(Solution) 5C003 reasons why this is important and the consequences of people practitioners not being willing or able to influence others (AC 1.3)
New User Gifts
First Order Deal get Ksh 200 Off.
Original price was: £ 20.00.£ 10.00Current price is: £ 10.00.
Payment Methods:
Description
Solution
1.3 Importance of People Professionals
Informed Contributions:
People professionals must contribute to discussions in an informed manner to provide valuable insights and evidence-based recommendations. When people practitioners are knowledgeable about current trends, best practices, and legal requirements, they can guide strategic decision-making that aligns with organisational goals. For example, during discussions about implementing a new performance management system, being informed allows a people professional to highlight potential challenges and suggest effective solutions as evidenced by Kadam (2017). This informed approach ensures that decisions are well-grounded, reducing the risk of implementing ineffective or outdated practices.
Clear Communication:
Clear communication is essential for conveying complex ideas in a way that is easily understood by others. When people professionals articulate their points clearly, they minimise misunderstandings and ensure that their message resonates with the audience as evidenced by CIPD (2023a). This is particularly important in diverse teams where members may have different levels of familiarity with HR concepts. For instance, explaining the benefits of a flexible working policy in clear terms helps stakeholders understand its impact on employee well-being and productivity, increasing the likelihood of buy-in.
Confident Expression:
Confidence in discussions helps people professionals assert their viewpoints and advocate for necessary changes ( Kaplan Professional, 2015). Confidence demonstrates expertise and conviction, which can persuade others to consider and support their proposals. For example, confidently advocating for a new diversity and inclusion initiative can help overcome resistance and secure leadership commitment. Confidence also builds trust and credibility, positioning the people professional as a reliable advisor.
Consequences of Failing to Influence:
If people professionals are not willing or able to influence others, several negative consequences can arise. Without influence, important initiatives may be sidelined, leading to missed opportunities for improving organisational outcomes ( Bosley, 2023). Additionally, the absence of informed, clear, and confident contributions can result in poor decision-making, potentially leading to unethical practices, increased grievances, or legal challenges such as employment tribunals. Furthermore, a lack of influence can diminish the perceived value of the people practice profession, resulting in lower levels of employee engagement and a weakened organisational culture.
Please click the following icon to access this assessment in full
Related Papers
(Solution) 5CO02 AC3.2) Explain how to measure the impact and value of people practice using a variety of (2) methods
(Solution) CIPD 7C002 Question 17: Addressing “I’m a people person, not a numbers person” Challenge
(Solution) CIPD AC 4.4: Other employment rights relating to Flexible Working
(Solution) ROSHN CIPS PIN Team Members and Coordination
(Solution) Oakwood International 5HR03 Reward for performance and contribution
(Solution) Oakwood International 5CO03 Task One –Professional and ethical behaviours
Task One –Professional and ethical behaviours
This task requires you to consider the significance of professional and ethical behaviours for a people practitioner and the values that underpin the people practice profession. To complete the task, you should provide a written response to each of questions below, making appropriate use of academic theory and practical examples to expand your response and illustrate key points.- With reference to typical activities and behaviours, appraise what it means to be a ‘people professional’. (AC 1.1)
- Discuss how ethical values underpin the work of a people professional, including two examples of how ethical values might be applied in a people practice context. (AC 1.2)
- Consider the importance of people professionals being able to influence others and ensure that the ‘people practice voice’ is heard in an organisation, through informed, clear and confident communication. (AC 1.3)
- For each of the situations below (a & b), provide an example of an issue that would cause you to raise the matter to a manager (or other authority) - and describe how you would do this.
- a) where you consider something to be unethical (whether or not it is illegal),
- b) where you believe something contravenes legislation. (AC 1.4)
- Discuss two theories or models relating to the human and business benefits of people at work feeling included, valued, and fairly treated, concluding your discussion with a summary of your own view of these benefits. (AC 2.1)
- Discuss two ways in which a people professional can build inclusivity into a people practice initiative at the design stage, and two ways of checking inclusivity after a people practice initiative is implemented. (AC 2.2)