Professional Behaviours and Valuing People 5CO03 GUIDE

This comprehensive 5CO03 CIPD Assignment Help guide aims to aid the CIPD learner in appropriately tackling 5CO03 professional behaviours and valuing people, tasks 1 and 2. Reading through this guide will instill thought-provoking insights into you, which will come in handy when answering different (ACs), saving you time and resources!

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5CO03 Assignment Guide

TASK ONE –PROFESSIONAL AND ETHICAL BEHAVIOURS

(AC1.1) With reference to typical activities and behaviors, appraise what it means to be a ‘people professional’.

Appraise:  To assess and estimate the worth, value, quality, and performance. Consider carefully to form an opinion.

• Give a confident definition (the definition can come from a dictionary)
• Then go ahead to explain what it means to be a people professional, including definition and personal values (for example, fairness, honesty, inclusivity, or the concept of professional integrity. To explain the concept of a people professional you must be referencing the CIPD’s HR Profession Map. You must be explaining what this tells us about the specific role of the people professional.
• Give a confident application of real examples, such as own role, wider reading insights and the CIPD profession map in terms of professional and personal values.
• Ensure presentation and layout are of a high professional standard.

(AC 1.2) Discuss your personal and ethical values (one of each), with examples of how these are evident in your work.

Discuss: To talk or write about a subject, while providing your ideas and opinions on the subject matter. Investigate or examine by argument and debate, giving reasons for and against

• You should note that this question has two parts that require an answer. First you are expected to discuss how personal and ethical values underpin the work of people professionals. This part you need to talk generally by giving a definition of personal values and ethical values and how they influence individuals in the field of people professionals. Under ethical values you may boost your answer by referencing the CIPD profession map and the core behaviour ‘ethical practice’
• On the second part of the question proceed to give ONE specific example of each – personal/ ethical values and explain how you apply them to your practice showing how the impact or could impact your work as a people professional.
• Your answer and examples should show the recognition of how these values and beliefs shape ways of working and work relationships -and impact of this for your colleagues.
• Check your answer to see that it demonstrates the understanding of your own personal values and using these as a framework for behaviour and practice. Knowing how personal values integrate (or not) with organisational and/or professional values and if/how differences can be reconciled.

(AC 1.3) PP must know the importance of people professionals contributing to discussions in an informed, clear and confident way to influence others. Discuss reasons why this is important and the consequences of people practitioners not being willing or able to influence others.

Discuss: To talk or write about a subject, while providing your ideas and opinions on the subject matter. Investigate or examine by argument and debate, giving reasons for and against

This question should be answered in three parts for maximum points.

• Start off by explaining at least two reasons why it is important for people professionals to influence others. Ensure that your answer confidently elaborates the need for people professionals to contribute confidently and courageously to discussions to inform and influence others.
• In the second part of this question you need to discuss the consequences of people practitioners not being able to influence others. In this part think about people professionals knowing when and how to speak up and contribute expert opinion and information so that the HR/L&D/OD purpose is clearly represented and can be effectively fulfilled. Imagine what would happen if people professionals did not know when to speak up or lacked the understanding of how to bring forth ideas and contribute expert opinions. Think about what would happen if their communication was not informed or clear what consequences would be experienced? Examples would come in handy in this part to show proper understanding of the concept. Examples could include being courageous in speaking up, ensuring key processes are followed or improving practices in HR, L&D and OD.
• In the third part, go ahead and explain some techniques the people professionals use to ensure that their communication is clear, informed and engaging for example: gaining attention; using volume, tone, and pace; summarising and checking understanding. Using listening skills and questioning to understand different viewpoints and clarify questions. Making an evidence-based argument; using facts and data to support contributions. Using examples to illustrate key points and enhance engagement. Recognising context and adapting content to suit the audience
• Confident explanation of a contextual example where you have contributed confidently to discussions and ways of doing this that are informed; clear and engaging
• Give confident reference to application of good people practices Include evidence of the use of wider reading references to support approaches and analysis.

(AC 1.4) Discuss, with examples, when and how you would react to both unethical and illegal matters (one of each). 

Discuss: To talk or write about a subject, while providing your ideas and opinions on the subject matter. Investigate or examine by argument and debate, giving reasons for and against

Again this question has two parts

• For the first part you are expected to explain two scenarios when you would raise concerns. The question specifically requires two separate examples. One when when something unethical comes to your attention and the other when something illegal (breaks the law) comes to your attention.
• In your example consider Unethical matters in relation to organisational policies and practices, organisational leadership style, personal relationships, conflict style. An illegal issues in relation to laws that protect issues such as discrimination, harassment, or unfair dismissal processes. Your answer must demonstrate a confident explanation of when you have or when you could raise concerns regarding conflicts with ethical values or legislation.
• The second part of the question expects you to discuss HOW you would raise concerns in such situations. These explanations must be separate in relation to each example above.
• A good response would discuss how you would recognize an issue which conflicts with ethical values and legislation. Then discuss the process you would follow and make links to relevant legislation.
• Give confident references to organisational policies or leadership approaches such as Whistleblowing, CIPD values and Code of Conduct, high-profile examples as well as references to key legislation such as The Equality Act 2010 or Employment Rights Act 1996.
• Make sure to discuss potential consequences of not dealing with such matters.
• Include evidence of the use of wider reading references to underpin approaches and analysis.

(AC 2.1) Be able to make use of related theory and thinking, to argue the human and business benefits of people feeling included, valued, and fairly treated at work. Demonstrate your ability to do this with a written argument, which poses different theoretical perspectives, as well as your own.

• Give a confident and robust argument for ethical people practice underpinned with supporting theory.
• You may approach the question by providing relevant arguments on the business and human benefits of people at work feeling included, valued, and fairly treated. for example job satisfaction, reduced dispute and conflict, corporate reputation; enhanced worker wellbeing, increased retention and reduced turnover rates, reduced sickness, increased efficiency and effectiveness of work.
• Substantiate your arguments with relevant theories g. what does Pink say about motivation and reward? How does this support your argument? or What does Maslow argue about the need to feel included and valued and how does this motivate one? What are the benefits of such motivation to the people and the organisation.

Relevant theory: theorists and thinkers, for example Maslow, McLelland, Daniel Pink, David Rock; concepts of ‘worker engagement’ and ‘worker wellbeing’.

• Conclude the discussion with your own opinion/ summary of these benefits.
• Includes evidence, in the form of wider reading references, to support your argument, such as the CIPD Insight report.

(AC 2.2) Know how to design people practice initiatives to be inclusive and how to check inclusivity after an initiative has been implemented. Discuss, with examples, how you have, or would, achieve both of these.

Discuss: To talk or write about a subject, while providing your ideas and opinions on the subject matter. Investigate or examine by argument and debate, giving reasons for and against

• You have two parts to answer in this question. You need to give two separate examples for each point:
• First discuss how an INCLUSIVE people practice is designed. This requires an explanation of ways in which stakeholders can be included in designing people practices. An example of how you would design an inclusive people practice should be provided and not just a general discussion. Offer a confident discussion of two strategies for building inclusivity in the designing stage such as enabling others to have a voice when designing and delivering solutions which impact them. Strategies for engaging with others in the design of people practice initiatives, for example; discussions, email and documentary exchanges, research or consultation activities.
• Stakeholders in this case include those directly impacted by the solution, those with relative insights or contributions to offer, partners in joint working, those with authority or responsibility in the area concerned.
• Discuss how inclusivity can be checked after an initiative has been implemented. This requires an explanation of how stakeholders can be included in evaluating the effectiveness of an inclusive solution. Here attempt to discuss two strategies for checking the inclusivity of people practices: for example, informal or formal feedback; consultation re the extent to which the practice reaches and embraces different agendas and needs.

5CO03 Assignment Help

TASK TWO – PROFESSIONAL REVIEW

(AC 2.3) Using a combination of your own reflections and feedback from at least one other person, discuss your ability to work inclusively and positively with others. 

There is no requirement to include evidence of the use of references to wider reading for AC 2.3

Reflect: To consciously contemplate, appraise or give balanced consideration to an action or issue. Review work undertaken in order to compare and contrast solutions and identify improvements for future tasks.

• Use your own reflection and Seek feedback from at least ONE other person. There must be attached evidence for feedback from another person in the appendix section. Could be in a form of an email, audio etc.
• For this AC you are expected to reflect on your work as a people professional and discuss your ability to work inclusively and work positively with others. Look at the CIPD professional map on Working Inclusively Standards and consider approaches, for example valuing people as individuals and recognising the value and benefits of diversity; actively seeking and listening to diverse views and opinions; building trust and providing appropriate support when needed; finding opportunities to collaborate with wider colleagues; sharing knowledge and expertise to solve problems.
• Think about how much you have managed to apply these approaches as a people professional and offer these examples. Also elaborate if at all there are areas you feel you may need to make improvement on based on your own reflection or feedback from others.
• Use strong examples to demonstrate your own approach to working inclusively and building positive working relationships with others.

(AC 3.1) Explore how the role of a people professional (specialist or generalist) is evolving and the implications this has for your CPD.

Explore: To find out about something.

• You must explore ways in which people professionals are evolving (Emerging knowledge and skills required) for example business acumen, technology savvy, specialist expertise, work skills, collaborative working skills, remote working/working from home, self-management, communication skills. You can talk about the evolution of any generalist or specialist role (or your own role).
• Go ahead and explain how these changes may impact your own CPD development as a people professional. Then, add entries to your CPD plan to explain how you would continue your professional development in line with these evolving changes.

(AC 3.2) Using a combination of your own conclusions and feedback from at least one other person, assess yourself against a specification of your choice (such as a role/job description or any two of the core behaviour areas of the CIPD Profession Map (associate level). Briefly explain the outcome of your assessment (strengths, weaknesses and development areas) and the information that informed your conclusions. (AC 3.2)

There is no requirement to include evidence of the use of references to wider reading for AC 3.2

Explain: To make something clear to someone else, and to give a reason for something that will enable them to understand better.

• Before your start writing the answer, you need to: assess yourself and draw conclusions. AND  seek feedback from atleast one other person. On TWO core behaviours of the CIPD Profession Map at Associate Level.
• Then based on this self-assessment and feedback, discuss the INFORMATION that helped you in coming up with your Strengths, weaknesses and development needs. For instance you understand that you have a strength for passion in learning how did you come to this conclusions? What is your weakness and what are your development needs based on the feedback received and your self-assessment?
• Write this in sufficient detail with descriptions. It is not a short bullet list.

 (AC 3.3) Following on from your self-assessment, identify a range of formal or informal development activities and add these to your CPD Plan/ document. Provide a brief explanation as to why you have selected these activities.

There is no requirement to include evidence of the use of references to wider reading for AC 3.3

Describe: To give a clear, detailed and straightforward description that includes all the main points, which are then linked together logically.

• After coming up with a development need for your area of weakness you should identify what you can do to improve in your area of need. For instance of you identified that your communication skills need further development, then a development activity could be attending a communication in leadership seminar or reading books or both.
• You must give an explanation why these are the best activities to help you in your development
• Remember to add entries to your CPD plan to explain how you would continue your professional development in line with these evolving changes.
• You need to choose three activities/ techniques for self-development. These can be formal, informal or a combination of both.
• For each technique/ activity chosen, you need to briefly describe the activity and ive reason for selecting the specific activities.

(AC 3.4) Reflect on three development activities, already undertaken, that have had an impact on your work behaviour or performance, explaining how they have impacted you. (Your reflections should be presented within your CPD Record document.)

There is no requirement to include evidence of the use of references to wider reading for AC 3.4

Reflect: To consciously contemplate, appraise or give balanced consideration to an action or issue. Review work undertaken in order to compare and contrast solutions and identify improvements for future tasks.

• You MUST provide some good reflections of activities that you have undertaken in the last 12 months, which you consider to have impacted your behaviour and performance as a people professional, explaining the impact.
• Choose THREE development activities and for each one, reflect on: – What you learned and why you chose it? How this learning has impacted your work, behaviours or performance? How will you use/ apply the learning gained? – What future learning need has emerged or been highlighted?
• The activities could be formal, or informal. I.e making a presentation at work, taking a short course, reading a book, attending a seminar or webinar, reading a news article, subscribing to a journal, taking on a wellness journey.
• Concept and theory of reflective practice, outputs of reflection (for example, records, plans), evaluating/measuring behaviour changes, evaluating/measuring performance changes, checking changes are positive and meet intended outcomes, impact on own performance and behaviour.
• A little further discussion of any future development based on these activities will further support your response.
• Include a CPD Record of the activities in an appendix section in your document (click here to download our free CPD record template)

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