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5CO03 Professional behaviours and valuing people

The unit 5CO03 Professional Behaviours and Valuing People is designed to enhance the understanding of professional and ethical behaviours within the domain of people practice. This unit explores the significance of ethical values, inclusive working strategies, and the continuous professional development necessary for people professionals. The focus is on developing the skills and knowledge required to influence workplace culture positively, ensuring fair and equitable treatment of employees, and driving organisational success through inclusive people practices.

This unit holds great relevance for HR professionals, aspiring leaders, and managers aiming to strengthen their capabilities in ethical decision-making, effective communication, and professional conduct. By undertaking this unit, learners gain a comprehensive insight into the principles of people management and the significance of continuous learning to adapt to evolving workplace challenges.

The key learning objectives include developing an understanding of ethical values in people practice, implementing inclusive people strategies, and fostering professional growth through continuous learning. Learners will be equipped with the skills to handle ethical dilemmas, contribute effectively to workplace discussions, and create a culture of fairness and inclusivity within organisations.

Unit Objectives

The main objectives of learning CIPD Unit 5CO03 Professional Behaviours and Valuing People are as follows:

• To enable learners to exhibit ethical and professional behaviours within the context of people practice.
• To develop an understanding of inclusive strategies for building positive workplace relationships.
• To encourage continuous professional development, ensuring career growth and effective leadership in people management.

Learning Outcomes

The significant learning outcomes of CIPD Unit 5CO03 Professional Behaviours and Valuing People are outlined below:

LO1: Be able to demonstrate professional and ethical behaviours, in the context of people practice.

This learning outcome focuses on the importance of ethical values and professionalism in people management. Learners will explore how ethical considerations shape workplace decision-making, ensuring integrity and compliance with legal and organisational standards.

LO2: Be able to champion inclusive and collaborative strategies for building positive working relationships.

This outcome examines the role of people professionals in fostering an inclusive and supportive work environment. Learners will analyse the human and business benefits of fairness and equity in the workplace while reflecting on their approaches to inclusivity.

LO3: Be able to demonstrate personal commitment to learning, professional development, and performance improvement.

This outcome highlights the necessity of continuous professional development (CPD) for people professionals. Learners will assess their strengths and weaknesses, develop CPD strategies, and evaluate the impact of their learning journey on their professional growth.

Assessment Criteria

LO1: Be able to demonstrate professional and ethical behaviours in the context of people practice.

1.1 Appraise what it means to be a people professional.

Being a people professional entails a commitment to ethical conduct, continuous learning, and the ability to influence workplace culture positively. It requires adherence to the CIPD Profession Map, which outlines core values such as integrity, inclusivity, and professionalism. A people professional is responsible for fostering a high-performance culture, ensuring compliance with employment laws, and supporting employees` well-being and development.

1.2 Recognise how personal and ethical values can be applied in the context of people practice.

Personal and ethical values, such as honesty, fairness, and respect, are essential in people practice. These values guide HR professionals in decision-making, policy creation, and conflict resolution. Applying ethical values involves treating employees with dignity, ensuring transparency in communications, and upholding organisational integrity. Adhering to ethical standards enhances trust, reduces risks, and promotes a positive workplace culture.

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

People professionals must communicate effectively, presenting data-driven insights and industry best practices to influence decision-makers. Clear and confident contributions can shape policies, advocate for diversity and inclusion, and drive organisational change. Using evidence-based approaches and aligning discussions with business objectives ensures credibility and impact.

1.4 Recognise when and how you would raise matters that conflict with ethical values or legislation.

Recognising ethical conflicts involves staying informed about employment laws and company policies. Raising concerns should be done through appropriate channels, such as whistleblowing mechanisms, HR reporting systems, or direct engagement with leadership. Addressing unethical practices promptly mitigates legal risks, maintains organisational integrity, and fosters a culture of accountability.

LO2: Be able to champion inclusive and collaborative strategies for building positive working relationships.

2.1 Argue the human and business benefits of people feeling included, valued, and fairly treated at work, linking to related theory.

Inclusivity in the workplace leads to higher employee engagement, improved retention rates, and enhanced creativity. Theories such as Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory highlight the importance of psychological safety and motivation in ensuring productivity. Businesses that prioritise inclusion benefit from stronger employer branding, reduced turnover costs, and increased innovation.

2.2 Discuss strategies for designing and ensuring inclusive people practices.

Inclusive people practices involve developing equitable recruitment strategies, implementing bias-free performance evaluations, and fostering a culture of respect. Strategies include:

• Providing diversity training
• Establishing mentorship programs
• Encouraging employee resource groups
• Implementing flexible work arrangements Ensuring inclusivity requires leadership commitment, clear policies, and ongoing assessment of workplace dynamics.

2.3 Reflect on your own approach to working inclusively and building positive working relationships with others.

Self-reflection involves evaluating personal biases, communication styles, and collaborative efforts. Practicing active listening, seeking diverse perspectives, and engaging in constructive conflict resolution contribute to a positive work environment. Regular feedback and professional development help enhance inclusivity in interpersonal interactions.

LO3: Be able to demonstrate personal commitment to learning, professional development, and performance improvement.

3.1 Explore how the role of a people professional is evolving and the implications this has for continuing professional development.

The HR profession is evolving due to digital transformation, changing workforce demographics, and evolving employment laws. Professionals must continuously update their skills in areas such as HR analytics, remote work management, and diversity, equity, and inclusion (DEI). Staying updated through certifications, industry research, and networking is crucial for professional growth.

3.2 Assess your strengths, weaknesses, and development areas based on self-assessment and feedback from others.

Self-assessment tools such as SWOT analysis and 360-degree feedback help identify strengths and areas for improvement. Strengths may include communication and strategic thinking, while weaknesses could involve resistance to change or gaps in technical HR knowledge. Regular feedback from peers and mentors aids in setting realistic development goals.

3.3 Formulate a range of formal and/or informal continuing professional development (CPD) activities to support your learning journey.

CPD activities include attending workshops, enrolling in online courses, participating in HR conferences, and joining professional networks. Informal CPD may involve reading industry reports, engaging in peer discussions, and seeking mentorship. A structured CPD plan ensures continuous learning and career progression.

3.4 Reflect on the impact of your continuing professional development activities on your behaviour and performance.

Reflecting on CPD activities involves assessing improvements in decision-making, leadership skills, and professional credibility. Enhanced knowledge in employment law, talent management, and employee relations leads to more effective HR strategies. Regular self-evaluation and adapting learning approaches ensure sustained professional growth and contribution to organisational success.

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