INTRODUCTION - Strategies for Building Inclusive Workplace Relationships
The behaviors of professionals and valuing the people majorly focus on identifying the roles of people professionals in order to develop the positive working relationships. The people professional achieve this by evaluating their core behaviors and ethical practices that helps in enhancing performance of individuals. This unit majorly focuses on application of professional behaviors such as courage, ethical practice and inclusivity in order to develop the positive working relationships and support the well-being and voice of the employees. This unit will also focuses on the evaluating the development of people as they evolve in the business. People professionals will be dedicated to learning in order gain more skills to enhance the performance of work. Apart from this, the unit will discuss the importance of ethical and professional behaviors for a people practitioner and their reviews.
TASK: 1 PROFESSIONAL AND ETHICAL BEHAVIOR
1.1 Meaning of people professionals and their key activities
The term people professional is defined as someone who easily understands the human element and way of efficiency communicate or interact with the individuals. Professional are a people who switch to their controls and morale values themselves in comparison to others in a consistent, respectful and disciplined manner. The people professionals are implement their skillsets in all aspects of life from managing the team members to developing the relationships with the co-workers and families in order to conduct the business negotiations for promotion or find new job. In the organization, people professionals oversee many diverse aspects such as employee engagement, training and development, talent management, employee relation and recruitment (Vladimirovna and Nickolaevna, 2021). In addition, it is crucial for all the people professionals to have several skills such as communication, analytical, management, costing and budget. Without all these effective skills, it is impossible for the professionals to perform their roles and responsibilities.
In the business environment, planning and budgeting is significant for organization’s success. Costing is one of the important portion of planning process so people professional require to understand how cost is incurred and spending is allocated across the business. In the organization, the people professionals are perform wide range of activities such as learning and development, health and safety of employees, human resource planning, recruitment and selection as well as performance management. Apart from this, CIPD professional map is shared group of operation in order to create instructions for the workforces of people profession to continuously enhance and develop their employment. The CIPD professional map helps in describing the behaviors and knowledge of people professionals. The professional map assists the people in the business to building the decision making skills and represent the way that core competences that make addition to their values and direction in order to take effective decisions in any circumstances. The values of the people professionals are directly affecting their work behavior such as respect, integrity and fairness etc.
1.2 Ethical values underpins people professional’s work
The term ethical value is defined as people’s moral compass, directing their behaviors and actions. In every organization it is crucial for the people professionals to have the ethical values because it helps in directing the principles that are framed to serve the well-being of employees over self-interest. The ethical values are underpinning the work of people professionals by creating the culture of trust and transparency. In the business, the practitioners are representing the standards relevant to integrity at the time of advising the business leaders. It is vital for the people professional to adopt the ethical values because it helps in increasing the engagement of employees, eliminate legal consequences, increase customer satisfaction and increase the sustainability and integrity (Brittain et al, 2020). Along with this, it is really essential to understand that ethical values can be implementing in the perspective of people practice. In the business, it is essential for the people professionals to interact and communicate with the employees and other individuals in respectable manner. For example, integrity and accountability are the two important ethical values that are hold by every people professionals and apply in their practice.
Additionally, the integrity value frequently informs ethical decision-making. The organization which demonstrates the integrity is capable to make the effective decisions which positively impact the operation and efficiency. In the organization, the HR professionals who have value of integrity then they assist in retaining high-value customers, enhance productivity, reduce employee turnover and make smart decisions. If the people professionals are applied the integrity in their practices then it helps in creating favorable publicity, enhance growth, managing errors and also help business in gaining the competitive advantage over the competitors (Jha and Singh, 2023). Accountability is another ethical value that is applied by the people professionals in the context of people practice. In every workplace accountability is vital because the people who feel answerable for their actions then they are more likely to put extra efforts to perform their task effectively and efficiently. This ethical value helps in increasing the morale, engagement and trust of employees.
1.3 Significance for people professionals to have a voice and influence others
In every business, it is important for the people professionals to influence others and have a voice. If the people professionals have voice and influence others then it helps in encouraging the coworkers to listen their ideas in order to reach the organizational goals. It is crucial for the HR professionals to influence the others in the business because it helps in promoting the teamwork among the employees which directly impacts the work performance and efficiency. If the people professionals have strong voice then they are competent to influence the employees from which they feel motivate and encourage do perform their work (Klein and Shtudiner, 2021). Moreover, influencing skill of people professionals helps in building the trust and develops the positive working relationships with the employees that ultimately directly impact the productivity and effectiveness.
Along with this, it is vital for the professionals to have active voice because it helps in making active listening on priority, provide feedback for future performance, offer transparency and recognizing as well as rewarding their workforce for sharing their feedback.
a). It is crucial for the people professionals to influence others by providing the well-informed information with evidence and research. The well-informed contribution of the people professionals at the time of influencing others helps in building the trust and developing the strong relationships with the employees. The well-informed contribution assist in validate their perspectives and adds more creditability to the discussion.
b). It is significant for the professionals to influence employees by the clear communication, visual presentation and simple language because it helps in increase the employee engagement, mitigating conflicts, enhance productivity and relations. Clear communication while influencing employees helps in maintaining healthy culture of workplace, enhance direction for them, boots job satisfaction and increase innovation.
c). In every business, it is essential for people professionals to influence others confidently by using several techniques of confidence and engagement. Discussion with confidence helps people professionals in building the trust and allows them to speak with clarity and concisely.
1.4 When and how will raise the unethical concerns
In every organization discrimination is one of the common unethical concerns that are rapidly arising. Being a people professional raise this concern in front of manager because it is crucial to redress this. From the discrimination among the employees they feel discourage and demotivate which ultimately impacts their performance and productivity of the business. Discrimination in the business is unethical business practices and it directly impacts the overall operations (Schoneveld, 2020). Focus will be placed on putting all the efforts to redress this unethical concern because it damages productivity, drain morale of employees which leads to significant cost for organization. In addition, discrimination directly impacts the mental and physical health of the employees and damages the reputation of the business which directly impacts the growth and effectiveness of operation. I will talk about this unethical concern to the manager by mailing. Through this process, I can easily share all the details of unethical issue effectively with more clarity.
Poor working condition is another situation from which the organizations are faces several challenges. As a people professional, I will discuss about this concern to the manager by conducting the meeting with them. It is crucial for the people professional to take the corrective action in order to improve the working condition because it directly impacts employee’s performance and organization’s efficiency. Poor working condition leads to poor productivity, unmotivated workforces and increase the risk of incidents at workplace.
TASK: 2 PROFESSIONAL REVIEWS
2.1 Theories of Inclusive practice
Inclusion and inclusive practice is important in every business because it helps the managers and employers squeeze to make their employees feel and valued. Implementing the inclusive practices is important for the business because it helps in attracting the top talent, encourages innovative culture and inspiring the productivity. Inclusion and inclusive practice is considered as significant part of developing the positive culture of business which help it to achieve the primary goals and objectives. The people professionals put all the efforts to develop the inclusive culture at workplace because it helps in improving the job satisfaction of employee which positively impacts the productivity and efficiency of the business (Qasim and Kharbat, 2020). The workforces who feel safe and comfortable at work are more probable to have effective work-life balance. The people professionals are put all the efforts to create psychologically safe environment at the time of maintaining inclusion to support employee’s wellbeing.
Furthermore, inclusion working environment helps in increase the employee retention. Workers who feel important and valued at place of work then they are more likely to retain with the organization for long period of time. Implementing the inclusive practice is vital for the organization because it helps in attracting the high-skilled applicants. An organization that develops and cultivates inclusion workplace then it helps in attracting the applicants for their open position. Apart from this, the companies are majorly implementing the inclusive and social identity theories that help the organizations and employees to develop the inclusive culture. Inclusive theory is beneficial for both people and business. Inclusive theory facilitate the equal and fair treatment with the people (employees) from which they feel encourage and motivate. Implementation of this theory is valuable for the business because it helps in influencing the people to retain them with long period of time. This theory is beneficial for the business because it helps in increase innovation and creativity as well as boosted the productivity.
Additionally, social identity theory helps the employees to build the strong connection with the customers by treating fairly and equality. From this, the customers feel satisfied and likely to make the repeat purchase. This theory also assist the company in building the brand loyalty which helps in attract more customers, increasing profitability and efficiency by creating inclusive environment (Steffens et al, 2021). According to my opinion, these theories are beneficial for the organization and peoples because it helps in describing the group philanthropy in order ti increase the positive distinctiveness.
2.2 Strategies of designing inclusive initiative or solution
There are several strategies that are implementing by the people professionals to develop a inclusivity into a people practice initiative at the stage of design. Communication is one of the significant strategies that are implementing by the organization to design inclusive solution. The effective communication can directly impacts the workplace inclusivity by changing the casual conversation, communicate with check-ins and create multiple avenues of communication. To design the inclusive initiative, it is crucial for the people professionals to improve the communication. If the people professionals are effectively communicate with their employees then it helps in creating the culture of inclusive where they feel motivated and encouraged (Randrup et al, 2020). Promote the culture of inclusion and diversity is another effective strategy that implemented by the people professionals in order to design inclusive solutions. It is crucial for the organization to design inclusive solution to celebrate and embrace the similarities and differences among the partners, employees and stakeholders.
During designing of inclusive solutions, stakeholders are involved through group discussions, focus groups, interviews and workshops. In addition to this, capturing employee perception and potential pitfalls are regarded as the two significant ways of checking and evaluating after implementing the inclusive solutions. The stakeholders plays crucial role in evaluating the effectiveness of inclusive solutions. The feedback of employee is one of the most useful data sources for checking and evaluating the inclusive practices. Employee feedback assists in increase the perceptibility into employee benefit and sentiment the business in many methods. Employee sentiments is highly significant to advancing inclusion, the exercise of gathering and gathering and acting on it has own issues. The stakeholders plays massive role in easing the inclusive solution effectively by measuring the performance of employee and determine the loopholes. It is crucial for the organization to implement the strategies to develop the incisive practice because it helps in motivate or encourage the employees from which they put all the efforts in order to accomplish the goals and objectives. If the organization has inclusive practice then it helps in improving decision-making, boost innovation and creativity.
2.3 Different approaches for building positive and inclusive working relationships with others
In every organization, it is crucial for the people professionals to implement wide range of approaches in the workplace in order to build the positive and inclusive working relationships with employees. I am doing well in implementing the different approaches to develop the positive and inclusive working relationships. To build the working and inclusive relationships with others I actively seek and listen the different views and opinions of others. From this, the employees feel motivated and encouraged to take the participation in the decision making process and I easily make the effective decisions. I give this opportunity to all the employees from this they feel equality and put all the efforts in order to accomplish the goals and objectives. In addition to this, to build the positive and inclusive working relationships with others, I develop trust and provide support them when they needed. From this approach the employees feel encourage and influence to work which positively impacts the efficiency and performance of the business. If the people professionals have positive and inclusive working relationships with the workforces in the business then they are likely to retain with the company for long period of time (Ashikali, Groeneveld and Kuipers, 2021).
3.1 Role of people professionals is changing or evolving
In the past, the role of people professionals was regarded highly transactional but in current time it has been change or evolve to become more align and strategic with the business goals and objectives. I think, at the present time the generalist or specialist role encompass the several roles that supports the business outcomes and execute the talent strategies rather than focusing individually managing the paperwork’s, managing employee benefits and development of the policies. Yes, the role of generalist and specialist has been changing or evolving in the current times. As an outcome of more diverse workforce and growing technology, the role of specialist change into more reversed position (HR Cloud, 2021). Along with this, these all changes directly impact the CPD of the people professionals because they have to enhance the communication skills, collaborative skills for working together. As I perform the role of generalist in the business, the changes directly impacts my professional development because it helps me in improve my technical skills, communication skills from which I capable to work from home. With the help of all these skills I easily manage my changing role in effective manner.
3.2 Assessment of strengths, weaknesses and development needs
I employ as a generalist role in the business and I have wide range of skills and lot of knowledge from which I am capable to adapt the changing circumstances quickly. I received the feedback from others like employees on my behavior and performance. Receiving the feedback was beneficial for me because with the help of this I know about my strengths, weaknesses and in which areas I will need to make improvement for my future development and growth. I received feedback from others on the basis of my good and excellent performance as well as behavior.
From the feedback, It has been determined that I have wide range of strengths such as multitasking capabilities, providing proper guidance, outside the box of thinking and open to challenges. On the other hand , my weaknesses are I possess lower level of skills from which in spend more time and resources on the directing and training the workforces to work in new positions. It will be crucial for me to develop the various skills and techniques from which I competent to manage basic accountabilities in diverse roles.
3.3 Activities for self-development
From the self-assessment it has been analyzed that it will be crucial for me to develop the several formal and informal activities or techniques in order to support my ongoing professional development as a generalist role. For my self-development I will need to participation in the training courses which are provided by the organization. This activity will be beneficial for me because it helps in learning lot of things regarding my position. This formal activity will be beneficial for the employees in supporting their professional development because it helps in improving the skills and gaining the knowledge from which they are competent to perform all the roles and responsibilities in effective way (Zia et al, 2020). Another informal activity my self-development will be attending the webinars. I select this activity to develop my professional career because it helps me in gaining the knowledge and up skilling. Webinars are regarded as great resources for information and from this I will gain lot of knowledge from industry experts that support my professional development. Apart from this, I will also need to remain in touch with others in my industry so that I become familiar with the most current strategies that help me in promoting my own career.
3.4 Learning activities for self-development
In last 12 months, I undertake three development activities which help me in supporting my professional development. I worked on communication skills by attending the webinars. From this development activity I learned about how to communicate and interact with the peoples in the business. I select this development activity in order to build the inclusive and positive relationships with the employees in company. This learning play significant role in my working because from this the employees feel motivated and encouraged to perform their work which directly impacts the productivity and efficiency. I will apply the learning which is gained to build the effective team by developing the strong relationships with them. In the future, from this learning I will promote a sense of trust and positivity.
I also worked on problem solving skill from which I learned the way of solving the conflicts among the employees in any situation. I select this development activity because it helps me in improve my performance and increase the probability to advancing the senior positions. This development activity massively help me in strategies and priorities the work as well as take the smart risks. I will apply the gained learning in making effective decisions and promoting the creativity. I also work on creativity skill that helps me in support my professional development. From this skill I think out of box and make potential decisions. This learning will play crucial role in improving my work by increasing employee trust and teamwork as well as collaboration (Nardo, Forino and Murino, 2020).
CONCLUSION
It has been summarized that, in every organization it is crucial to have people professionals because they oversee many diverse aspects such as employee engagement, training and development, talent management, employee relation and recruitment. People professionals are perform wide range of activities such as learning and development, health and safety of employees, human resource planning, recruitment and selection as well as performance management. Generally, in every business, the people professional apply integrity and accountability as an ethical values in their practices. It is vital for the professionals to have active voice because it helps in making active listening on priority, provide feedback for future performance, offer transparency and recognizing as well as rewarding their workforce for sharing their feedback. In current times, the role of generalist or specialist are changing or evolving due to diverse culture and new or updated technologies.
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References
Books and journals
Ashikali, T., Groeneveld, S. and Kuipers, B., 2021. The role of inclusive leadership in supporting an inclusive climate in diverse public sector teams. Review of Public Personnel Administration, 41(3), pp.497-519.
Brittain, S., Ibbett, H., de Lange, E., Dorward, L., Hoyte, S., Marino, A., Milner‐Gulland, E.J., Newth, J., Rakotonarivo, S., Veríssimo, D. and Lewis, J., 2020. Ethical considerations when conservation research involves people. Conservation Biology, 34(4), pp.925-933.
Jha, J.K. and Singh, M., 2023. Who cares about ethical practices at workplace? A taxonomy of employees’ unethical conduct from top management perspective. International Journal of Organizational Analysis, 31(2), pp.317-339.
Klein, G. and Shtudiner, Z., 2021. Judging severity of unethical workplace behavior: Attractiveness and gender as status characteristics. BRQ Business Research Quarterly, 24(1), pp.19-33.
Nardo, M., Forino, D. and Murino, T., 2020. The evolution of man–machine interaction: The role of human in Industry 4.0 paradigm. Production & manufacturing research, 8(1), pp.20-34.
Qasim, A. and Kharbat, F.F., 2020. Blockchain technology, business data analytics, and artificial intelligence: Use in the accounting profession and ideas for inclusion into the accounting curriculum. Journal of emerging technologies in accounting, 17(1), pp.107-117.
Randrup, T.B., Buijs, A., Konijnendijk, C.C. and Wild, T., 2020. Moving beyond the nature-based solutions discourse: introducing nature-based thinking. Urban Ecosystems, 23, pp.919-926.
Schoneveld, G.C., 2020. Sustainable business models for inclusive growth: Towards a conceptual foundation of inclusive business. Journal of Cleaner Production, 277, p.124062.
Steffens, N.K., Munt, K.A., van Knippenberg, D., Platow, M.J. and Haslam, S.A., 2021. Advancing the social identity theory of leadership: A meta-analytic review of leader group prototypicality. Organizational Psychology Review, 11(1), pp.35-72.
Vladimirovna, A.N. and Nickolaevna, S.Z., 2021. English language knowledge and skills perfection while training human resources specialists basing on HR professional standard. Азимут научных исследований: педагогика и психология, 10(4 (37)), pp.19-22.
Zia, M.Q., Naveed, M., Bashir, M.A. and Shamsi, A.F., 2020. The interaction of situational factors on individual factors and self-development. European Journal of Training and Development, 44(4/5), pp.509-530.
Online
HR Cloud,2021. How The Role of HR Professionals Is Evolving In A Modern Society. [Online]. Available through :< https://www.hrcloud.com/blog/how-the-role-of-hr-professionals-is-evolving-in-a-modern-society >. Accessed on: 10th January,2024].
