5C003 Assignment Example

5CO03 Professional Behaviours and Valuing People is a unit within the CIPD (Chartered Institute of Personnel and Development) Level 5 qualifications, focusing on the crucial role of people professionals in fostering positive working relationships. It emphasises how applying core professional behaviours, such as ethical practice, courage, and inclusivity, can significantly impact employee voice, wellbeing, and overall organisational performance. The unit explores how people professionals can use their personal and ethical values to create an ethical culture and make decisions that benefit both individuals and the organisation. 

Assessment Questions

1. Understand the purpose and value of the people profession.

AC 1.1 With reference to the CIPD Profession Map, appraise what it means to be a people professional.

People professionals serve as organisational members responsible for supporting employees of the human resources or people management structure to boost performance and promote well-being (Barney, 2023). Organisational values, including fairness, inclusion, and ethical practice, enable people professionals to build positive workplace cultures and successfully integrate people practices with organisational goals.

People professionals’ essential functions include recruitment, talent management, and employee relations. Freedom and inclusivity guide recruitment practices by developing hiring systems that select ideal candidates based on evidence and fairness (CIPD, 2022). Through employee relations practice, they resolve disputes while providing employee support and protecting organisational standards with fair employee treatment and legal compliance (HiPeople, 2024).

The roles are critical in enterprise operations, influencing operational results and worker commitment. An organisation that successfully recruits new personnel achieves alignment with organisational values and workforce qualification, leading to improved productivity and increased employee retention (Khan, 2021). Positive employee relations build trust and create a productive work culture that decreases workforce instability and develops a healthy organisational atmosphere (CIPD, 2023).

The CIPD Profession Map serves as a fundamental base for people professionals through its structured teachings on behaviour and knowledge elements. The core behaviour of “valuing people” requires professionals to show dignity and respect to everyone, which leads to promoting diversity throughout employee recruitment and organisational practices (CIPD, 2023). The “ethical practice” behaviour requires professionals to maintain ethical conduct and decision-making transparency while upholding legal approaches (CIPD, 2024).

Hence, a people professional must implement the professional behaviours required to confirm that their policies follow regulations while establishing an inclusive environment based on fairness principles. A people professional stands beyond administrative work since their expertise and integrity shape workplace experiences toward better work and working lives. The CIPD Profession Map is essential for developing influential, responsible people.

2. Know own personal and ethical values and apply these consistently in their (people practice) work.

AC 1.2 Discuss your personal and ethical values (one of each), with examples of how these are evident in your work. (If you have yet to work in people practice, explore how you believe your values would inform your work.)

The principles that control human conduct, decision-making processes, and social interaction are called personal and ethical values. A people professional requires these values to establish fair treatment, respect, and inclusiveness. My work philosophy is led by respect as a personal value and integrity as an ethical value.

Respect

Respect emerges when someone shows attention toward others through sincere valuing and genuine honour, no matter their individual beliefs and status levels. This practice includes listening actively, respecting diverse ideas, and recognising others’ valuable contributions (Deer, 2023). As part of my behaviour, I ensure employee engagement by hearing every voice within consultation and feedback activities. During my support of new workplace policy implementation, I created a platform for team members across departments to express their insights freely through inclusive dialogue sessions. Organisational trust grows stronger because this method increases team engagement and employee-organisational trust. The practice of respect in professional settings builds teamwork and inclusiveness, which makes employees feel recognised, thus generating higher work commitment (Deer, 2023).

Integrity 

Integrity represents an ethical value that means maintaining honesty and transparency in all actions, specifically during challenging decisions. One must follow ethical principles, which are right even without observation and maintain compliance with professional and ethical guidelines (Perry, 2022). My actions show integrity in people’s practice through the confidential and fair management of sensitive issues like grievances and performance concerns. During conflict investigations at the workplace, I adopt an unbiased method that uses evidence and adheres to established organisational protocols. I keep my communications honest with everyone and stay impartial toward all parties.

My professional values perfectly match the CIPD Profession Map, primarily through fundamental behavioural standards of “valuing people” and “ethical practice.” I maintain a workplace environment based on fairness and trust through my continuous practice of respectful behaviour and integrity.  Professional standards with these values accomplish purposes which create vital relationships that generate favourable results for employees and the organisation (Dates, 2024).

3. Know the importance of people professionals contributing to discussions in an informed, clear and confident way to influence others.

AC 1.3 Discuss reasons why this is important and the consequences of people practitioners not being willing or able to influence others.

The Importance of Influencing Others as a People Professional

Organisational culture formation, better employee experience, and strategic changes depend strongly on people professionals. Receiving a response from colleagues to professional recommendations requires a person to provide informed advice confidently and clearly for them to take action. Through this ability, professionals maintain better decisions in the workplace while keeping people strategies consistent with business goals (CIPD, 2024).

Being Informed

Possessing current, accurate employment law, HR operating procedures, policies, and people data makes up what being informed entails. Professionals who maintain an informed position can support their recommendations with evidence that builds their trustworthiness in others (Wong, 2020). Workforce data and legal guidelines support policy change recommendations regarding absence management, thus granting stakeholders reassurance. Organisational risks increase when professionals receive no information, leading them to give inadequate recommendations, which results in legal or reputational damage to the organisation (Boatman, 2022).

 Being Clear

Communicating complex information through precise communication results in organised, understandable delivery (Martins, 2024). A people professional needs to demonstrate clear communication through all vital reporting methods, including meetings and policy document writing. Implementing a new performance management system becomes more acceptable to managers and employees through clear communication of system goals, advantages, and implementation steps (Siraj & Hágen, 2023). Improper communication leads people to misinterpret messages, thus causing problems with acceptance and comprehension (Lumen Learning, 2019).

 Being Confident

Working people need the confidence to defend their concepts powerfully while maintaining productive responses to opposition. Individuals who show confidence possess a strong presence by demonstrating their faith in the valuable nature of HR initiatives (Alqudah, Carballo-Penela & Ruzo-Sanmartín, 2022). For example, when proposing flexible work policies to senior leaders, demonstrating confidence enables professionals to show them long-term benefits during initial reluctance. When people lack confidence, their beneficial ideas frequently receive no acknowledgement or get ignored.

Impact of Lacking Influence

Professionals failing to influence others properly generates poor decisions, low stakeholder participation, and adverse effects on organisational development (Ajaleen et al., 2023). Strategic contribution by the HR department suffers when others fail to acknowledge the worth of its offerings. Employee morale, organisational success and compliance levels will suffer when people professionals fail to influence others. Through proper information acquisition and honest confidence and clarity, HR professionals prove themselves as trusted advisors and effective change agents to others.

4. Know when and how to raise matters that might be unethical or illegal.  

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

People professionals should address both unethical and illegal concerns that arise at work.

Inside the workplace, people professionals maintain both ethical obligations as well as legal compliance requirements. Every organisation must address unethical and illegal concerns to protect organisational integrity and worker trust and fulfil legal requirements (Hyatt & Gruenglas, 2023). The following section presents my approach to handling one unethical problem and one illegal scenario.

Unethical Matter: Favouritism in Promotions

A manager demonstrates unethical behaviour when they make all promotions recreate themselves through personal ties instead of performance standards. Such behaviour establishes numerous disparities among team members who experience low morale and disengagement. After checking HR data, I will immediately report any observed pattern leading to promotion problems, including inconsistent performance records compared to promotion results.

How I would raise it

My first step is obtaining appropriate documents, including staff performance scores, promotion requirements, and feedback from these staff members (Texas A & M University-Corpus Christi, 2022). I would confidentially present the concerns and relevant information to the HR Director or a senior leader about behaviours violating the core CIPD Profession Map values of inclusivity and fairness (CIPD, 2022). The promotion policy needs analysis with a simultaneous manager training program about making objective promotion decisions. If the director or senior leader failed to act on the case appropriately, I would proceed to a higher authority.

Illegal Matter: Workplace Discrimination

The Equality Act 2010 is violated when a line manager decides or comments on employees with discriminatory intentions based on their gender, race, disability status or any other protected characteristics.  I would respond immediately to confirmed cases and reasonable reports of sexual or other unethical conduct. 

How I would raise it

The first action I would take involves documenting the incident with measures to guarantee employee safety while providing necessary support. The organisation’s grievance and whistleblowing procedures would enable me to move the issue up the chain to senior management and legal personnel. Failure of internal investigations would lead me to file complaints with external entities, including the Employment Tribunal and the Equality and Human Rights Commission (EHRC) (Equality and Human Rights Commission, 2022).

Time-sensitive action, maintaining confidentiality, and exhibiting professionalism remain essential for both cases. Protecting employee rights, organisational integrity, and people’s professional credibility results from addressing unethical and illegal conduct.

5. 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.

AC 2.1 Demonstrate your ability to do this with a written argument, which poses different theoretical perspectives, as well as your own.

Inclusion, value and fairness at work bring dual advantages to humans and businesses.

An organisation that promotes inclusiveness, respects individuals’ values, and administers fair treatment ensures success for human wellness and business operations. Two motivational theories, Maslow’s of Needs and Daniel Pink’s Motivation Theory, demonstrate how value and fairness affect organisations and their team members.

Maslow’s Hierarchy of Needs

The theory from Maslow suggests that an individual needs to progress through physiological basics, safety needs, and love and belonging before reaching the esteem and self-actualisation stages (Cherry, 2024). After employees fulfil their essential workplace needs concerning salary and job protection, they seek experiences of belonging that foster inclusion and opportunities for esteem through valuing and self-actualisation through meaningful growth opportunities.

Human benefits

Employees who participate in the participation process gain self-confidence, emotional well-being and stronger job satisfaction. Employees who receive respect and inclusion become more engaged, motivated and committed (Cherry, 2024).

Business benefits

The workplace environment delivers significant advantages to business through its impact on employee retention and innovations and team cooperative abilities. The workplace environment of safety and appreciation encourages employees to share innovative ideas and maximise performance, positively affecting productivity and organisational success (Hopper, 2024).

Daniel Pink’s theory of motivation

In this motivation theory, Daniel Pink posits that motivation comes from autonomy, mastery and purpose. These are considered the most efficient when people feel trusted, included in decisions, and acknowledged for their strengths (Suvorova, 2023).

Human benefits

When individuals are allowed to operate independently (autonomy), mastery occurs, which encompasses the chance to establish skills, and a meaning for their roles (purpose) is attained. As a result, human benefits accrue. This enhances psychological well-being and intrinsic motivation ((Suvorova, 2023).).

Business benefits

Business advantages encompass employee loyalty, creativity and performance, for example. When individuals feel that their participation is recognised and their development supported, they are more likely to take ownership and go the extra mile for their organisation (Bitesize Learning, 2023). 

6. Know how to design people practice initiatives to be inclusive and how to check inclusivity after an initiative has been implemented.

AC 2.2 Discuss, with examples, how you have, or would, achieve both of these 

Leading the design process and assessment stage of people practice initiatives that promote inclusivity.

People professionals must create objective initiatives and monitor their performance after deployment to establish equal treatment across diverse staff members. Every aspect of inclusivity must receive deliberate planning at the beginning and regular assessment throughout implementation.

Inclusive Design – Examples

Flexible Work Policy

The implementation of a flexible work policy will serve diverse employee needs among working parents as well as disabled workers and those caring for family members. During the planning phase, I would seek guidance from employee resource groups while performing surveys to detect different requirements. Different scenarios need different solutions so organisations can prevent standardisation and boost inclusivity through understanding multiple situations (FirstUp, 2024).

Recruitment and Selection Process:

As part of the recruiting process reform, I would adopt standardised interview formats and anonymous application documents to eliminate unconscious prejudices. Jobs will be advertised through multiple inclusive platforms that reach minority groups while inclusive wording appears in job descriptions. Diverse recruiting measures establish opportunity equality while supporting the hiring process through diversity (Mcconnell, 2023).

The effectiveness of inclusive protocols is checked through two different examination approaches.

Feedback and Pulse Surveys

Implementing our flexible work policy would require me to administer anonymous pulse surveys which evaluate how well the initiative meets different employee requirements. Survey respondents would rate the accessibility and fairness and their satisfaction as part of the new system among demographic representations. Through data evaluation, the policy can be adjusted to ensure practice inclusion while bearing results from analytic insights (Drive Research Team, 2024).

Monitoring Workforce Data

The new employee selection system would be evaluated through diversity metrics after new hires join the company. A tracking system that records applicant and hiring statistics based on gender, age, ethnicity, and disability status provides insights about whether the initiative expands the candidate base (Henderson, 2024). To resolve outstanding barriers, I would reconsider the strategy for removing them.

The embedding of inclusion must start at the planning stages and continue through every stage until review activities post-implementation. People professionals achieve genuine service for all employees through diverse consultations, elimination of bias operations, and outcome monitoring procedures. 

7. Be able to work inclusively with others and build positive working relationships.

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.

An effective people professional relies on inclusive work culture and relationship development.

An effective professional needs to work inclusively and create positive relationships with others. Such behaviours create an environment of collaboration that extends respect and value to every employee. I have developed a more profound comprehension of my support for inclusive working environments by reviewing my experience and colleagues’ feedback.

Self-Reflection

I practice inclusive behaviour by maintaining attention to others’ points of view and respecting multiple angles, then stimulating team involvement when working in groups. For example, I took a proactive approach to engage junior staff members during our team project on onboarding since they typically receive little organisational attention. The initiative gained better outcomes because staff members were given direct input, which led to their suggestions being incorporated into final decisions while raising overall team morale. As part of my practice, I maintained an open disposition for understanding different backgrounds, enabling me to handle situations sensitively and empathetically.

Feedback from a Colleague

During our recent chat, Janet (my colleague) provided her thoughts regarding my interactions with other colleagues since she works as an HR coordinator at our firm. The colleague informed me that I create opportunities for various voices to contribute during group discussions while being accessible to others. The colleague mentioned that I utilise clarifying inquiries to maintain understanding between everyone while permanently working toward peaceful conflict resolution. Resolving contentious team member strife impressed Janet the most because I conducted a professional mediation that led to their shared understanding.

Application and Examples

To create working environments that embrace everyone, I organise communication exchanges that maintain respect and definition while paying no attention to role position or personal background. I seek to involve all team members who generally remain quiet because their input produces wiser and more inclusive choices during group discussions. My approach to interdepartmental work involves investing time to understand how others in various departments manage their priorities and face challenges so that trust and teamwork develop.

8. Understand how the people practitioner role is evolving and the implications this has for your ongoing professional development.

AC 3.1 Demonstrate your understanding of this with a written response and related entries in your CPD Plan.

The Evolving Role of the People Professional and Its Impact on Professional Development

The field of people professionalism undergoes fast development because technology advances alongside changing social views on work structures. The rapid changes in human resources demand new operational methods and skills for people professionals to stay practical and relevant.

Earlier, professionals executed administration and enforced policy enforcement as their primary functions. Contemporary workplaces demand that people professionals fulfil the dual roles of strategic engagement and organisational transformation and role models for inclusion and well-being. The HR profession demands that personnel to combine their technical expertise with psychological abilities, including data analysis competence, emotional intelligence, and ethical problem-solving skills (van Vulpen, 2019).

The fundamental transformation of workplace operations depends heavily on digital advancement. The recruitment process, performance management and learning delivery approaches are drastically transforming through new technology like automation and artificial intelligence (Nawaz et al., 2024). The growth of HR technology requires people professionals to master the software operations of their tools and data analysis abilities to generate strategic decision insights. Watching people analytics patterns helps organisations detect employee turnover or disengagement patterns before taking prevention measures (CIPD, 2025).

Today’s essential part of HR practice is diversity, equity, and inclusion (DEI). Organisations today focus on developing inclusive practices as people understand social justice more. Being a people professional demands continuous development of cultural competencies and skills to establish safety measures that protect all employees from psychological threats (HRbrain, 2024).

Organisational performance management methods now require adjustments because employees work in hybrid and flexible environments. The current landscape requires leaders to improve their abilities in distance communication while enhancing their virtual leadership skills and their whole being strategies for support (Verduyn, 2023).

The CIPD Profession Map identifies ethical practice, valuing people and professional courage and influence as fundamental behaviours for successful adaptation to current developments. The system promotes continuous development by encouraging professionals to assess themselves while pursuing education (CIPD, 2023).

Professional effectiveness requires me to pursue continuous CPD education. The key areas of professional development that interest me involve improving my analytical abilities in data handling, enhancing awareness of current employment law reforms, and visiting training sessions regarding diversity, equity and inclusion. Through this approach, I will maintain my present position standards and prepare myself to tackle upcoming challenges that the profession might present.

The complete description of these learning priorities will appear in my CPD plan and record.

9. Be able to assess (own) strengths, weaknesses and development areas, based on own considerations and feedback from others.

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.

Self-Assessment Against Core Behaviours: Working Inclusively and Ethical Practice

I evaluated two core behaviours from the CIPD Profession Map associate level by analysing working inclusively and ethical practice. To identify my advanced qualities and the areas where I needed more work, I incorporated personal assessment with input from Sarah, a senior HR manager.

Strengths

Working Inclusively

I dedicate myself to hearing different points of view, and I strive to create spaces where people join discussions alongside implementing inclusive decision processes. I maintain team meetings by ensuring quieter members and everyone else will have room to voice their thoughts. The HR manager, Sarah, praised my friendly nature and openness toward people from different backgrounds because it leads to an inclusive organisation.

Ethical Practice

I hold onto my dedication to fair conduct and honest and transparent operations in my professional activities. My choices rely solely on factual evidence, thus reducing all the potential biases I might have. Sarah praised my high standards of ethical conduct during critical situations that demand that sensitive topics be handled, including conflict mediation and employee dispute cases.

Weaknesses

Working Inclusively

My efforts to promote inclusivity hinder me when ensuring distant workers’ complete integration in hybrid work settings, especially when office and home teams collaborate. I need to generate additional structured occasions enabling distant staff members to provide input similarly to onsite colleagues.

Ethical Practice

While I observe ethical standards, I should demonstrate more assertiveness toward dealing with unethical behaviours. 

According to Sarah, I occasionally fail to voice my concerns when I notice small unethical practices during hiring procedures.

Development Areas

Working Inclusively

My goal is to devise workforce engagement methods that revolve around virtual checkpoint meetings and space design to allow all workforces to participate without geographical boundaries.

Ethical Practice

My ethical abilities will develop from completing training sessions about ethical decision-making that foster my willingness to confront unethical workplace practices.

10. Be able to formulate a range of appropriate CPD options to support ongoing learning.

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.

CPD Plan Based on Self-Assessment

Activity	What do I want/need to learn?	What will I do to achieve this?	What resources or support will I need?	What will my success criteria be?	Target dates for review and completion.
Improve Engagement with Remote Workers	My goal is to create effective methods which incorporate remote workers in team dynamics so every team member receives equal participation regardless of geographic separation	The virtual collaboration and leadership course will teach me how to handle distant teams and establish online environments that promote inclusivity. I will watch my colleagues who excel at managing remote teams and obtain their feedback about their strategies.	I require access to the course materials in addition to sufficient time needed to finish the course and advice from seasoned remote team leaders	Success in this project will be demonstrated through my implementation of inclusive practices for remote workers which include scheduled check-ins and equal meeting involvement followed by positive feedback from team members.	July 2025
Ethical Decision-Making Training	I require training on two fronts: developing comfort levels to stop unethical conduct and honing my skills during moral dilemmas.	Professional training on ethical decision-making for HR professionals will provide me with practical tools to address tricky ethical circumstances as well as react to unethical conduct properly.	The workshop access and possible guidance from my HR manager about handling actual ethical challenges in our organization are essential elements for my development.	My success criteria consist of two parts: first demonstrating greater assurance during unethical practice handling as well as displaying assertive actions toward ethical concerns.	October 2025
Enhance Cultural Competence	The development of my cultural competence knowledge and learning methods for diverse team management	I plan to study cultural competence through books and articles while participating in web-based workshops and related sessions on diversity integration for workplaces.	The achievement of my goal requires both access to appropriate learning materials such as books articles and webinars alongside possible group discussions with my colleagues for information exchange about our experiences.	My success criteria consist of implementing inclusion-based strategies which analyse team members’ backgrounds together with an improved capability to handle diverse teams.	December 2025

11. Be able to reflect on and draw conclusions about the effectiveness of development 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.)

Reflection and Development Activities

Date	Activity	What did I do and Why?	What did I learn from this?	How have/will you use this?	Impact of this activity?
April 2024-August 2024	Virtual Collaboration and Leadership Course	The course on virtual leadership and collaboration brought me into its educational program to advance my abilities with remote work teams. Believing that hybrid work models required me to understand the essential need for inclusion and recognition of all employees across both office-based and remote teams.	The training provided me with essential remote team engagement techniques which include choosing collaborative tools and making sure meetings permit equal input and building opportunities for feedback.	As part of my strategy, I conduct routine meetings through video platforms with my distant teams alongside providing digital collaboration resources for dynamic group discussions.	The better engagement rates of remote workers have been one of the major effects that arose from these changes. The implementation of these methods has established a workplace ambiance that treats each staff member as important while maintaining their sense of connection.
September 2024-December 2024	Ethical Decision-Making Workshop	The workshop for ethical decision-making provided me with skill training to build confidence alongside better ethical dilemma-resolution skills. As a people professional my development required this knowledge to deal properly with understated unethical conduct at work.	During the workshop participants gained important tools to confront ethical challenges which included both analytical approaches for situation assessment and professional ways to challenge unprofessional behaviours.	I will use the learned frameworks when handling employee recruitment decisions and addressing work-related problems among staff members.	I am more confident about confronting unethical behavior which enhances my workplace performance through better decision-making as a leader.
January 2025-April 2025	Cultural Competence Training	A training program about cultural competence served to improve my knowledge of diversity together with inclusion principles. To manage employees who come from diverse cultural backgrounds my organization has become more diverse thus requiring better support systems.	This course provided training on cultural sensitivity basics and the approach to build inclusive settings where cultural differences receive proper understanding and respect.	The recruitment methods together with team-building activities have been improved through the addition of culturally inclusive practices.	Through this training, I developed important skills which enable me to build a diverse workplace environment characterized by employee respect and value creation leading to better team performance and success. The activities have strengthened my abilities as a people professional while producing positive effects on my work approach and the organizational environment I support.

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