Table of Contents Task One – Conference Presentation on Ethical Practice in

Table of Contents
Task One – Conference Presentation on Ethical Practice in Business 4
Briefing Document (Handout). 15
Task Two – CPD Portfolio 19
Activity 1 – The Context of Professional Development (AC 3.1) 19
How the role of a people professional is changing 19
What impact are these changes having on our CPD 19
What are the key characteristics of a good practice CPD 19
Activity 2 – Self Assessment (AC 3.2 and 3.3) 19
Self-assessment and Setting Personal Objectives (AC 3.2 and 3.3) 19
Activity 3 – Reflective Practice (AC 1.4 and 2.4) 20
Activity 4 – Assessing the Impact of your Learning and CPD (AC 3.4) 21
References and Bibliography 22
Appendix 1 – Self Assessment against Profession Map Standard 23
Appendix 2 – Feedback from other sources 24
Appendix 3 – Professional Development Plan 26
Appendix 4 – CPD Reflection Record 28
Task One – Conference Presentation on Ethical Practice in Business
Image1:1 Ethical Values. Retrieved from: https://www.scu.edu/mobi/resources–tools/blog-posts/ethics-in-life-and-business/ethics-in-life-and-business.html
Organizations require professionals serving in upper and lower managerial levels. Professionals can balance between profit-making and workers’ welfare. Noteworthy, implemented ethical practices are the foundation of professionalism in organizations (HRM, 2022). Therefore, businesses should not halt establishing relevant ethical guidelines. The moral stipulations are crucial because they ensure a healthy relationship between managers and underlings. Stakeholders get a sense of belonging and contribution, leading to the desired success. Employees get a sense of belonging through inclusivity. Likewise, workforce diversity communicates to workers they are needed in the company. Managers should implement policies that assist in maintaining ethical values and the appreciation of all workers.
Students go to school to become professionals in their chosen careers. It is a long process to teach learners how to become professionals. However, the results justify the tedious training programs (CIPD II, 2022). The organization should hire professionals alone. The reason is experts understand their work and avoid unethical practices. Professional offers the internal and external shareholders the best services (CIPD PM, 2022). As such, professionals enable the organization to attract and retain all stakeholders. The professionals do their jobs based on the provided ethical guidelines. It satisfies both the organization and customers when workers observe stipulated morals.
Ethical guidelines are crucial because they counteract the desire to over-focus on profit-making. The company may emphasize profit-making at the expense of the welfare of the employees (HRM, 2022). The organization should train its stakeholders to uphold ethics to continue attracting and retaining investors, customers, workers, and suppliers.
AC 1.1
The image that comes into the mind when people hear about a professional is someone working in a particular profession. For example, people can be professional teachers, drivers, and security officers. Thus, the term refers to careers people choose and deliver based on their training and work experiences (CIPD PM, 2022). Individuals must earn a decent income from their professional activities. For example, amateur teachers become a professional when they start earning from their work (CIPD II, 2022). It is the same case for volunteers in various parts of the organization. The moment people start earning money from what they do, they become professionals in their chosen field.
AC 1.1
People professionals are crucial human assets in the organization. The experts have the objective of understanding the talents and skills of workers. As a result, people professionals make sure talents and capabilities align with organizational objectives (CIPD II, 2022). Therefore, the people professionals must possess observational, listening, critical thinking, communication, and interpersonal skills. Observational capabilities enable people professionals to spot the right talent. Listening and critical thinking expedite the people professionals to understand the potential of workers and how to assist them to achieve the goals (CIPD PM, 2022). Communication and interpersonal skills assist people professionals to manage their talents effectively.
Image 1:2 Professionalism. Retrieved from: https://www.lawyersmutualnc.com/blog/professionalism-it-protects-and-it-pays
AC 1.2
My honesty made me expose one of my colleagues who used to lie he is sick to not report at work. I assured my boss that hiring me would lead to better work performance. It has remained the case up-to-date. I believe in autonomy because everyone is unique (HRM, 2022). Therefore, I tend to listen to others’ ideas and implement practical ones. Note my colleagues like partnering with me because of my straightforwardness. Also, other employees appreciate when I recognize their input in my team. It is imperative to support work teammates because it improves performance (CIPD PM, 2022).
AC 1.2
It is challenging to maintain short-term and long-term relationships without honesty. Therefore, individuals should be willing to say the truth, even though it may be uncomfortable (Gifford et al., 2019). Integrity should be another ethical value people should never neglect. People are ready to trust a person with integrity. Autonomy is about people respecting others and their beliefs. Also, it is imperative to remind others of upholding honesty and integrity. Others should as well respect the autonomy of their colleagues. In other words, the best workplace is where everyone gives and takes equal measures (CIPD PM, 2022). No person should feel obligated to others who are not responsible towards him or her.
AC 1.3
I encouraged my colleagues and leadership to understand others more. It is the best strategy to understand their needs and meet them (Miller & Green, 2020). Also, I was a focused researcher. I wanted to know I can pass my knowledge to others through efficient communication. Besides, I approached relevant leadership and used recommended communication media to highlights noted ethical dilemmas. The leadership expects lower-managerial levels to use appropriate communication channels to reach them. In a hierarchical organization, it is disrespectful to ignore the communication protocols (CIPD PM, 2022). Therefore, I had to respect the implemented communication media to collaborate with my leadership.
AC 1.5
HRs should be accessible and available. Workers should never struggle to reach HR and submit their views or grievances (HRM, 2022). My HR was always available making people’s professional practices efficient. Also, my leaders were accessible through physical meetings to discuss unethical practices. However, I preferred using technology to communicate with the leadership. I preferred using communication tools as email and calls. I knew the HR and leadership could not be available all the time to meet me physically. Thus, I had to use appropriate technology to communicate with them.
AC 2.1
McClelland’s Motivation theory hypothesizes the factors needed for workers to feel appreciated and valued. Organizations must provide a conducive environment for workers to accomplish their assignments. The achievement factors motivate workers to work harder to benefit their organization (CIPD PM, 2022). The other factor is a sense of affiliation which means staff members want to feel part of the organization. Thus, the company should provide workers with work teams. The business should categorize individuals based on demonstrated talent and skills (HRM, 2022). In this way, it is possible to increase work effectiveness and productivity. A sense of power expedites workers to gain the needed work satisfaction.
AC 2.1
McClelland Motivation Theory guides managers to ensure the work environment is suitable. Workers want to feel they can achieve their goals and organizational objectives. Therefore, the organization must assign roles and responsibilities based on demonstrated talents and skills (Urquhart, 2022). The management should provide appropriate work tools and resources to increase productivity and efficiency. At the same time, the framework guides managers to provide opportunities for staff members to interact with their colleagues. In particular, workers should be part of the work teams and collaborate with others (HRM, 2022). A sense of power is gained when workers can climb the career ladder in their company. Hence, the organization should facilitate the career growth of workers through promotions.
Image 1:3 Human-Centric Theory. Retrieved from: https://www.taylorfrancis.com/books/mono/10.4324/9781003080169/human-centered-management-maria-teresa-lepeley
AC 2.2
Human-centered management is an initiative to transform the organizational labor force. It means managers must focus on the workers’ needs. Therefore, I, as HR Manager, should take time to listen to the employees’ requirements and find ways to meet them. Human-centered management is the same as a human-centric framework because it eliminates the gap between managers and underlings (HRM, 2022). It allows communication and collaboration in the organization. The objective is to ensure the company generates profits. However, the organization must guarantee employees’ well-being. A happy workforce means improved productivity, cooperation, communication, and goal accomplishment. Productivity enables the organization to hit the target and benefit investors and customers. Cooperation and communication motivate workers to work harder and achieve the set goals. Based on the benefits of the human-centered, organizations should implement it.
AC 2.3
Human-centered management means managers assess employees’ talents and skills. As such, as HR manager, I assign roles and responsibilities based on the identified work expertise and capacities. It is vital to give obligations based on workers’ capabilities to retain them (CIPD, 2022). Almost all employees distaste work assignments unrelated to their talents and skills. Therefore, the top-managerial levels should use physical meetings, Zoom conferences, smartphones, and emails to communicate (Urquhart, 2022). The communication media should be appropriate to expedite efficient interaction regarding human-centered effectiveness. The evaluation should indicate job satisfaction, improved performance, and productive communication between leaders and subordinates. All management, including myself, should ensure all the mentioned factors are efficient. The organization needs to benefit from available human resources and assets. Therefore, better management should be the foundation of the operations and human interactions.
Briefing Document (Handout).
The Agenda
The presentation explains the meaning of professionalism and people management. It illustrates the importance of ethical practices. Furthermore, it offers a reasonable case for implementing and sustaining Ethical practices
Organizations require professionals serving in upper and lower managerial levels. Professionals can balance between profit-making and workers’ welfare (HRM, 2022). Noteworthy, implemented ethical practices are the foundation of professionalism in organizations.
The Introduction
Organisations should understand the meaning of professionalism. Professionals possess relevant work training to ensure they deliver quality services. Thus, companies should hire and recruit professionals for desired work outcomes.
It is a long process to teach learners how to become professionals. However, the results justify the tedious training programs (CIPD II, 2022). The organization should hire and recruit professionals alone. The reason is experts understand their work and avoid unethical practices.
The organisation should establish practical ethical practices the company’s stakeholders should internalize the ethical guidelines. As such shareholders should be conversant with ethical stipulations to uphold human dignity at work
Ethical guidelines are crucial because they counteract the desire to over-focus on profit-making. The company may emphasize profit-making at the expense of the welfare of the employees (HRM, 2022). Therefore, ethical stipulations remind organizational stakeholders of the essentiality of human dignity.
People Professional (AC 1.1)
Professional refers to what people do that relates to their chosen profession. It means doing something for money rather than leisure. Also, it implies removal of subjectivity and remaining objective
Professional means someone working in a particular profession. For example, people can be professional teachers, drivers, and security officers (CIPD II, 2022). Thus, the term refers to careers people choose and deliver based on their training and work experiences.
A people professional is a person who understand the mission and vision of the organization. Hence, the person ensures employees’ talents and experts align with the mission and vision
The people professional has the objective of understanding the talents and skills of workers. The expert makes sure talents and capabilities align with organizational objectives (CIPD II, 2022). Hence, the professional must possess observational, listening, critical thinking, communication, and interpersonal skills (CIPD PM, 2022).
Ethical Values (AC 1.2)
 I say the truth, regardless of consequences. I keep my word to ensure others can have confidence in me. Besides, I respect the views of others and support them
My honesty made me expose untrustworthy colleague. Also, I assured my boss that hiring me would lead to better work performance. It has remained the case up-to-date. I believe in autonomy because everyone is unique (HRM, 2022). Therefore, I tend to listen to others’ ideas and implement practical ones.
I value honesty, integrity, and autonomy. It is challenging to maintain relationships without honesty. Therefore, individuals should be willing to say the truth, even though it may be uncomfortable (Gifford et al., 2019). Integrity should be another ethical value people should never neglect (LEIGH, A. 2013). People are ready to trust a person with integrity. Autonomy is about people respecting others and their beliefs (FRANCIS, R. and MURFEY, G. 2015).
Examples (AC 1.3, 1.5)
It is valuable to understanding others more. Efficient communication and knowledge are crucial. Also, the appropriate communication channels to reach relevant authorities concerning ethical issues are critical (LEIGH, A. 2013).
I encouraged my colleagues and leadership to understand others more. It is the best strategy to understand their needs and meet them (Miller & Green, 2020). Also, I was a focused researcher. I wanted to know I can pass my knowledge to others through efficient communication. Besides, I approached relevant leadership and used recommended communication media to highlights noted ethical dilemmas.
I sat with my HR to discuss workers’ improvement. I approached the leadership for intervention in unethical situations. Besides, I preferred using the phone or email to reach my target.
Workers should never struggle to reach HR and submit their views or grievances (HRM, 2022). My HR was always available making people’s professional practices efficient. Also, my leaders were accessible through physical meetings to discuss unethical practices. However, I preferred using technology to communicate with the leadership.
Benefits (AC 2.1)
McClelland’s Human Motivation Theory emphasizes opportunity to achieve goals. (HRM, 2022) Also, it proposes a sense of affiliation and the increase of power
McClelland’s Motivation theory hypothesizes organizations must provide a conducive environment for workers to accomplish their assignments. The company should provide workers with affiliation teams (CIPD PM, 2022). A sense of power expedites workers to gain the needed work satisfaction.
Workers feeling included increase efficiency and productivity. Employees who feel valued tend to remain in the organization and mitigate disputes (HRM, 2022). Also, Workers perceiving fair treatment get job satisfaction and are sure of their well-being
The management should provide appropriate work tools and resources to increase productivity and efficiency. Staff members should interact with their colleagues (HRM, 2022).  A sense of power is gained through career growth and work promotions.
Initiative (AC 2.2, 2.3)
The organisation has formulated the human-centered management. Thus, managers have the obligation of listening to the employees’ needs. Human-centered management creates a balance between profit-making and workers’ welfare
Human-centered management means managers must focus on the workers’ needs. Therefore, managers should take time to listen to the employees’ requirements and find ways to meet them. Human-centered management is the same as a human-centric framework because it eliminates the gap between managers and underlings (HRM, 2022). It allows communication and collaboration in the organisation. The objective is to ensure the company generates profits. However, the organisation must guarantee employees’ well-being.
The practical approach to examining the effectiveness of human-centered management is work satisfaction. Also, the evaluator must assess the level of human resource attraction and retention (CIPD PM, 2022). The initiative requires the examination of productive communication between the top leadership and lower managerial levels.
Human-centered management means managers assess employees’ talents and skills. As such, the manager assigns roles and responsibilities based on the identified work expertise and capacities (Urquhart, 2022). It is vital to give obligations based on workers’ capabilities to retain them. The evaluation should indicate job satisfaction, improved performance, and productive communication between leaders and subordinates. 
Q&A
Thank you for your time and undivided attention
It is time for you to ask questions pertinent to the presented topics
Make your question brief and straightforward to save time for more responses
References and Bibliography
ACAS. (2018) Prevent discrimination: support equality. London: ACAS. [online] Available at: Equality, diversity and inclusion: Improving equality, diversity and inclusion in your workplace – Acas [Accessed April. 18 2022]
Anon, (n.d.). Characteristics of effective CPD. [online] Available at: https://halfbaked.education/characteristics-of-effective-cpd/ [Accessed April. 15 2022]
BPP (2020). Why Continuing Professional Development (CPD) Is Important | BPP. [online] Bpp.com. Available at: https://www.bpp.com/insights/why-cpd-is-important [Accessed April. 15 2022]
CIPD II. (2022). Learning: The People Profession. Available at: https://peopleprofession.cipd.org/learning [Accessed Feb. 27 2022]
CIPD. (2022). Diversity and inclusion. Available at: https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity [Accessed Feb. 27 2022]
CIPD People Profession. (n.d.). People Profession 2030: how people managers will play a central role in the future world of work. [online] Available at: https://peopleprofession.cipd.org/insights/articles/people-managers-central-role-future-world-work#gref [Accessed April. 15 2022]
CIPD PM. (2022). New profession map | CIPD profession map. Available at: https://peopleprofession.cipd.org/profession-map#gref [Accessed Feb. 27 2022]
FRANCIS, R. and MURFEY, G. (2015) Global business ethics. 3rd ed. London: Kogan Page.
Gifford, J., Green, M., & Barendas, E. (2019). Rotten apples, bad barrels and sticky situations: A review of unethical workplace behaviour | Reports | CIPD. Available at: https://www.cipd.co.uk/knowledge/culture/ethics/ethical-behaviour [Accessed Feb. 27 2022]
HRM. (2022, February 22). Bridging the gap from manager to people manager. Available at: https://www.hrmagazine.co.uk/content/comment/bridging-the-gap-from-manager-to-people-manager
LEIGH, A. (2013) Ethical leadership. London: Kogan Page
MCANDREW, F. (2010) Workplace equality: turning policy into practice. London: Equality
and Diversity Forum. [online] Available at: EDF_Lisbon Treaty Document (equallyours.org.uk) [Accessed April. 18 2022]
Miller, J., & Green, M. (2020). Inclusion and diversity in the workplace | Factsheets | CIPD. Available at: https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet [Accessed Feb. 27 2022]
Urquhart, J. (2022, February 18). Half of Black women believe they will be overlooked for promotions, study finds. Available at: https://www.peoplemanagement.co.uk/news/articles/half-black-women-believe-they-overlooked-promotions-study-finds [Accessed Feb. 27 2022]
www.rbkc.gov.uk. (n.d.). Continuing Professional Development (CPD) | Royal Borough of Kensington and Chelsea. [online] Available at: https://www.rbkc.gov.uk/jobs-employment-and-skills/teaching/continuing-professional-development-cpd [Accessed April. 15 2022]
Appendix 1 – Self Assessment against Profession Map Standard
The below are Ethical Practice standards at Associate level, taken from the Core Behaviours of the CIPD Profession Map. You can find more information on these standards on the CIPD website.
Professional Map Standard
Your rating against each standard
Performs well (Score = 30)
Satisfactory
(Score =20)
Needs Development (Score = 10)
1
Make responsible choices about your work, applying professional principles and values
23
Reasons for judgement
The score is appropriate because I reflect before making choices. Also, I consult others and ensure I adhere to professional principles and values.
2
Consider the purpose and implications of actions, decisions and people practices for all stakeholders
19
Reasons for judgement
The score reflects me because I never assume concerning the purpose and ramifications of actions. I prefer well-though out decisions. Also, I communicate and collaborate with my colleagues efficiently.
3
Raise concerns about people practices and policies which are not consistent with values or legislation
24
Reasons for judgement
The score confirms my adherence to organizational values and legislative guidelines. I report unethical and illegal behaviour to relevant authorities. Hence, I better my organization and its stakeholders.
4
Provide explanations and reasons for the choices you make and the advice you provide
26
Reasons for judgement
The score is high because I am team player. I inform others of my reasons and choices. As a results, my colleagues are willing to do the same.
5
Demonstrate professionalism and consistency in what you say and do in order to build trust
23
Reasons for judgement
I perform well because I am professional in my dealings with my colleagues. I am consistent in what I believe. Moreover, I understand professionalism and consistency are the foundation of trust between me and my colleagues.
Appendix 2 – Feedback from other sources
Feedback given
Performance rating
Next steps
(360-degree feedback)
colleagues say I am a professional and ethical
Performs well
Strengths: adheres to ethical values and observe the law.
I will continue with the same trend
Weakness: I am too hard on others who do not observe ethical values and legislation.
Plans to have a dialogue with my supposedly unethical colleagues to understand their point of view.
(Developmental discussion with my line manager)
My Department head says I am a critical thinker
Performs well
Strengths: I research, I am curios, and I am reflective
I plan to learn widely to add to my critical thinking
Weaknesses: I judge more, and I take too much time before making decisions.
I need to interact with others more to avoid being judgemental and I should make decisions faster whenever necessary
(Performance review)
My Organization considers me as tolerant
Performs well
Strengths: I appreciate others’ uniqueness and I listen to others’ point of views
I should continue appreciating others and learning from them.
Weakness: I disregard others’ genuine flaws and I am too agreeable even when I am not supposed to,
I should communicate the flaws of others when necessary and should be assertive
Customers indicate I am collaborator
Performs well
Strengths: Listening, communication, and emphatic skills
I plan to continue being a critical listener full of empathy and an excellent communicator.
Weaknesses: Disregard my well-being and takes too much time solving other’s issues
I should take time to nurture my well-being and solve my problems as well
(Peer reviews)
My work teammates confirm I am team player
Performs well
Strengths: collaborative, communication, and reflective
I should continue to build on my collaborative, communication, and reflection skills to be a better team player
Weaknesses: impatient, critical of others, and self-sacrificing
I need to remember I am team player and I should be patient and sacrifice as team to accomplish objectives
(My HR department head , line manager, and mentor) say I am hard worker
Performs well
Strengths: Punctual, collaborative, and goal-oriented
I must continue keeping time, collaborating, and focusing on the targets
Weaknesses: Workaholic, lacks leisure, and lacks time for family
I must create time for my private life if I want to thrive at my workplace.
Appendix 3 – Professional Development Plan
Personal Development Plan
NAME:
Nasser Alnajrani
MEMBERSHIP NUMBER:
83296775
COVERING THE PERIOD FROM:
March 10, 2021
TO:
March 9, 2022
Planned outcome
Where do I want to be by the end of this period? What do I want to be doing? (This may be evolutionary or “more of the same”.)
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
Interpersonal skills
Online research
My laptop with network connections
Better conversation with colleagues
30th March 2021
Empathetic skills
Online research
My laptop with network connections
Increased empathy towards others
20th April 2021
Time management skills
Class studies
Class learning materials
Observing my punctuality rate
18th May 2021
Communication skills
Online research
My laptop with network connections
Better interactions with organizational stakeholder
17th June 2021
Listening capacities
Class studies
Class learning resources
Listening to others more
19th July 2021
Collaborative capabilities
Class lessons
Tutorial materials
Collaborating with others more
24st August 2021
Ethical Values
Organizational training
Organizational training materials
Better application of ethical values
23rd September 2021
Legislation
Online research
My laptop with network connections
Understanding legislations on people professional practices
25th October 2021
People Professional Practices
Class studies
Class learning materials
Improved relationship with my colleagues
27th November 2021
Personal well-being
Online research
My laptop and network connections
Take time for private activities
29th December 2021
Research skills
Online research
My laptop and network connections
Increased technology knowledge
2rd January 2022
Learning capacities
Class studies
Class learning materials
Bettered learning methods
9th March 2022
Appendix 4 – CPD Reflection Record
CPD Reflection Record
NAME:
Nasser Alnajrani
MEMBERSHIP NUMBER:
83296775
COVERING THE PERIOD FROM:
March 10, 2021
TO:
March 9, 2022
Key dates
What did you do?
Why?
What did you learn from this?
How have/will you use this?
Any further action?
What was the impact of this activity?
29th March 2021
Research
To advance professional people practices
Learn about professionalism and ethical values
Must be a professional and ethical and learn more
Influence my colleagues to be professionals and ethical
20th April 2021
Research
To Improve listening skills
Listening skills are crucial
I must be a critical listener and train others to listen more
meet the customer needs
25th May 2021
Research
To advance professional people skills
Professional people practices are imperative
I must be professional people handler and train others
Support my organization with my people capacities.
17th June 2021
Team Activity
To learn collaboration
Collaborative skills
I should be a collaborator
Learned to cooperate with colleagues
19th July 2021
Customer Service
To learn communication skills
Communication skills
I should be an efficient communicator
I could record and meet customer needs
21st August 2021
Organizational needs activity
To learn observational skills
Observation capacities
I should be a reliable observer
I could recognize organizational needs
11th September 2021
Mentorship
To lean interpersonal skills
Interpersonal capacities
I should relate with others effectively
I could interact with others and understand their needs
15th October 2021
Mentorship
To learn intrapersonal skills
Intrapersonal skills
I should self-understand
I could understand myself by self-talk
21st November 2021
Mentorship
To learn inclusion
Inclusivity is essential
I should include all workers
I could appreciate all staff members
18th December 2021
Workplace diversity activity
To learn diversity
Diversity is crucial
I should consider workplace diversity
I should ensure my employees are from diverse backgrounds
14th January 2022
Attend legislation training
To learn legal factors
Legal factors are essential
I should never ignore legislation
I could identify the ramification of legislation
12th Feb 2022
Time management training
To learn time management capacities
Time observation leads to effectiveness
I should plan my time well
I could start planning for my work and private time
9th March 2022
Recap activity
To recall accumulated lessons
Applying lessons are crucial
I should apply what I learn
I could utilize all the acquired skills.
1