INTRODUCTION
Core behaviours demonstrate a massive shift for the people professionals in the companies. With the major emphasis on evidence-based and ethical decision-making, the people professionals are empowering the employees to create the value for companies, people and society. According to CIPD, in every organization people professionals have core behaviours of ethical practice, commercial drive, passion for learning, situational decision-making, working inclusivity and valuing people (CIPD, 2024). Apart from this, the current assessment will be based on core behaviours for people professionals of MET Homes Ltd. It is one of leading medium sized company of UK which offers the modern methods of construction. This assignment will highlight the ethical principles and professional values that can inform to the people for improving their behaviour.
MAIN BODY
1.1 Ethical principles and professional values inform the way people behave at work
In the context of organization, ethical behaviour is defined as type of working attitude which tends to make focus on taking fair decisions related to working practices and team as well. Ethical behaviour of teams is important in organizations because it helps in gaining competitive advantage and develops brand reputation in the market (Behera et al, 2022). There are wide ranges of ethical principles that is adopting by people professional of MET HOMES LTD for its team members to enhance their core behaviours. In addition, honesty, fairness, integrity, leadership, compassion, respect, accountability, transparency etc., are significant ethical principles that are inform by people professionals to its team to behave at work. Honesty is considered as one of the key ethical principle that inform by professional to its teams. According to this principle, all team members are committed to telling truth in all forms like communication. In addition, fairness is another ethical principle that is informing by the people professionals to its team members to behave at work (Adaga et al, 2024). It is important for the professionals to treat all the members in a team fairly and equally. This ethical practice helps in eliminating preferential treatment and encouraging team members to share their ideas and thoughts.
Apart from this, professional values are defined as the guiding principles and beliefs that influence the work behaviour of the team members. Informing the professional values is beneficial to the team members because it helps in increasing their trustworthiness by offering understanding of acceptable practices (Saputra, 2021). Responsibility, time management, professionalism, integrity, accountability etc., are significant professional values that adopt by employers of MET HOMES LTD to enhancing the behaviour of team members. It is accountability of employees to take the responsibilities for their actions and complete all the work in effective and ethical manner. Time management is another professional value that is crucial to inform for ethical behaving at work (Sugiarti, Finatariani and Rahman, 2021). The team members who have core behaviours are likely to complete their work on time without any delay which ultimately positively influence on the overall performance and productivity.
1.2 Ways of conform consistently with relevant laws and regulations
Equality Act 2010 is considered as one of the critical act or legislation related to ethics and professional practice in the UK. To enhance the behaviour of the team members it is important for the people professionals to persuade personnel about this act (Anderson-Gough et al, 2022). For example, to conform about Equality Act consistently to the team members it is important for people professional of MET HOMES LTD to be familiar with it. It is critical for professional to keep up-to date with any modifications that may happen.
For example, people professional need to make sure that they comply the correct process at the time of carrying out the work. By implementing Equality Act 2010, the people professional of selected organization is accountable to treat fairly and provide equal opportunities to all the team members by which they encouraged to behave ethically (Koutsouris, Stentiford and Norwich, 2022). Third, the people professionals require to aware of the consequences of breaching the Equality Act 2010. It is crucial to understand the probable to understand the ramification of their actions which helps in eliminating the potential challenges.
2.1 Ways of demonstrating respectful and inclusive working
For improving the behaviour of the team members it is significant for the people to create the respectful and inclusive environment. At the time of contributing their opinions and views, people professionals need to speak calmly and clearly. Maintaining this professional tone with the team members is beneficial because from this they feel encouraged and motivated to give their best performance (van Valkengoed, Abrahamse and Steg, 2022). From professional tone of the employers, team members feel free to share their ideas and suggestions which lead to informed decision-making. This behaviour of the people professionals helps in building the trust with the team members from that they are likely to give their best and retain with organization for the long duration.
To foster the inclusive and respectful working, it is significant for the professionals to clarifying the problems and issues of team members. For clarifying the challenges it is crucial for people professionals of MET HOMES LTD to use listening skill. It is considered as one of the effective way to solve the problems of team members by better understanding. It is important for the people professionals to listen the issues of people and take corrective actions to solve immediately (Tamar et al, 2021). Along with this, for evaluating the cause and effect of issues, people professionals of MET HOMES LTD can also use fishbone diagram in an inclusive and respectful manner.
To work effectively as a part of team, it is significant for the people professionals to represent the inclusive and respectful behaviour. For working in a team, people professionals of MET HOMES LTD can need to value the contribution of others, being open to consider diverse opinions and work together to accomplish shared goals and objectives. To work as part of team, it is significant for professionals to solve the conflict that arise among team members in a constructive and effective way. By representing the inclusive and respectful behaviour, the people professionals can create the positive working atmosphere of workplace which helps in developing the trust and respect between people which fosters collaboration and teamwork.
2.2 Recommendations of showing inquisitiveness about issues and development in the people profession
There are various ways from which the people practice team members can find out inquisitiveness about developments and issues in the world of work. It has been recommended that, to find out the current challenges and developments in their work, the team members of MET HOMES LTD need to lay emphasis on formal and informal investigation and research. Adoption of this method can be useful for the team members because it helps in providing the complete information about the changes that directly impacts their work (Purwanto, 2023). If the team members have complete knowledge and information about the changes then they implement successfully which eventually positively impacts on their growth and development.
Additionally, for representing inquisitiveness about the developments and issues in the world of work, team members need to keep up-to date by using various professional journals such as blogs, professional journals, latest books and articles etc. These professional journals help in providing the comprehensive information about the trends and change which helps in developing their profession in an effective and ethical manner. These professional journals can helps the team members to deepen the self-awareness by documenting challenges, thoughts and achievements which leads to make informed and potential decisions in the workplace. Along with this, professional journals also help in solving the problems of team members and generating unique and innovative and unique solutions as well as clarifying thoughts (Dachner et al, 2021).
To find out challenges and developments in the people profession as well as broader world of work, team members can need to keep in touch with the activities of the competitors. Adoption of this activity can be useful for team members of MET HOMES LTD because it helps in determining the strategies and tactics of its competitors such as Tesco, Sainsbury etc., which develop reputed position in the market. Keeping in touch with the competitor’s activity can be beneficial for the team members because it helps in providing the significant information which can be implemented by them to improve their work. Considering the activities of the competitors helps the team members to determine opportunities, make informed or strategic decisions and mitigate threats on that basis.
2.3 Proactive approaches to developing recording and reflecting the professional knowledge
Continuous professional development (CPD) is considered as one of the critical procedure that is taken by the people practitioner to enhance and build their learning and development. Emphasis on CPD is beneficial for the professionals because it helps in building skills, developing confidence, provides better outcomes, finds new passions, increases motivation and open to new opportunities. There are numerous proactive approaches that can adopt by people practitioners of MET HOMES LTD to developing, reflecting and recording their professional skills, knowledge and experience. To build the skills and enhance experience, people practitioners need to take participation in the learning events and programmes (Wang et al, 2021). Implementation of this approach can be useful for the practitioners of chosen business because it helps in enlarging their capabilities and overall potential which results in more satisfying work experience and better performance. Ultimately, this in turn places positive influence on the overall growth and development.
Training events and programmes helps in providing the unique opportunities to the practitioners to wider their skillset and knowledge. These events aid in providing targeted learning experiences which enhances the professional competencies. Attending learning events and programmes can be beneficial for the people practitioners because it provides the chance to connect with the minded professionals such as potential collaborators, industry etc., which helps in gaining knowledge and improving skills.
Reading a book is another proactive approach that can be adopted by people practitioners to develop skills, knowledge and experience. Reading is key to professional development because it helps in increasing the level of empathy, expands vocabulary, inspires creativity, relive stress, increase intelligence and enhance decision-making process. Reading about the diverse types of people and their difficulties helps the people practitioners to increase understanding and develop empathy (Niati, Siregar and Prayoga, 2021). Apart from this, seeking feedback is another proactive approach that can be implemented by people practitioners of MET HOMES LTD in order to build their skills and knowledge. Feedback plays an immersive role in CPD of people practitioners because it aids in improving the skills, performance and career progression which eventually positively influences on their growth and development.
On the other hand, being a people practitioner of MET HOMES LTD I also emphasis on attending learning events and programmes, reading books and seeking the feedback from professionals. Adoption of these activities was beneficial for me because it helped me in enhancing my learning, develop networking with minded professional and improving skills. From attending learning events and programmes I learned the way of building confidence and motivation as well as improving behaviour at workplace which eventually positively impacts on the personal as well as professional growth & development. Being a people practitioner, reading books were useful for me because it aids me in enhanced my empathy level and creativity from which I able to generate new and unique ideas for better decisions. I also take feedback from professionals which helped me in emphasis on weak areas for better improvement and enhance my behaviour.
CPD Record
|
Date of activity |
What activity did you complete? |
What did you learn from the activity? |
How has it impacted your work behaviour or performance? |
|
01/12/2024 |
Attending learning events and programmes |
From this activity I learned about way of increasing confidence and motivation. Improving skills and learning as well as building connection’s with minded professionals. |
This learning positively impacted my overall performance and work behaviour. These learning helped me in strengthening relationships with team members and maintain ethical behaviour with them. |
|
15/12/2024 |
Reading books |
Being a people practitioner, I learned various things from reading books. This activity helped me in increase empathy, gaining essential information and boosting creativity. |
By reading books, I was able to think creative and innovative ideas which helped professionals to make effective decisions which ultimately positively impacts on performance. |
|
25/12/2024 |
Seeking feedback |
From this activity, I learned about way of behaving with others and improving weak areas. This activity also helped in enhancing skills and knowledge. |
From this activity, I implemented strategies of professionals to improve my behaviour and performance. |
CONCLUSION
From the above assessment it has been summarized that, to enhance behaviour of team members, people professionals can need to execute ethical principles and professional values such as fairness, honesty, compassion, integrity, respect, accountability etc. To foster the respectful working and inclusive environment, it can be important for people professionals to speak clearly and calmly with team members and solve their problems and challenges as well as value contribution of others. To showing inquisitiveness about issues and development in the people profession, practitioners need to focus formal and informal research and investigation, keep in touch with competitor’s strategy etc.
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REFERENCES
Books and Journals
Adaga, E.M., Egieya, Z.E., Ewuga, S.K., Abdul, A.A. and Abrahams, T.O., 2024. Philosophy in business analytics: a review of sustainable and ethical approaches. International Journal of Management & Entrepreneurship Research, 6(1), pp.69-86.
Anderson-Gough, F., Edgley, C., Robson, K. and Sharma, N., 2022. Organizational responses to multiple logics: Diversity, identity and the professional service firm. Accounting, Organizations and Society, 103, p.101336.
Behera, R.K., Bala, P.K., Rana, N.P. and Kizgin, H., 2022. Cognitive computing based ethical principles for improving organisational reputation: A B2B digital marketing perspective. Journal of business research, 141, pp.685-701.
Dachner, A.M., Ellingson, J.E., Noe, R.A. and Saxton, B.M., 2021. The future of employee development. Human Resource Management Review, 31(2), p.100732.
Koutsouris, G., Stentiford, L. and Norwich, B., 2022. A critical exploration of inclusion policies of elite UK universities. British Educational Research Journal, 48(5), pp.878-895.
Niati, D.R., Siregar, Z.M.E. and Prayoga, Y., 2021. The effect of training on work performance and career development: the role of motivation as intervening variable. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 4(2), pp.2385-2393.
Purwanto, M.B., 2023. Professional Growth And Staff Development (How To Encourage Employees To Pursue Professional Development. International Journal of Technology and Education Research, 1(01), pp.153-165.
Saputra, F., 2021. Leadership, communication, and work motivation in determining the success of professional organizations. Journal of Law, Politic and Humanities, 1(2), pp.59-70.
Sugiarti, E., Finatariani, E. and Rahman, Y.T., 2021. Earning cultural values as a strategic step to improve employee performance. Scientific Journal of Reflection: Economic, Accounting, Management and Business, 4(1), pp.221-230.
Tamar, M., Wirawan, H., Arfah, T. and Putri, R.P.S., 2021. Predicting pro-environmental behaviours: the role of environmental values, attitudes and knowledge. Management of Environmental Quality: An International Journal, 32(2), pp.328-343.
van Valkengoed, A.M., Abrahamse, W. and Steg, L., 2022. To select effective interventions for pro-environmental behaviour change, we need to consider determinants of behaviour. Nature human behaviour, 6(11), pp.1482-1492.
Wang, C., Zhu, H., Wang, P., Zhu, C., Zhang, X., Chen, E. and Xiong, H., 2021. Personalized and explainable employee training course recommendations: A bayesian variational approach. ACM Transactions on Information Systems (TOIS), 40(4), pp.1-32.
Online
CIPD, 2024. Core behaviours. Online. Available through: < https://www.cipd.org/en/the-people-profession/the-profession-map/explore-the-profession-map/core-behaviours/>
