based relationship, promoting reputation, and ensuring self-respect. The challenges are that there are times it becomes difficult to deliver the information to others, especially when it demands honesty yet the expected consequences are negative.

Ethical Values

These are fundamental principles that inform organisations and individuals to distinguish between the right and wrong to help in making morally sound decisions and ensuring social harmony and trust. One of the key ethical values is fairness, which involve treating everyone in a just and equitable manner without discrimination and bias (Mulgund, 2022). Fairness is essential in ensuring that everyone is treated in a consistent manner. For example, when designing people policies or practices, such as reward management and designing learning and development programs, it is essential to ensure that every individual has a fair opportunity without any form of discrimination (Ellafi and Noor, 2021). The importance of fairness include promoting individual performance and motivation. On the downside, fairness can be subjective to some extent, such as the difference in how people perceive gender-based bias and discrimination.

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AC 1.3: Consider the importance of people professionals contributing to discussions in an informed, clear and confident way to influence others.

People professionals play a vital role in ensuring that all procedures and practices followed are effective and within the key constructs of the law and ethical principles. To ensure that the discussions are made in an informed, clear, and confident manner, it is dependent on effective communication and engagement. The three dimensions can be described using the 7Cs of communication, which covers clear, concise, concrete, correct, coherent, complete, and courteous (Pitkavirta, 2024).

Informed Contribution

An informed contribution means that there is sufficient evidence to support the ideas. From the 7C’s Principles of Communication, informed contribution means ensuring that the ideas are accurate and correct. In addition, the argument should be complete to ensure that the individual has all the elements they need for a good understanding (Silva, 2021). For example, when sharing about turnover management strategies, it is important to draw the suggestions from data and evidence, including the rate of individuals leaving and the provided reasons during exit interviews. The benefits of informed contribution is that it promotes believability of the ideas.

Clear Contribution

A clear contribution is one where there is clarity in the goal and purpose. It involves ensuring that the message are right and coherent without guessing. Clear communication involves outlining the message in a manner that is easy to understand. From the 7Cs of communication, clear contribution is also characterised by being concise where the communication is kept simple and short (Musheke and Phiri, 2021). The benefits of clear contribution include people easily understanding the content being shared, promoting engagement, and enhancing client relations. It also reduces confusion especially on what should be done. 

Confident Contribution

Confident contribution entails focusing on one’s strengths and adequate preparations. It also allows one to actively engage in a conversation and ensure that others understand the issue being shared (Wang and Yin, 2021). The benefits of confident contributions are that others easily understand the shared concepts and promote informed interaction. Confidence in contribution involves individuals being open to voice their concerns and responding to issues raised in a manner that demonstrates sufficient understanding of the issue and subject.

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AC 1.4: Recognise when and how you would raise matters which conflict with ethical values or legislation.

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

AC 2.2: Discuss strategies for designing and ensuring inclusive people practices.

AC 2.3: Reflect on your own approach to working inclusively and building positive working relationships with others.

AC 3.1: Explore how the role of a people professional is evolving and the implications this has for continuing professional development.

AC 3.2: Assess your strengths, weaknesses and development areas based on self-assessment and feedback from others.

AC 3.3: Formulate a range of formal and/or informal continuing professional development (CPD) activities to support your learning journey.

AC 3.4: Reflect on the impact of your continuing professional development activities on own behaviour and performance.

References

McCluney, C. L., Durkee, M. I., Smith II, R. E., Robotham, K. J., & Lee, S. S. L. (2021). To be, or not to be… Black: The effects of racial codeswitching on perceived professionalism in the workplace. Journal of experimental social psychology, 97, 104199.

CIPD (2024). What makes the ideal people professional? https://www.cipd.org/en/knowledge/podcasts/ideal-people-professional/

CIPD (2023). The Profession Map. https://www.cipd.org/en/the-people-profession/the-profession-map/

Falletta, S. V., & Combs, W. L. (2021). The HR analytics cycle: a seven-step process for building evidence-based and ethical HR analytics capabilities. Journal of Work-Applied Management, 13(1), 51-68.

Schmidt, N. A., & Brown, J. M. (2024). Evidence-Based Practice for Nurses: Appraisal and Application of Research with Navigate Advantage Access. Jones & Bartlett Learning.

Svavarsdóttir, S. (2022). Integrity, Truth, and Value. Normativity and Agency: Themes from the Work of Christine Korsgaard, 147-174.

Barhate, B., & Dirani, K. M. (2021). Career aspirations of generation Z: a systematic literature review. European journal of training and development, 46(1/2), 139-157.

Mulgund, S. (2022). Importance of distributive justice, procedural justice and fairness in workplace. International Journal of Management and Humanities, 8(6), 1-6.

Ellafi, A. M. S., & Noor, K. M. (2021). The impact of work environment, promotion and fairness on job satisfaction among employees in public sector. IJCoMaH International Journal of Communication, Management and Humanities, 53-58.

Pitkävirta, T. (2024). Improving communication in a global team environment, using the 7C's of communication.

Silva, S. (2021). Corporate contributions to the Sustainable Development Goals: An empirical analysis informed by legitimacy theory. Journal of Cleaner Production, 292, 125962.

Musheke, M. M., & Phiri, J. (2021). The effects of effective communication on organizational performance based on the systems theory. Open Journal of Business and Management, 9(2), 659-671.

Wang, X., & Yin, M. (2021, April). Are explanations helpful? a comparative study of the effects of explanations in ai-assisted decision-making. In Proceedings of the 26th International Conference on Intelligent User Interfaces (pp. 318-328).

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