ethical principles’ and how these can inform the way people behave at work. b) ‘professional values’ and how these can inform the way people behave at work. (AC 1.1)

CIPD Level 3 3CO03: Core behaviours for people professionals, Assignment 1, UK

This unit introduces the core behaviours for people professionals, focusing on ethical practice, professional values and professional development. It considers how certain ways of thinking and acting should be universally consistent, even in new and challenging situations, to promote a sense of wellbeing and inclusivity in the organisation.

Task – draft material for a Code of Ethical and Professional Practice

For this assessment you should assume that you work in a people practice team in a medium sized organisation.

The People Practice Director has decided to introduce a ‘Code of Ethical and Professional Practice’ for the team, and they would like everyone to contribute to this.

The People Practice Director has decided to introduce a ‘Code of Ethical and Professional Practice’ for the team, and they would like everyone to contribute to this.

• values and how they impact behaviour
• conforming with legislation
• working inclusively
• being inquisitive about the world of work
• being pro-active in continued professional development (CPD).

To structure your response, they have set five questions (see below), one for each of the five aspects of practice. They have asked that you respond clearly to the questions, including any examples or references that you think will be helpful.

1) Please explain:

a) ‘ethical principles’ and how these can inform the way people behave at work. b) ‘professional values’ and how these can inform the way people behave at work. (AC 1.1)

2) Please give three examples of how you, as a member of the people practice team, conform with the Equality Act 2010 (or any updates), or regulation and law relating to ethics and professional practice in your own country. (AC 1.2)

3) Please summarise different ways people practitioners can demonstrate respectful and inclusive working in relation to:
a) contributing views and opinions
b) clarifying problems or issues
c) working effectively as part of a team (AC 2.1)

4) Please provide three recommendations for how people practice team members can find out about current issues and developments in the world of work and people practice. (AC 2.2)

5) Briefly explain how people practitioners can be proactive in their approach to continued professional development (CPD), using your own approach as an example. (AC 2.3)

Your response to this question should be supported by a copy of your own CPD Record, which must detail:

• at least three development activities you have undertaken within the last two years
• your reflections on what you learned from each activity and how that learning has impacted your professional practice or behaviour.

Present your CPD record as an attachment, either in the form of a formal/structured CPD Record or as pages from the CIPD ‘My CPD Reflections’ tool or another appropriate format as agreed with your centre. (AC 2.3)

Assessment Criteria Evidence Checklist

Task: draft material for Code of Ethical and Professional Practice

1.1 Explain ethical principles and professional values including how these can inform approaches to work.

1.2 Specify ways in which you conform consistently with relevant regulation and law within the context of ethics and professional practice.

2.1 Summarise ways of demonstrating respectful and inclusive working, in relation to:

• contributing your views and opinions
• clarifying problems or issues
• working effectively as part of a team.

2.2 Recommend ways in which you can show inquisitiveness about issues and developments in the people profession and the wider world of work.

2.3 Demonstrate proactive approaches to developing, recording and reflecting on your professional knowledge, skills and experiences.

PD Level 3 3CO03: Core Behaviours for People Professionals is a unit designed to equip learners with an understanding of the essential behaviors required for effective practice in people management and development. This unit is part of the CIPD Level 3 Foundation Certificate in People Practice, focusing on the core behaviors that underpin professional practice in the field.

1. Overview of the Unit

• Purpose: The unit aims to develop an understanding of the behaviors that contribute to personal effectiveness, ethical practice, and professional growth in people management roles.
• Key Focus Areas: Emphasizes ethical principles, professional conduct, continuous learning, and the importance of inclusivity and integrity in professional practice.

2. Core Behaviours for People Professionals

• Ethical Practice:

  • Definition: Understanding and applying ethical principles in all professional interactions and decisions.
  • Importance: Building trust, maintaining professional integrity, and ensuring fairness and justice in people management practices.
  • Application: How to handle conflicts of interest, confidentiality, and situations requiring ethical judgment.

• Professional Courage and Influence:

  • Definition: The ability to take a stand on important issues, even in the face of opposition, and to influence others to act ethically and in the best interest of the organization.
  • Importance: Advocating for ethical practices, promoting fairness, and challenging unethical behaviors.
  • Application: Techniques for building influence, managing difficult conversations, and leading by example.

• Valuing People:

  • Definition: Recognizing the importance of people to the success of the organization and treating them with respect and dignity.
  • Importance: Creating an inclusive environment that values diversity and promotes well-being.
  • Application: Implementing practices that support employee engagement, diversity, and well-being.

• Working Inclusively:

  • Definition: Promoting and fostering an inclusive work environment where all individuals are treated equitably.
  • Importance: Enhancing organizational culture, improving team dynamics, and ensuring equal opportunities.
  • Application: Developing policies and practices that support inclusion, addressing unconscious bias, and ensuring accessibility.

• Commercial Drive:

  • Definition: Understanding the commercial context in which the organization operates and aligning people practices with business objectives.
  • Importance: Ensuring that people management practices contribute to the organization’s financial and strategic goals.
  • Application: Making informed decisions that balance employee needs with business objectives, understanding key business metrics, and contributing to business strategy.

• Passion for Learning:

  • Definition: Commitment to continuous professional development and fostering a learning culture within the organization.
  • Importance: Ensuring that both individuals and the organization remain adaptable and competitive in a changing environment.
  • Application: Identifying learning opportunities, promoting lifelong learning, and supporting the development of others.

• Insights and Analytics:

  • Definition: Using data and evidence to inform decision-making and measure the impact of people management practices.
  • Importance: Enhancing decision-making, demonstrating the value of people practices, and driving continuous improvement.
  • Application: Collecting and analyzing data, using metrics to inform strategy, and reporting on the impact of people practices.

• Situational Decision-Making:

  • Definition: Making informed decisions based on a sound understanding of the situation, context, and potential consequences.
  • Importance: Enhancing problem-solving skills, ensuring decisions are well-informed, and mitigating risks.
  • Application: Applying critical thinking, weighing options, and making decisions that align with ethical standards and organizational goals.

3. Practical Application of Core Behaviours

• Case Studies: Exploring real-life scenarios where these core behaviors are applied, analyzing the outcomes, and reflecting on best practices.
• Role-Playing: Engaging in role-playing exercises to practice ethical decision-making, influencing others, and handling challenging situations.
• Self-Reflection: Encouraging self-assessment and reflection on personal behavior, identifying areas for improvement, and setting professional development goals.

4. Assessment of Core Behaviours

• Assessment Methods: May include written assignments, reflective journals, case study analyses, or practical demonstrations of core behaviors.
• Learning Outcomes: Demonstrating an understanding of the core behaviors, applying them in professional practice, and reflecting on personal growth.

5. Importance of Core Behaviours in Professional Development

• Career Progression: Understanding how these behaviors contribute to career advancement in people management and development roles.
• Building Professional Credibility: How adherence to these behaviors enhances professional reputation and effectiveness.
• Supporting Organizational Success: The role of core behaviors in contributing to a positive organizational culture and achieving business objectives.

Conclusion

• Summary: This unit provides a comprehensive foundation in the essential behaviors required for success in people management and development. It emphasizes ethical practice, inclusivity, continuous learning, and the importance of aligning people practices with organizational goals.
• Future Applications: Learners are encouraged to continue developing these behaviors throughout their careers, recognizing their importance in both personal and organizational success

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