(Solution) CIPD Level 7 7CO03 Personal effectiveness ethics and business acumen Initial self-assessment and learning plan template
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Solution
Learning Outcome 1: Be able to model principles and values that promote inclusivity aimed at maximising the contribution that people make to organisations.
| Assessment criterion 1.1 |
To be able to critically assess different ethical standpoints on people practice and the maintenance of high standards of ethical behaviour.
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| Indicative content | Different versions of ethics; taking the lead in challenging all levels of the organisation to give balanced responses to the different ethical standpoints both internally and externally, maintaining high standards of ethical behaviour.
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| Starting point | Your initial ability (rate yourself on a scale from 0-10 where 0 is no knowledge/skill and 10 is complete knowledge/skill)
Initial ability rating: 7
Justification for this rating: I feel that I have improved by capacity to maintain best standards and also operate ethically
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| Development objectives | I am at this level because I have developed a good understanding of ethical practices and have actively maintained high ethical standards in my work.
To improve my competence within this area I will: a) Build my knowledge on best practice of improving my organisation business environment which is more inclusive and open-based as an active practice b) Build my knowledge within the area of business ethics with a particular priority on roles of people practice professionals c) Develop my scope of understanding on how people practice professionals need to embrace ethics in their active operations
An example: Build my knowledge within the area of business ethics, with specific focus on how HRM professionals contribute to the development of cultures with high standards of ethics. |
| Achieving your development objectives: Opportunities and obstacles | In my active learning and also working as a people practice professional, I have appreciated that currently, organisations must focus on creating an environment of inclusivity and openness for optimum performance. I was in a position of learning that it entail varying forms starting from improving workplace diversity to encouraging an active collaboration and dialogue of various teams. For executing this, I reviewed Stokes and Woodhams (2022) publication which hypothesised that ethical principles and values end up encouraging an active collaboration and engagement amongst various groups. Working in Almarai organisation, I have appreciated that the different values and principles are required to be anchored on respect for all individuals, harnessing a sense of belonging and equality and provising an opportunity for people autonomy and self-determination. Through facilitation of Saudi Telcom employees with appropriate ethical principles and values which harness inclusivity, they lead to a positive output for entire members in a highly valued and appreciated context despite of background or identities.
According to Sims and Bias (2021), it is essential maintaining ethical behaviours evidencing high-level standards in people practice as it is important to create a healthy and safe workplace for entire staff. I similarly hold the view that ethical standpoints assist me in ensuring that entire staff are fairly treated and with maximum respect and that people practices are pursued ethically. For instance, the HR ethical issues in Saudi Telcom organisation need to be managed in resourcing and onboarding of new staff. As a best practice, this entail making sure that entire employment decisions are anchored on merit and not on discriminatory basis. According to Watts et al. (2020), employers need to make sure entire employees are accessing relevant capacity development and resources and I acquire learning insights assisting my employees in executing their roles in line with Almarai ethical standards. Ethical standpoints are important in addressing ethical issues that may arise during the course of employment (Verhulst, & DeCenzo, 2021). I learned and practiced that this may include issues such as harassment and discrimination, as well as the need to ensure that employees are not subjected to unfair or unreasonable treatment.
Ethical philosophies and ethical hierarchies play a vital role in HR for organizations (Drašček, Andolšek, & Buhovac, 2023). As per my reading García (2021), I learned that deontology is the philosophy which focuses on the duty and obligations of each individual, while teleology is a consequentialist philosophy which looks to the outcome of an action. Lefkowitz (2023) also explained that hedonism is a philosophy and I learned that it focuses on maximizing pleasure and minimizing pain, while hybrid is a combination of different ethical philosophies. During my learning, I came to know that the ethical philosophies and ethical hierarchies helped HR professionals to develop and maintain a workplace environment which is based on sound ethical standards. This also helped to ensure that all employees are treated fairly and with respect in Almarai. Furthermore, it helped to create a culture of trust and respect in Almarai, as well as to ensure the safety and well-being of all staff members. As a HR professional, I came to know that it is important for me “to address ethical issues in the workplace” (Nankervis et al., 2022). Doing so upholds Almarai’s core values, demonstrates commitment to ethical business practices, and helped to ensure that workplace is a safe, fair, and inclusive environment. Specifically, I ensured compliance with applicable laws and regulations locally, such as those related to labor and employment, and ensure following ethical principles of fairness, equality, and respect.
In conclusion, ethical principles and values that promote inclusivity are essential if organisations are to become more equitable and diverse. I learned that such values should be focused on respect, equality and autonomy, and should be implemented in order to ensure that all individuals are given the opportunity to contribute to Almarai. By embracing such values, Almarai can ensure that they are maximising the potential of all members, regardless of background or identity, and ensuring that everyone is given the same chance to succeed. |
| Assessment criterion 1.2 | To be able to justify business improvements in relation to:
• the promotion of fairness and transparency • wellbeing • employee voice • learning. |
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