-67%
Awaiting product image
Click to enlarge

(Solution) Ethical values; impact on work as people professional

New User Gifts

First Order Deal get Ksh 200 Off.

KaribuCustomer

Original price was: £ 30.00.Current price is: £ 10.00.

Payment Methods:

Description

Solution

Ethical values is identified as “moral-based compass for people lives and ensuring decisions are made, executing the appropriate practice”. Also, in line with provisions presented by CIPD HR Professional Map, the ethical practice represent a main behaviour evidencing the level of impact on people lives and reputation.

The personal values examples are;

Equality– Basically, according to AIHR (2022), this include managing the employees similarly with equal opportunities granted. Equality is assured irrespective of employees possessing varying ages, genders, and demography.  Working in Saudi Aramco for example, as part of my recruitment initiatives, the employees are provided with equal amount of time to execute their roles as a core area for resourcing. This influence a feel of appreciation in their functions and readiness in joining the resourced functions. This is at the same time increasing the employees retention.

Valuing others–  In CIPD Map, this is identified as a practice of core behaviours. This entail valuing the rest and critical to ensure people perspectives are included in organisation decision making. In my position in Saudi Aramco, I make sure that I value others by improving decision making by being dedicated in offering clients with services expected. The outcome of this is sufficient organisation support. I ensure that I empower all employees and encourage them to use knowledge to implement their functions. In Saudi Aramco for instance, after a feel of unappreciation, reduced performance was evident and impacting organisation practices.

Fairness– A process of treating all people in a fair manner is a strategy of balance of stakeholders interests and support. For example, in my role as a people professional for Saudi Aramco, I pursue the process to ensure entire policies and initiatives for reward management fairly pursued. For example, issue employees with rewards, I make sure men and women who work in same job roles are paid the same. This is while gender pay reporting being provided as part of their practice. Through a fair treatment of employees, trust levels in the organisation is harnessed, morale increase, loyalty increased with performance. In cases where fairness is lacking, employees possess less productivity and engage in unwarranted activities leading to increase in their turnover.

Please click the following icon to access this assessment in full

Related Papers

-50%
Placeholder

(Solution) Royal Commission for AIUla (RCU) PDV- Driving Value Through Procurement and Supply; Managing Expenditures with Suppliers

Original price was: £ 20.00.Current price is: £ 10.00.
Add to cart
In modern-day commercial organizations, the procurement department and the supply management department are both essential components. Procurement entails purchasing of goods and services required for the daily operations of an organization. It involves sourcing goods and services from external suppliers. Strategic procurement is vital for a firm’s success because it helps firms to obtain the required goods and services in the required at the right time and amount hence preventing surpluses that may result in waste. This paper provides an assessment of the Royal Commission for AIUla (RCU) procurement of Information Technology software as an area of spend. Similarly, this paper offers an assessment of the role of RCU partners in the procurement process. Different models  that are relevant to procurement and supply management have been analyzed in the context of procuring IT software as the area of spend. This paper has recommended that RCU should establish relevant processes for the execution of procurement processes to effectively manage the resource and hence get value for money  
-50%
Placeholder

(Solution) CIPS TAQA Water Solutions Sourcing Essentials (PSE)

Original price was: £ 20.00.Current price is: £ 10.00.
Add to cart
Solution Executive Summary This report evaluates and contrasts various sourcing strategies within the SWS (Sustainable Water Solution) organisation, focusing on
-67%
Placeholder

(Solution) CIPS Project Module 6- Project, Programme and Change Management in Procurement and Supply Chain

Original price was: £ 30.00.Current price is: £ 10.00.
Add to cart
Executive Summary For this project, the purpose was to access the overarching process and approach to SRM within Oxy organisation and coming up with appropriate implementation plan. The relevance of this project was informed by the fact that with the organisation having a large scale of operations with multiple end users, SRM is a significant issue. Also, the organisation operating in both local and international operations with multiple suppliers and spend areas to be coordinated.  The outcome of this would be to promote and improve SRM for aligning with Oxy organisation strategic objectifies, supply chain function being strategic integral partner as opposed to just transactional player.  Owing to the importance of SRM improvement, the different outcomes would entail;
  • Enhanced Suppliers Performance- With an upward of 50,000 orders annually with 40% valued more than 5 million Omanis and 50% 20 Million Omanis, failure to timely settle invoices, demand for high quality materials and minimising effects would be considered.
  • Cost savings- With improved SRM, it is possible for Oxy to negotiate appropriate terms, lower procurement costs (5 Rights not currently achieved) hence working below targets and lead times delivery reduced and achieving economies of scale.
  • Increased efficiency- improved and streamlined SRM improve operational efficiency, reducing wastes in administration process for SRM (25% of entire suppliers pay delayed)
  • Risk mitigation- this include identification of risks linked with suppliers such as dissatisfaction, financial instability and geopolitical challenges
The data used in informing the set project findings was obtained from the application of both quantitative and qualitative data by using questionnaires and interviews. Also, literature review has been sourced for affirming the relevance of the findings on best strategy in improving SRM in Oxy organisation context. This is supported by different CIPS module notes. The key findings include despite of Oxy Organisation having a stable SRM, there is still a need for improving. The findings evidence this to be an attribute of the broad scope of the organisation operation in different industries and markets locally (in Oman) and internationally.  The findings also identify existence of gaps in SRM evidenced by reduced collaboration amongst the different stakeholders with relevant solutions recommended for improvement. Part of this report has included a developed SRM approach which is applicable in Line Pipe Category. In line with the obtained research findings, various recommendations have been generated for improvement. These include;
  • Oxy organisation PS&M is supposed to come up with appropriate systems and techniques for improvement of SRM
  • Oxy organisation need to make sure they use various automations including AI and robotics for improving collaboration and SRM efficiency.
  • Facilitate policies management for improving their operations in onshore and offshore operations with an improved SRM
  • Short courses on SRM need to be provided starting with PS&M leadership to achieve 50% increase in awareness of SRM improvements areas.
  • Stakeholders relations improved by leveraging on available technologies of communication and interaction.
  • Ensure there is 70% increase in budget on SRM improvements
-50%
Placeholder

(Solution) CIPD 5C002 (AC1.1) Evaluate the concept of evidence-based practice including how it can be applied to decision-making in people practice

Original price was: £ 20.00.Current price is: £ 10.00.
Add to cart
Solution (AC1.1) Evaluate the concept of evidence-based practice including how it can be applied to decision-making in people practice. Short references
-75%
Placeholder

(Solution) (AC3.2) Compare different approaches to retaining people

Original price was: £ 40.00.Current price is: £ 10.00.
Add to cart
Solution Retention approach- briefly explained Similarities Differences Realistic job previews-  Prior to being hired, prospective employees might get a good
-80%
Placeholder

(Solution) CIPD 5CO02 different ethical perspectives influence decision-making

Original price was: £ 50.00.Current price is: £ 10.00.
Add to cart
Solution Assess how different ethical perspectives can influence decision-making. (AC 1.5) Short references should be added into your narrative below.