Task 1 – Initial Self Assessment and Plan (7CO03)(23)
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Description
Question
At the start of your programme, you will carry out a self-assessment of your knowledge and skill in each of
the fifteen assessment criteria (listed in Appendix A). You will need to consider where you believe your
level of current competence is, and then formulate clear development objectives for each one. This plan
must seek to take you to the required standard in each assessment criterion by the time you submit the
summative assessment for this module.
The purpose of this task is to:
▪ Identify your current strengths and the competencies you must develop during your programme.
▪ Enable you to plan and deliver your ongoing development.
This document will then become an essential foundation for your learning. You will need to refer back to it
continuously during your studies as you record your development over time (task two).
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 | To be able to critically assess different ethical standpoints on people practice and the maintenance of high standards of ethical behaviour. |
| 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. |
| Starting point | Initial ability (scale 0-10) = 5
Explanation …. I believe as HR professional & according to my role in Almarai organization, I am supporting ethical behavior through people practices within my team, more required to learn about different ethical standpoints & how to challenge all other levels of the organisation to give balanced responses to the different ethical standpoints both internally and externally. |
| Development objectives | I need to: learn about different ethical standpoints & how to challenge all other levels of the organisation to give balanced responses to the different ethical standpoints both internally and externally.
a) Understand how organisations can support ethical behavior through their people practices. b) learning about fairness at work and the prevention of unethical behavior. c) Involving in people ethical practices to be able to coach managers and leaders ethically. |
| Importance to me | Essential – Important – Useful – Irrelevant
Working as a people practice professional in Almarai organisation, I at all time embrace appropriate ethics and maintain high standards. This inform he need thinking and acting universally and consistently even when the situations are a challenge and fresh. Further, working in Almarai organisation and having been involved in leading different teams, I have managed to embrace the most appropriate ethical standpoints. Hence, ethical standpoints on people practice are at the heart of my professionalism and community engagement. This is while embracing strong integrity and valuing others. |
| Learning plan (with dates) | 1) Listen to the CIPD’s podcast ‘Creating ethical workplaces’ to understand how organisations can support ethical behavior through their people practices by June 15th 2022.
2) Read the CIPD’s ‘Ethics at work: an employer’s guide’ and watch the CIPD’s Ethics webinar series providing practical guidance on speak up facilities, fairness at work and the prevention of unethical behavior by July 1st 2022. 3) Design some realistic ethical dilemmas relating to people practices to coach managers and leaders by July 15th 2022. 4) discussion with someone about ethical practice from Almarai (discussion with Basel – June 2022) |
| Potential ways to evaluate competence | 1- LM or colleague feedback.
2- I will be confident to challenge and discuss different ethical standpoints with other departments and involve in employees’ investigations related to ethical/ unethical behaviors. |
| Possible threats | Un availability of the required situation (investigations related to ethical/ unethical behaviors ) to evaluate my competence. |
| Assessment criterion 4 | To be able to assess the impact of collaboration across cultural, geographic and professional boundaries, including the value of embracing difference. |
| Indicative content | Working inclusively and collaboratively within and across organisational boundaries; embracing difference and using diversity to improve organisational performance; building trust, sharing knowledge, experience and skills; promoting positive attitudes and collaboration. |
| Starting point | Initial ability (scale 0-10) = 6
Owing to the nature of work in my past organisations, diversity and inclusion have been instrumental for their operations. This is in various cultures, geography and professional boundaries with embrace of differences being essential and important. However, owing to the recent introduction of Saudisation policy, there has been issues with ensuring the Saudi Arabia citizens. This has complicated the ability to harness collaboration and manage the positive attitudes |
| Development objectives | I need to:
a) I intend to gain relevant insights on best practice in improving diversity and inclusion as core in the oranisation operations b) Embracing all people irrespective of their background and areas of operations as a best practice of embrace of differences c) To establish the best practice which need to be adopted for making sure that all employees are involved in active organisation operations d) To be in a good position of managing all people expectations irrespective of their professional boundaries with overall boundaries embraced |
| Importance to me | Essential – Important – Useful – Irrelevant
Working as a people practice professional in Almarai, the organisation is inclusive of people coming from different cultures, geographical orientation, and professional boundaries. Taking this into account, to be successful in my roles, I at all times ensure that I embrace the best diversity and inclusion. Apart from the requirement of the Emiratisation policy which require priority to be accorded to United Arab Emirates (UAE) citizens, ensuring people of different characteristics and orientations are critical for Almarai success. This is since diversity and inclusion has a direct correlation with organisation performance and productivity. |
| Learning plan (with dates) | 1) Within a period of 2 months, I would read and gain knowledge and skills on the best practice to improve diversity and inclusion in my organisation
2) To ensure that within a period of 4 months, the background of the employees are appropriately appreciated while ensuring all employees are engaged in active decision making 3) In a period of 8 months, there would be a necessity for pursuing a best practice intended to make sure all staff are engaged in active entity practices. 4) Within a period of 5 months, through job shadowing and peer reviewed journals and other CIPD materials, I would gain insights on challenges impacting collaborative working by embrace of difference |
| Potential ways to evaluate competence | This would entail the interpersonal and intrapersonal qualities and competencies for leveraging on collective solving of problems and solving problems or making progress towards a common set goals
The scope of growth and learning for appreciating continuous improvement in their roles |
| Possible threats | Potential of frustration and lacking trust amongst the different staff
Lowering the scope of effectiveness of work roles and creation of tension in the workplace environment Workplace politics limiting success of collaboration with ethical practices embraced for success in the organisation operations |
Learning Outcome 2: Be able to achieve and maintain challenging business outcomes for yourself and organisations.
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