Explain one ethical principle and one professional value that you consider to be important, and which underpin your behaviour at work (or in your studies). For each of these, provide a real example of HOW they inform your approach to work
3CO03 Core behaviours for people professionals
Learner Assessment Brief
Assessment ID / CIPD_3CO03_23_01
Level 3
Foundation Certificate in
People Practice
Version 1 – Released June 2023 Expires June 2024 Study Centre information only: Last moderation window is September 202
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Centre number:
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Unit code:
3CO03
Unit title:
Core behaviours for people professionals
Assessment ID:
CIPD_3CO03_23_01
Assessment start date:
Assessment submission date:
First resubmission date for centre
marking – if applicable:
Second resubmission date for centre
marking – if applicable:
Declared word count:
This unit introduces the core behaviours for people professionals, focusing on ethical practice to create value. 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.
CIPD’s insight
HR and standards (December 2022)
This factsheet explains what British and International standards in HR are and why they matter. It introduces the British and International HR standards already published or under development and outlines the CIPD involvement in their development. Whether or not organisations have a dedicated HR team, they will at some point need guidance on ethical and effective human resource management practice in areas such as workforce planning, recruitment, inclusion and diversity, learning and development, and human capital reporting. British and International standards provide such guidance. International experts develop them, in collaboration with key stakeholders. These standards advocate responsible people management practices and support the organisations that adopt them to improve their organisational resilience and sustainability. https://www.cipd.co.uk/knowledge/strategy/hr/standards-factsheet
Equality, diversity and inclusion (EDI) in the workplace (November 2022)
Promoting and delivering EDI in the workplace is an essential aspect of good people management. To reap the benefits of EDI, it’s about creating working environments and cultures where every individual can feel safe, a sense of belonging and is empowered to achieve their full
potential. Whilst legal frameworks vary across different countries, in the UK the Equality Act 2010 provides legal protection for nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. However, an effective EDI strategy goes beyond legal compliance and seeks to take an intersectional approach adding value to an organisation, contributing to the wellbeing and equality of outcomes and impact on all employees. This includes: accent, age, caring responsibilities, colour, culture, visible and invisible disability, gender identity and expression, mental health, neurodiversity, physical appearance, political opinion, pregnancy and maternity/paternity and family status and socio-economic circumstances amongst other personal characteristics and experiences. This factsheet explores what workplace equality inclusion and diversity (EDI) means, and how an effective strategy is essential to an organisation’s business objectives. It looks at the rationale for action and outlines steps organisations can take to implement and manage a successful EDI strategy, from recruitment, selection, retention, communication and training to addressing workplace behaviour and evaluating progress. https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet#6428
Ethical practice and the role of people professionals (August 2022)
Scandals involving workplace harassment and poor treatment of workers have highlighted what can happen when ethics aren’t integral to the way organisations operate. With unique access to staff throughout their careers, as well as opportunities to influence an organisation’s strategy and the way it manages its workforce, people professionals are uniquely placed to support embedding
Preparation for the Tasks:
At the start of your assignment, you are encouraged to plan your assessment work with your Assessor and where appropriate agree milestones so that they can help you monitor your progress.
Refer to the indicative content in the unit to guide and support your evidence.
Pay attention to how your evidence is presented.
Make sure that the evidence generated for this assessment remains your own work.
You will also benefit from:
Completing and acting on formative feedback from your Assessor.
Reflecting on your own experiences of learning opportunities and continuing professional development.
Reading the CIPD Insight, Fact Sheets and related online material on these topics.
Task One – Ethical practice review
A key responsibility for all ‘professionals’ is to regularly review and develop our performance at work. This includes reviewing our work and interpersonal behaviours - a particularly important activity for people professionals.
In this task, you as a people professional (working or student), are asked to answer 4 review questions about your work behaviours, with a particular focus on ethics, inclusivity and how you interact with others.
To complete the task, please respond to all four questions below. Your responses should reflect a sound understanding of ethical and inclusive people practice and include a mix of explanation (description/discussion) along with examples, as required by the question.
1) Explain one ethical principle and one professional value that you consider to be important, and which underpin your behaviour at work (or in your studies). For each of these, provide a real example of HOW they inform your approach to work. (AC1.1)
2) Describe, with examples, two ways in which you as a people professional conform (or, in future employment, would conform) with ethics related legislation. (AC1.2)
3) For each of the three contexts (a, b, c) below, describe one example of how you have behaved in a way that was inclusive and respectful to others, and one way in which you could further enhance your behaviour. (AC2.1)
a) contributing your views and opinions
b) clarifying problems or issues
c) working effectively as part of a team
4) Explain why it is important for a people practice professional to stay up-to-date with developments in the world of work and people practice and recommend two methods you have found most effective for this purpose. (AC2.2)
Your evidence must consist of:
A written response, clearly responding to the four questions above. (Approximately 1250 words, refer to CIPD word count policy)
Task Two – Professional Development
This task continues your professional review by requiring you to consider the impact of your chosen CPD activities on your performance and behaviours.
To complete the task, you are asked to provide a record of how you have proactively maintained and upgraded your knowledge and skills over the last 12 months, along with a review of the impact of these activities.
Your record should be presented as an attachment to your assignment, either in the form of a formal/structured CPD Record or as pages from the CIPD ‘My CPD Reflections’ tool. (AC2.3)
Your record(s) must include the following:
§ A description of three CPD activities, undertaken within the last 12 months, that you consider having impacted on your work performance or behaviours.
The three ‘activities’ may be anything that supported your development, for example: planned/formal development activities such as learning events or programmes; unplanned/informal activities such as researching online, watching a video, or reading a book; or work-based activities such as participating in a particular work project or simply putting yourself in a work role or position that you knew would stretch and develop you.
§ And for each of these three activities, a reflection on how they have impacted your work performance or behaviours.
For example: did you gain a greater understanding of, or more knowledge about, something and if so, how has that impacted your behaviour? How are you, or is your performance, different because of the learning undertaken? Was the activity worth doing in terms of its impact on your behaviour or performance? Did the activity make you aware of, or perhaps generate, other development needs? What conclusions did you draw from this for further activities?
Your evidence must consist of:
Your evidence must consist of one
A formal/structured CPD Record, edited to include just the three selected activities OR,
A report (or reports) from the CIPD ‘My CPD Reflections’ tool, covering the three selected activities (please note: CIPD pre-populated question text is excluded from word count).
(Approximately 750 words, refer to CIPD word count policy)
Assessment Criteria Evidence Checklist
You may find the following checklist helpful to make sure that you have included the required evidence to meet the task. This is not a mandatory requirement as long as it is clear in your submission where the assessment criteria have been met.
Task 1 – Professional Review Assessment criteria
Evidenced Y/N
Evidence reference
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.
Task 2 – Professional Development Assessment criteria
Evidenced Y/N
Evidence reference
2.3
Demonstrate proactive approaches to developing, recording and reflecting on your professional knowledge, skills and experiences.
Declaration of Authentication
Declaration by learner
I can confirm that this assessment is all my own work and where I have used materials from other sources, they have been properly acknowledged.
Learner name:
Learner signature:
Date*
*This should be the date on which you submit your assessment
Assessment Criteria marking descriptors.
Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will indicate where the learner sits within the marking band range for each AC
Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors should use the mark descriptor grid as guidance so they can provide comprehensive feedback that is developmental for learners. Please be aware that not all the mark descriptors will be present in every assessment criterion, so assessors must use their discretion in making grading decisions.
The grid below shows the range for each unit assessment result based on total number of marks awarded across all assessment criteria.
To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the assessment criteria.
The overall result achieved will dictate the outcome the learner receives for the unit, provided
NONE of the assessment criteria have been failed or referred.
Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral grades can be used internally by the centre.
Overall mark
Unit result
0 to 9
Fail
10 to 12
Low Pass
13 to 16
Pass
17 to 20
High Pass
Marking Descriptors
Mark
Range
Descriptor
1
Fail
Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC.
Insufficient examples included, where required, to support answers.
Presentation and structure of assignment is not appropriate and does not meet the assessment brief.
2
Low Pass
Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.
Sufficient and acceptable examples included, where required, to support answers.
Required format adopted but some improvement required to the structure and presentation of the assignment.
Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.
3
Pass
Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC.
Includes confident use of examples, where required, to support each answer.
Presentation and structure of assignment is appropriate for the assessment brief.
Answers are clear and well expressed.
4
High Pass
Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate).
Includes strong examples that illustrate the point being made, that link and support the answer well.
Answers are applied to the case organisation or an alternative organisation.
Answers are clear, concise and well argued, directly respond to what has been asked.
The presentation of the assignment is well structured, coherent and focusses on the need of the questions.
Includes clear evidence of the use of references to wider reading to help inform answer.
Marking grid and feedback for learner
Unit 3CO03: Assessor Feedback to Learner
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TASK 1
AC
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Assessment Criteria
Mark
1-4
1.1
Explain ethical principles and professional values including how these can inform approaches to work.
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1.2
Specify ways in which you conform consistently with relevant
regulation and law within the context of ethics and professional practice.
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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
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2.2
Recommend ways in which you can show inquisitiveness about issues and developments in the people profession and the wider
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TASK 2
AC
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1-4
2.3
Demonstrate proactive approaches to developing, recording and
reflecting on your professional knowledge, skills and experience.
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Example Answer
Task One – Ethical Practice Review 1) Explain one ethical principle and one professional value that you consider to be important, and which underpin your behaviour at work (or in your studies). For each of these, provide a real example of HOW they inform your approach to work.
Ethical Principle: Integrity
Integrity is an ethical principle that involves honesty and adherence to moral and ethical standards. It requires that professionals act consistently with their values and principles, even when faced with challenges or temptations.
Example:
In my current role as an HR assistant, I faced a situation where a colleague asked me to alter some data in a report to make their performance look better than it actually was. Upholding the principle of integrity, I refused to make any changes and instead reported the request to my manager. I explained that altering the data would compromise the accuracy of our reports and could have long-term repercussions for the company’s credibility. By adhering to the principle of integrity, I ensured that our work remained honest and transparent.
Professional Value: Respect for Others
Respect for others is a fundamental professional value that involves recognising the worth of every individual, valuing their opinions, and treating them with dignity. It fosters a positive working environment and encourages effective collaboration.
Example:
In a recent team project, I made sure to actively listen to all team members` suggestions and opinions during our meetings, even when they differed from my own. By acknowledging and valuing their contributions, I was able to create an inclusive environment where everyone felt their input was valued. This approach led to a more comprehensive and well-rounded project outcome, demonstrating the positive impact of respecting others` viewpoints.
2) Describe, with examples, two ways in which you as a people professional conform (or, in future employment, would conform) with ethics related legislation.
1. Compliance with Data Protection Laws
Example:
In my current position, I ensure compliance with the General Data Protection Regulation (GDPR) by safeguarding employee data. This includes implementing secure storage practices, limiting access to authorised personnel, and ensuring that personal data is only used for the purposes for which it was collected. I regularly review our data protection policies and provide training to colleagues to ensure they understand their responsibilities under GDPR.
2. Adherence to Equality and Diversity Legislation
Example:
To comply with the Equality Act 2010, I make sure that our recruitment processes are fair and unbiased. This involves using standardised job descriptions and interview questions, and implementing anonymised application forms to prevent unconscious bias. I also actively promote diversity in the workplace by supporting initiatives and training programmes that address equality and inclusivity.
3) For each of the three contexts (a, b, c) below, describe one example of how you have behaved in a way that was inclusive and respectful to others, and one way in which you could further enhance your behaviour.
a) Contributing Your Views and Opinions
Example of Inclusive Behaviour:
During team meetings, I ensure that I actively encourage quieter team members to share their ideas and perspectives. For instance, in a recent brainstorming session, I specifically asked for input from those who had not yet spoken, fostering a more inclusive discussion.
Enhancement:
To further enhance this behaviour, I could implement a structured approach to ensure that every team member has the opportunity to contribute, such as using a round-robin technique or setting up regular one-on-one feedback sessions to ensure all voices are heard.
b) Clarifying Problems or Issues
Example of Inclusive Behaviour:
When addressing a conflict between team members, I made sure to facilitate a discussion where everyone involved had the opportunity to express their concerns and perspectives. This approach ensured that all viewpoints were considered before finding a resolution.
Enhancement:
To improve this further, I could develop and implement a clear conflict resolution framework that includes steps for ensuring that all parties are heard and that the resolution process is fair and transparent.
c) Working Effectively as Part of a Team
Example of Inclusive Behaviour:
I regularly acknowledge and celebrate the diverse skills and contributions of my team members. For instance, during a project, I recognised each member’s unique strengths and made sure to assign tasks that leveraged their individual expertise, fostering a sense of value and teamwork.
Enhancement:
To enhance this behaviour, I could implement team-building activities designed to strengthen relationships and understanding among team members, promoting better collaboration and cohesion.
4) Explain why it is important for a people practice professional to stay up-to-date with developments in the world of work and people practice and recommend two methods you have found most effective for this purpose.
Importance of Staying Up-to-Date:
Staying current with developments in the world of work and people practice is crucial for several reasons:
Regulatory Compliance: Keeping abreast of changes in employment laws and regulations ensures that HR practices remain compliant, avoiding legal issues and penalties.Best Practices: Understanding new trends and best practices allows HR professionals to implement effective strategies that enhance employee engagement, productivity, and organisational success.Adaptability: The business environment is constantly evolving. Being informed about emerging trends and technologies helps HR professionals adapt and address new challenges effectively.
Recommended Methods:
Continuous Professional Development (CPD) Courses:
Participating in CPD courses offers structured learning opportunities to stay updated with the latest knowledge and skills in HR. For example, I regularly attend webinars and workshops hosted by professional HR bodies, such as the CIPD, which provide insights into new HR practices and legal updates.
Professional Journals and Online Resources:
Subscribing to professional journals and regularly reviewing online resources helps keep me informed about industry trends, research findings, and practical case studies. Journals like the "HR Magazine" and platforms such as the CIPD website offer valuable updates and articles relevant to the HR field.
Task Two – Professional Development CPD Activity 1: Attending a Webinar on Diversity and Inclusion
Description:
I attended a webinar on advancing diversity and inclusion in the workplace, which covered current best practices and emerging trends.
Reflection:
The webinar provided me with a deeper understanding of inclusive recruitment strategies and unconscious bias. I implemented several new practices in my role, such as revising job descriptions to use inclusive language and facilitating training sessions on unconscious bias for my team. This has led to more diverse recruitment outcomes and a more inclusive workplace culture.
CPD Activity 2: Completing a Certificate in Employment Law
Description:
I completed a certificate course in Employment Law, which covered key legal principles and their application in the workplace.
Reflection:
This course enhanced my knowledge of employment laws and regulations, allowing me to better advise colleagues and management on compliance issues. I am now more confident in handling legal matters and can ensure our policies and practices align with current legal requirements.
CPD Activity 3: Participating in a Cross-Functional Project
Description:
I participated in a cross-functional project aimed at improving employee engagement through a new performance management system.
Reflection:
Working on this project allowed me to apply HR theories in a practical setting and collaborate with colleagues from different departments. It improved my project management skills and provided insights into how different functions within the organisation can work together to achieve common goals. This experience has improved my ability to manage complex projects and foster inter-departmental collaboration.
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