Core Behaviours for People Professionals 3CO03

With an emphasis on applying ethical practice to provide value, this unit presents the fundamental behaviours of people professionals.  To promote inclusivity and a feeling of well-being in the company, it considers how certain ways of being and acting should be common to everybody, particularly in unfamiliar and challenging situations.

What are you going to discover?

By applying ethical principles to guide your professional approach, you will get insight into various customer-focused techniques. You will assess moral principles and place them in the context of your job, outlining how you abide by relevant laws and regulations. You will investigate the significance of constructive methods of working and use this to define challenges and problems along with respectfully and inclusively providing your ideas and opinions. You will also talk about how to be empathetic to others and acknowledge and accept your faults. To strengthen and advance your professional knowledge, abilities, and experience, you will lastly study the idea of reflective practice.

This unit is appropriate for those who:

  • are pursuing a profession in people practice, studying for one, or starting one.
  • have a support position in people practice and want to advance their expertise to provide short-term and immediate benefits to their organization
  • want to acquire the specialized information, abilities, and comprehension needed to work with people.

Learning objectives

After completing this module, students will be capable of:

  • Recognize astute methods for upholding and promoting professional conduct and ethics.
  • Possess a strong sense of professional bravery and a thirst for knowledge to inspire respect and inclusive work environments.

First task: Writing a briefing paper on ethics

Professional values and ethical guidelines

That way, HR managers can keep the truth and safety of the information they get from users safe. In HR, the four main ethical ideas that matter are kindness, fairness, liberty, and beneficence. Each company needs to make sure that its human resources teams follow ethical rules. This will help people make decisions in their jobs that are more logical and calm. Expert values, on the other present, are very important to HR as they set the base values that workers, or workers, should follow at work. Some of the good professional concepts that HR usually follows are honesty, respect for human rights, fairness, and evaluating employees without bias (Humphrey et al., 2004). Strong ethical and legal norms are important for reviews, work-related activities, and setting important goals, so HR managers should have them.

Professional values and ethical principles work together to guarantee that people behave effectively and correctly at work. Strong ethical values including accountability, equality, conflict of interest, proper developmental objectives, and high leadership ethics are seen to be exhibited by competent HR managers. These qualities help them create innovative strategies needed to carry out their jobs in the workplace. When employees adopt rules of ethics, they are more likely to show respect for others, make plans, and be trustworthy. Ethical values are very important for HR workers because they assist in helping them change and reach the desired outcomes of their companies or places.

Professional values assist employees in organizing and equipping themselves with the finest practices to support the expansion and growth of their businesses. HR professionals with strong professional values have an impact on hiring and operational procedures in the company (Humphrey et al., 2004). Professional decision-making and new professional obligations are both guided by ethical standards. Along with maintaining suitable, good professional values in their workplaces, employees are also urged to change to retain positive parts of social responsibility.

Professional values also influence how HR managers and staff carry out their tasks, particularly when making decisions. These principles assist staff members and human resources specialists in demonstrating moral leadership and job success. Professionals who uphold ethical standards at work can set an example for others by displaying morality and positive character attributes. For HR managers to set a positive example for other employees to follow and to demonstrate strong leadership, ethical principles are vital. According to Humphrey et al. (2004), ethical managers and leaders uphold relevant ethical norms and enhance their reputation. Employees are encouraged to demonstrate distributive justice character qualities by adhering to ethical standards, which uphold that every individual has a right to be treated fairly, correctly, and with high moral value by honouring the act of distributive justice. Employers also use the moral idea of benignity to keep each other from getting hurt. Autonomy and beneficial effects are moral ideas that can help protect the confidentiality and safety of information and records gathered from workers.

Laws and Standards of Conduct

HR and other departments at work can promote moral and professional behaviour by enacting laws and implementing codes of practice. A code of behaviour is a set of norms that tells workers and employees how to do their jobs while still being honest, having ethics, and keeping information private. The codes of practice give businesses and workplaces the information they need to keep and set up a code of conduct. One kind of code of behaviour is based on regulation, which lists the laws along with rules that apply regarding employment and other safety standards in an office setting.

Any firm should adhere to a compliance-based code of practice, and any infractions should result in severe consequences. According to Jones and Saundry (2012), the code of practice establishes guidelines that regulate its application, and any infractions should result in penalties to guarantee that employees adhere to the specified compliance code of ethics and practice. Many compliance regulations are in place to establish what behaviours and procedures are acceptable in any type of company setting. Employees and other workplace professionals are responsible for adhering to predefined rules and regulations, which are the basis of many compliance-based codes of practice. de of practice establishes and keeps track of whether all employees are acting morally.

Establishing rules and penalties that any individual or employee may face for breaking them is the goal of the code of compliance practices. Compliance-based codes of practice and strict adherence to laws guarantee that every workplace has a strong feeling of moral obligation and compliance. Honesty and integrity are two laws that regulate what HR professionals must do while interacting with clients, customers, workers, and other parties. Sincerity and integrity are essential for upholding moral principles and professional conduct, which in turn strengthens the concerns of secrecy and trust with information and data (Jones, C. and Saundry, 2012). 

In my capacity as a Junior Associate in People Practice, it is my responsibility to make sure that all relevant laws and regulations about the workforce are impartial, non-discriminatory, and fair to all. To adhere to the Code of Professional Conduct, I will furthermore take the following actions:

  • Ensuring that the organization`s personnel understands the consequences of breaking the Code of Practice.
  • Pursuing violations or infractions openly, regardless of whether the impacted worker is a leader or senior management or not, and regardless of how well they perform.
  • Practising appropriate sanctions and acknowledging that most ethical transgressions are unintentional.
  • Utilizing people management interventions to address instances of unethical behaviour and identify the reasons behind it.
  • Designating a board member or leadership team to oversee the execution of the code, assess its efficacy, and assist in generating solutions for its integration into operational procedures.
  • Assembling a panel of stakeholders from the workforce and consumers to examine the code regularly and reflect on the dangers the company faces, including any ethical blind spots. Cross-referencing customer concerns with employee, shareholder, and supplier input, as well as occasionally granting permission to target industries

Ethical conduct expected by HR specialists

Since they show that a person can adhere to the rules about acceptable behaviour inside a company, good ethical behaviours are crucial for HR professionals. Ethical actions show that an HR specialist can follow the established guidelines and morals in the company. One`s ethical behaviour at work contains the set of rules and actions that one must follow in an organization. For HR professionals, upholding ethical standards is essential to ensuring strong profitability, positive customer service, more opportunities, raised awareness, enhanced employee engagement, and effective recruiting practices (Lee et al., 2018). For HR workers, ethical conduct is especially crucial since it guarantees that all organizational expectations are fulfilled or surpassed. In every organization, ethical behaviour also guarantees information secrecy and enhanced ethical integrity over time. Additionally, ethical behaviour guarantees that all HR specialists are accountable and ready to uphold the highest standards of ethics in the workplace and demonstrate integrity when supporting company and organizational leaders in making decisions.

HR professionals who act unethically risk punishment and negative outcomes for other people. Because of their diminished skills and capacities, people who engage in unethical activity typically produce less. In addition to making the majority of employees unmotivated at work, unethical behaviour raises absence rates and may encourage employees to act inappropriately in the workplace. There is also a decrease in worker morale and productivity.

HR specialist exhibiting morally sound behaviour

By boosting employee happiness, involvement, and turnover rates to engage and seek solutions from employees, HR practitioners may fundamentally identify concerns and challenges to show ethical alternatives. HR gathers valuable perspectives and ideas from workers through suggestions and interviews, free from bias or favouritism. 

Methods for acknowledging others` sensitivity and decency in a professional setting

I would behave with coworkers with the kindness, decency, and courtesy that I would like to receive. I`ll encourage my coworkers to freely express their deeply held beliefs. Another behaviour I will adopt is active listening, and I will never interrupt someone or add something before they`ve finished.

Additional methods are:

  • being aware of the prejudice that is sentient.
  • expressing the importance of addressing prejudice.
  • encouraging parity in compensation.
  • creating a tactical training initiative.
  • honouring the festivities of every culture.
  • Facilitating employee participation in worker resource teams.
  • blending groupings to encourage individuality.

Section Two: Introspective Diary

I think practising professionals, particularly in human resource management, may improve their professionalism by utilizing fresh information, abilities, and developments. The updates will guarantee that all experts are aware of the most current global breakthroughs in people`s careers and professions. Ensuring the application of informal approaches is one strategy to improve knowledge and skills. Reading, discussing, and even doing in-depth research are examples of informal approaches. The practising professional will be guided by the research and developmental methodologies to emulate the examples and acquire an advanced skill set to operate at least as well as the formal research examined (Huda and Teh, 2018). Practice professionals may enhance their knowledge and skill set to fit in the competitive world of today and tomorrow by conducting research, reading, and investigating various development strategies. It will be challenging to grow and advance, become connected to the changes in many jobs and professions, and stand out among rivals in the workplace without proper research and development criterion approaches. To ensure that practising professionals land the right clients, consumers, and positioning and do away with their fight to establish value and essentiality at the job marketplaces, they must upgrade their abilities and expertise.

To guarantee that practising professionals may advance their careers and skill sets by learning about new advancements, professional upgrading through the use of informal techniques like research reading and talks is crucial. Their activities are now more convenient and adaptable thanks to the new improvements. To progress in the future and maintain appropriate placement in the job marketplaces, practising professionals can keep up with the latest innovations in their fields. The informal approaches provide creative ways to support practising professionals in developing the knowledge and strategies necessary to deal with any concerns or problems that could arise in their particular area of work.

Over time, I have faced many problems or difficulties in carrying out my responsibilities and developing professionally. Adapting to the new culture and working environment, time management concerns, gossip, office harassment and bullies, poor integrity issues, and ethical standards at work are a few of these obstacles. According to Patrick and Kumar (2012), these problems have had a consistent and detrimental effect on my ability to work, to the point that I am no longer able to produce high-quality products. The improper culture of bullying and harassment at work demotivates employees, which has repeatedly annoyed me with how things operate there. The problems have ruined my confidence and motivation to do well at work. The problems have made it easier for me to feel that I can be more compliant, polite, and courteous at work, which will make me more professional. Negative workplace gossip and bullies harm employees and continuously confuse the team as they drive certain employees to fight with one another. Because consumers lose faith in a business or organization with unfavourable working conditions, poor behaviours can hurt customers and clients.

Bullies in the workplace and conflicts among coworkers are known to create an uncomfortable and unfavourable atmosphere that hinders employees` ability to connect and communicate effectively. Customer satisfaction, production, and productivity are all negatively impacted by conflicts, which are undesirable workplace practices. Workers find the disagreements to be highly demotivating, and in extreme cases, they may even lead to an unwarranted resignation.

  • Ways that you demonstrate empathy while acknowledging and accepting both your own and other people`s shortcomings.
  • accepting responsibility for my errors and viewing them as opportunities to grow and learn.
  • reviewing the incident(s) to understand and draw lessons from it.
  • recognizing the skills, knowledge, assets, or equipment that will prevent me from making the same mistake twice.
  • examining my development throughout time.
  • being considerate after acknowledging my errors.
  • becoming aware of my coworkers` priorities at work.
  • Taking responsibility for whatever hurt I may have caused and respecting others` emotions.
  • expressing my feelings to them.

In the process of my professional development, I have occasionally been forced to acknowledge both my little and others` faults, and I have also been compelled to demonstrate a great deal of empathy for others who make mistakes (Ellis and Abbott, 2019). Some of the mistakes I made were fighting and bickering with my supervisor, which hindered our ability to work together quickly and changed both our relationship and overall productivity. I am aware of the errors committed by others, including sexual harassment, discrimination, and bullying at work. Establishing a system of communicating sentiments with colleagues in case of prejudice or harassment based on sexuality has helped to resolve the issue of uncooperative workers.

Considering the aforementioned reflections, I believe that I am well-established, knowledgeable, and experienced in dealing with workplace difficulties and challenges and that I can easily assist any firm I work with in addressing and resolving the issues. I`ve easily gone over the steps involved in removing the majority of workplace conflicts courteously so that employees may operate in a comfortable setting. It is imperative to take prompt action to guarantee that professional growth and progress are complemented by effective career transition management systems. I don`t need any more training to handle the majority of typical working problems and difficulties.

This reflective notebook proved to be a very useful tool for me to assess my abilities to identify and evaluate workplace challenges that are relevant to professional development. According to Huda and Teh (2018), professional growth necessitates the use of suitable strategies to remove obstacles to workplace development. In summary, the reflective journal method is a highly useful tool for professional growth as it has opened up new avenues for career progress and development, enabling me to tackle typical workplace issues. The method has also helped me to comprehend the emotions of others.

You can also read a sample Learning and Development and the Organisation 3LDO.

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