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5CO03 Professional behaviours and valuing people Assignment Answers
Our 5CO03 Professional behaviours and valuing people assignment answers will provide you with the guidance you need to complete your CIPD 5CO03 unit assignment accurately and concisely. These assignment answers offer a clear direction on what to do when completing you 5CO03 unit assignment thus enhancing your learning experience and a chance of passing the unit. With clear, well-structured responses to each criterion, this resource is designed to enhance your comprehension and equip you with the confidence to tackle your assignments effectively. Access our 5CO03 Professional behaviours and valuing people assignment answers today and save yourself from long and stressful all-nighters that only end with frustration.
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5CO03 Task: Questions
5CO03 Assignment Answers,knowledge and understanding will be assessed through written responses to the following questions:
5CO03 Task One: Professional and ethical behaviours
(AC 1.1) With reference to typical activities and behaviours, appraise what it means to be a ‘people professional’.
Professionals are highly competent and informed people who have received special training to carry out a specific task (professional, n.d). The most valuable asset of an organisation, according to the CIPD, is its workforce; therefore, the employment of people-practice specialists is essential. The profession creates sustainable business outcomes that are beneficial to all stakeholders through understanding, communicating, and harnessing the value of an organisation’s personnel (CIPD, 2022). People professionals are well-positioned to lead change, manage complexity, and navigate ambiguity in a rapidly changing world. The Profession Map sets the global standard for the people’s profession. HR professionals use it to help them make better decisions, perform at their best, act with conviction, promote organisational transformation, and advance their careers (CIPD| Explore the Profession Map, 2022).
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The CIPD HR Profession Map provides a comprehensive framework for defining the contribution of a people professional. It identifies important behaviors, knowledge, and abilities required at various degrees of expertise. For example, at the Core level, it emphasizes building trust and harmonizing interpersonal connections. At the Advanced level, emphasis is placed on influencing all departments and shaping organisational culture. In my role, I have used the HR Profession Map insights to improve strategic contribution. I have made a substantial contribution to organisational success by merging my activities into the key areas of Organisation Design and Development, Employee Engagement, and Employee Relations, as shown on the map. Being a people professional entails being a transformative leader capable of adding value and making an impact at work. To become an Impactful people practitioner, one must have a thorough understanding of change, workplace difficulties, and people. Being able to apply specific behaviors and points of view regardless of the situation is critical for people professionals, such as courage, fairness, and inclusion. A people professional should be trustworthy and honest, putting quality job ahead of personal gain. Finally, professional membership in regulatory organisations such as the CIPD is an important factor that helps people managers stand out as “real professionals” (CIPD, 2022). Unlike non-professionals, members of professional regulatory bodies have consented to being held accountable for their behaviour.
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(AC 1.2) Discuss how ethical values underpin the work of a people professional, including two examples of how ethical values might be applied in a people practice context.
(AC 1.3) Consider the importance of people professionals being able to influence others and ensure that the ‘people practice voice’ is heard in an organization through informed, clear and confident communication.
(AC 1.4) For each of the situations below (a & b), provide an example of an issue that would cause you to raise the matter to a manager (or other authority) and describe how you would do this. a) where you consider something to be unethical (whether or not it is illegal); b) where you believe something contravenes legislation.
(AC 2.1) Discuss two theories or models relating to the human and business benefits of people at work feeling included, valued, and fairly treated, concluding your discussion with a summary of your own view of these benefits.
(AC 2.2) Discuss two ways in which a people professional can build inclusivity into a people practice initiative at the design stage and two ways of checking inclusivity after a people practice initiative is implemented.
5CO03Task Two: Professional Review
(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 (specialist or generalist) is evolving and the implications this has for your CPD.
(AC 3.2) With reference to your responses for Q1 & Q2 and feedback on your behaviours and performance obtained from (at least) one other person, assess your current strengths, weaknesses, and development needs. Your response should include an explanation of the feedback received and how it has informed your self-assessment.
(AC 3.3) In follow-up to your self-assessment, identify a range of formal or informal development activities you will undertake to support your ongoing professional development. Your response should include a brief description of your chosen activities and your reasons for selecting them.
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