(Solution) 5CO03 ADPM/ADOLD PROFESSIONAL BEHAVIOURS AND VALUING PEOPLE

Solution

Q1 AC 1.1: As part of her actions to improve systems and procedures at Nexxobyte, Aisha has established monthly on-site Management Team meetings to be attended by her, Kit, you and the three Team Leaders. She would like you to make a short presentation at the first meeting ‘appraising what it means to be a people professional, and some of the ways you can contribute at Nexxobyte.’   

 Provide a written response covering the points you would include in this presentation.  

(AC 1.1)  NOTE: there is no requirement to ‘present’ anything for this question – only to provide a written response.  

(approximately 400 words)

According to Smith and Mitchell (2022), People professionals are individuals who belong to a specific profession and are guided by ethical codes. In Nexxobyte, they demonstrate dedication to competence, integrity, morality, altruism, and advancing the public good within their specialized field. They are accountable to both the people they serve and society as a whole. In addition, they adhere to professional specifications and frameworks, Nexxobyte would meet the required qualifications and experience, and continuously develop their competencies.

The CIPD Profession Map provides a guide for HR and people professionals, outlining the knowledge, behaviours, and skills needed at different career levels.

Professional values in Nexxobyte are the guiding principles and beliefs that shape the behaviour and decision-making of professionals. These values often include fairness, honesty, equality, Etc. Professionals uphold these values in their connections with clients, colleagues, and stakeholders. By aligning with the CIPD Professional Map, Nexxobyte people professionals can enhance their knowledge and behaviours, thereby delivering effective and ethical people practices to support organizational success and employee well-being.

As an HR specialist, I apply the CIPD mapping in my current role by prioritizing ethics and professionalism in my interactions with individuals. Nexxobyte need to treat everyone with respect, ensuring confidentiality of their personal information, and offer the necessary support when discussing their concerns. In line with the CIPD Professional Map, I uphold values such as fairness, honesty, equality, inclusivity, and valuing others. I make evidence-based decisions, communicate effectively, and possess strong interpersonal skills. Being adaptable and resilient, Nexxobyte continuously develop my knowledge and expertise to meet the organization’s and employees’ needs, while effectively leading and managing the HR function.

Nexxobyte personal or ethical values that you believe will help you in your new role, and how consistently applying these will inform your people practice work at Nexxobyte

According to Van Wart and Montgomery (2014), ethics plays a crucial role in leadership, and while not all leaders are ethical, measures such as controls and transparency requirements help reduce unethical behaviour. In Nexxobyte, Trust and confidence are vital for organizations, and ethical lapses can have severe consequences. While some leadership theories lack an explicit ethical element, there are theories that emphasize ethical behaviour. For Nexxobyte, Understanding and incorporating ethics in leadership is essential for organizational success and survival

In Nexxobyte, we have issued an official announcement that states all employees are required to adhere to a policy which orders the submission of all requests through our system within a timeframe. They have been informed that any requests received through alternative means, such as emails, will unfortunately be disregarded. However, Nexxobyte could have exempted an employee who faced technical issues with our system until her problem was resolved. Nexxobyte HR department emphasises fairness and equality for all employees, distinguishing between those who follow guidelines and those who do not. By addressing Nexxobyte employee’s concerns and upholding guidelines, the HR department promotes a fair work environment and effective management.

Another example, is Nexxobyte HR specialist and recruiter, I encounter situations where I have to select the best candidate for the open positions within the organization. It is important for me to apply my ethical professionalism in these scenarios, even if I have relatives or friends who are applying for the same positions in Nexxobyte. I ensure that I treat all candidates in Nexxobyte fairly, without any bias or favouritism. By upholding ethical values, I maintain a level playing field and make objective decisions based on the qualifications, skills, and suitability of each candidate, contributing to a fair and transparent recruitment process.

Q2 AC 1.2: You are excited by your new role and whilst you can see that there is a lot to do, you feel ready for the challenge.  

Discuss two of your personal or ethical values that you believe will help you in your new role, and how consistently applying these will inform your people practice work at Nexxobyte.

(approximately 400 words)

According to Farndale, Van Ruiten, Kelliher, and Hope-Hailey (2011), employee voice in an organization can be defined as a process that allows individuals affected by a decision to provide relevant information. iN Nexxobyte It involves the establishment of rules or procedures that enable employees to express their ideas, opinions, and concerns. The perception of employee voice is crucial in shaping organizational commitment. When Nexxobyte employees believe that their voice is valued and that their input can have an impact on decision-making, they are more likely to feel committed to the organization (Farndale et al., 2011).

• Driving Change and Impact: As people professionals, we have the ability to influence others. we have a voice is essential for making change and a positive impact within an organization. By effectively influencing others, Nexxobyte advocate for policies, practices, and strategies. Without influence and a voice, it can be challenging to bring about meaningful change and address critical issues within the workplace.
• Building Relationships and Collaboration: People professionals play a crucial role in building relationships and fostering collaboration. They often work with diverse stakeholders, including employees, managers, executives, and external partners. By effectively influencing others. Nexxobyte can establish credibility to build strong relationships based on mutual respect. Thus, facilitates collaboration and enables them to work together towards organization’s goals.

Ways to Contribute Well-Informed, Clear, and Confident Discussions:

1. Well-Informed Contribution: Another example, Nexxobyte HR specialist and to ensure a well-informed contribution to HR discussions, I should collect relevant information related to the topic and stay updated on current trends in the field. This can be achieved by regularly researching and accessing reputable resources. Additionally, Nexxobyte gathering data from multiple sources such as surveys and interviews which can provide valuable insights for my discussion. I apply employing evidence-based practices that includes establishing methods, theories, and best practices. Those support my ideas and recommendations
2. Clear Contribution: To contribute effectively to discussions, I have to focus on clear communication, simple language, and visual presentations. Use brief and organized sentences, Nexxobyte avoid complex words, and provide relatable examples. Utilize visuals like slides or charts to enhance understanding. Keep Nexxobyte communication straightforward and engaging for all participants.
3. Confident Contribution, to contribute confidently to discussions, Nexxobyte apply varied engagement techniques such as asking insightful questions, offering constructive feedback, and sharing relevant experiences. Express my ideas assertively, providing supporting arguments while respecting others’ opinions. Nexxobyte Continuously develop my professional expertise by staying up-to-date on industry trends and best practices. A strong foundation of knowledge will enable me to speak confidently and add value to the discussions.

Q3 AC 1.3: Aisha has emphasised that she wants you to be a ‘a firm voice for people practice at Nexxobyte’. This means communicating with the management team in an informed, clear and confident way to convince them of the need for change and new ways of working.  

Consider why it is important to communicate in this way and two potential consequences (one for you and one for Nexxobyte) if you are unable to do so.  (approximately 400 words)

Explain how, if you had been at Nexxobyte and aware of these two situations when they existed, you would have approached and raised them (approximately 400 words)

Unethical matter– In Nexxobyte organisation, a manager requested a raise in his employee’s salary and bonus without following our established policy. The policy specifies certain criteria that must be met before granting any salary increase, including completing a performance evaluation, having a minimum tenure of six months with the company, and achieving the goals outlined in the employee’s job description. The practice is contrary to the CIPD’s Professional Standards which note Nexxobyte people professionals as required to operate with high-level equality and fairness in all their practices including in rewards (CIPD, 2024). In raising the matter, Nexxobyte start with scheduling for the meeting to discuss on the issue of rewards inequality. After this, a meeting would be scheduled with the line manager of the employees for sharing the findings I obtained from the analysis including a review of the pay identifying the existence of pay disparities. I would then ensure that I give recommendations on need to review the rewards to ensure it is fairly issued and zero discrimination.  At the start, an informal engagement with the line manager was carried out. At the end, failing in resolving the issue would prompt me to raise the issue with the organisation official platform of grievances handling in area of rewards.

Illegal matter– Since Nexxobyte manager’s request did not comply with our policy, I felt it necessary to escalate the matter to the appropriate authorities. We addressed the situation by advising the manager to wait until the employee has completed at least six months with Nexxobyte. Following this period, Nexxobyte manager can resubmit the request for a salary raise, ensuring that the appropriate guidelines and criteria are adhered to, as outlined in our policy. This is against the National Minimum Wage Act 1998 (CIPD, 2017). To raise this issue, I would start by assembling documentation which support identified violation of the legislation. The documentation would include payslips and contract signed at the initial phase of employment lifecycle. Through the application of organisation whistleblowing internally IN Nexxobyte, I would ensure I have reported the identified violation as it note on the need for its handling in a secure and within short stipulated timelines. If this does not work, I would consider raising this issue with the external organisations particularly the revenues and customs teams supported by the Government and as stipulated in the National Minimum Wage Act 1998.

Q4 AC 1.4: During a conversation with the two administration staff, you learn more about some of the problems there have been at Nexxobyte. Some of these involved unethical behaviour (one manager regularly approving attendance at expensive training events and conferences for his ‘favourite’ team members, whilst consistently refusing similar requests from others) and even some illegal activity (a former employee using Nexxobyte work time and equipment to operate his own separate business). 

 Explain how, if you had been at Nexxobyte and aware of these two situations when they existed, you would have approached and raised them (approximately 400 words)………..

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