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Nexxobyte was established two years ago by Kit, the only Director until recently joined by his new business partner, Aisha.
5CO03 Professional behaviours and valuing people Level 5 Associate Diploma in People Managment Organisational Learning and Development
Assessment ID / CIPD_5CO03_25_01
This unit focuses on how applying core professional behaviours such as ethical practice, courage and inclusivity can build positive working relationships and support employee voice and well-being. It considers how developing and mastering new professional behaviours and practice can impact performance.
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Tasks You must complete two tasks. The first one requires you to answer 6 questions, referring to the case study , about the ‘purpose and value of the people professional’. Your answers should respond accurately to the questions and should be informed by wider reading from key academic texts, articles and relevant publications.
For the second task, you will conduct a professional review of your own strengths, weaknesses and development areas.
Task One - Case Study You have recently taken up a new position as HR/L&D Adviser at Nexxobyte Aisha . The organisation has grown quickly and organically and currently consists of 23 software engineers (in three teams), three team managers, two administration staff and the two directors. Since joining Nexxobyte, the second director, Aisha, has been concerned about the way things are being run and has brought you in to help her make improvements. Aisha’s main concerns are the lack of standard procedures and the lack of management capabilities (none of the three team leaders had management training or experience prior to being informally allocated their roles by Kit). With Kit fully occupied in marketing and promoting the business, the team managers have been free to recruit and manage their teams as they choose, calling on the administration staff for support when needed. Consequently, the teams have been managed quite differently leading to inconsistent practice (e.g. different working arrangements and different access to paid L&D), several employee complaints and the loss of some valuable staff.
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Q1. 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.
Q2. 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. (AC 1.2)
Q3. 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. (AC 1.3)
Q4. 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 (AC 1.4)
Q5. You are pleased that your presentation at the manager’s meeting (see Q1) was well received. However, one manager has since commented in the Manager Chat group, “We don’t really need to change anything - the company is doing well financially and anyway people work much harder when they are not protected by a load of feel-good policies and procedures.”
With reference to research or theory, argue the human and business benefits of people feeling included, valued, and fairly treated at work. (AC 2.1)
Q6. Following several of the complaints about unfair practice in relation to staff training, Aisha has asked you to devise a fair Staff Learning & Development Policy, which will include all staff members and will set out factors such as: allowable paid time for development activities, individual training budgets, type of learning activities that can be included, etc.
Discuss the steps you will take
NOTE: there is no need to devise a policy here, only to discuss how you will design it to be inclusive and how you will check inclusivity after three months. (AC 2.2)
Your evidence must consist of:
Written responses to questions 1-6, approximately 2,400 words (+/- 10%), refer to CIPD word count policy.
Task Two - Professional Review Note: This task is not related to the Task 1 Case Study. It is just about you and your awareness of your own strengths, weaknesses and development areas.
To complete the task, you must complete all five activities below.
Q7. Using a combination of your own reflections and feedback from at least one other person, review your own behaviour against the six Associate-level standards for ‘Working inclusively’ in the CIPD Profession Map
Summarise your conclusions from this activity, along with a brief explanation of who you involved and how their feedback informed your review. (AC 2.3) You don`t need to provide a reference or in-text citation for AC 2.3.
Q8. Research and identify two ways the people practitioner role (generalist or any specialist) is evolving. Summarise these two developments and the implications they have for your ongoing professional development. (AC 3.1)
Q9. With reference to your reflections and feedback at Q7, and your research at Q8, assess your current strengths, weaknesses and development areas in relation to people practice. (AC 3.2)
You don`t need to provide a reference or in-text citation for AC 3.2.
Q10. Following on from your self-assessments, identify two development activities you will undertake (or commence) in the next six months. Provide a brief explanation of the activities you have selected along with your reasons for choosing them. (AC 3.3)
You don`t need to provide a reference or in-text citation for AC 3.3
Q11. Shifting your focus to development activities you have already undertaken within the last two years, reflect on the two activities (formal or informal) that you consider had the greatest impact on your behaviour and performance.
Provide your reflections, attached to your assessment, as either:two selected activities, or
You don`t need to provide a reference or in-text citation for AC 3.4.
Your evidence must consist of:
• Written responses to questions 7-10, approximately 850 words (+/- 10%), refer to CIPD word count policy.
Answer Checklist You may find the following checklist helpful to make sure that you have answered all the questions. You don’t have to use it if you don’t want to.
Task One - Purpose and Value of the People Professional
Questions (Abbreviated)
Answered
Q1.
Provide a written response covering the points you would include in the presentation. (AC 1.1)
Q2.
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. (AC 1.2)
Q3.
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. (AC 1.3)
Q4.
Explain how, if you had been at Nexxobyte and aware of these two situations (outlined in the question) when they existed, you would have approached and raised them (AC 1.4)
Q5.
With reference to research or theory, argue the human and business benefits of people feeling included, valued, and fairly treated at work. (AC 2.1)
Q6.
Discuss the steps you will take
Task Two - Professional Review
Question
Answered
Q7.
Using a combination of your own reflections and feedback from at least one other person, review your own behaviour against the six associate-level standards of the CIPD Map Core Behaviour, ‘Working inclusively’. Summarise your conclusions from this activity, along with a brief explanation of who you involved and how their feedback informed your review. (AC 2.3)
Q8.
Research and identify three ways the people practitioner role (generalist or any specialist) is evolving. Summarise these two developments and the implications they have for your ongoing professional development. (AC 3.1)
Q9.
With reference to your reflections and feedback at Q7, and your research at Q8, assess your current strengths, weaknesses and development areas in relation to people practice. (AC 3.2)
Q10.
Following on from your assessments, identify two development activities you will undertake (or commence) in the next six months. Provide a brief explanation of the activities you have selected along with your reasons for choosing them. (AC 3.3)
Q11.
Shifting your focus now to development activities you have already undertaken within the last two years, reflect on the two activities (formal or informal) that you consider having had the greatest impact on your behaviour and performance.
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