Core Behaviours for People Professionals

This article discusses ethical principles & professional values, legislation and code of practice that supports ethical & professional practice, and the significance of ethical behaviour for an HR professional. It also provides ways for people practice professionals to upgrade their skills and knowledge and stay up to date with development in people employment and the wider world of work.

CORE BEHAVIOUR FOR
PEOPLE PROFESSIONALS

TABLE OF CONTENTS
TASK 1............................................................................................................................................3
A.C.1.1 Explaining what is meant by ethical principles & professional values and how these
might inform the manner people approach their work.................................................................3
A.C.1.2 Identifying a piece of legislation and a code of practice that supports ethical &
professional practice, with example of how a Human resource professional can conform to
these.............................................................................................................................................4
A.C.2.1 Explaining significance of ethical behaviour for an HR professional and potential
consequences for them of unethical attribute...............................................................................5
A.C.1.3 & 2.2 Describing how a Human resource professional would identify a positive and
ethical method to varied areas......................................................................................................5
TASK 2............................................................................................................................................7
Self-reflective Journal..................................................................................................................7
A.C.2.4- Summarizing varied ways a people practice professional can upgrade their skill,
knowledge and stay up date with development in people employment and wider world of work
......................................................................................................................................................7
(A.C. 2.5.) SO WHAT................................................................................................................8
(A.C 2.3.) MISTAKES...............................................................................................................9
REFERENCES..............................................................................................................................14

TASK 1
A.C.1.1 Explaining what is meant by ethical principles & professional values and how these
might inform the manner people approach their work
An ethical principle is described set of values and norms that only point out those
considerations which has been weighed while making effective decisions (Ciullo and et.al.,
2020). Honesty, integrity, loyalty, caring, law-abiding, fairness, achievable commitments, and
respect for others, are those terms that cover under combination of ethical principles. By
considering, following and conducting each term into practical as well as effective manner, a
person may obtain a lot of unexpected benefits.
While professional values are defined as strategic guidelines that guided beliefs and
norms that influence work behaviour of those employees who are working within a company to
achieve their set objectives and goals. Strong work ethics, adaptability, self-motivation,
reliability, accountability and honesty are the best examples of professional values that every
person adopt in the workplace.
Both these concepts might inform people about how they approach their work whether it
related to personal and professional, in term of providing strategic suggestions that individual
may consider and then conduct in ethical manner (Fitzgerald, 2020). For example, fairness as a
key element of ethical principle may drive the attention of individual candidate in organization to
provide fair and same opportunities to other, just like they have to interact, collaborate and
coordinate with all at workplace, which is quite important for the growth of all employees.
Along with that, by considering other elements encompasses with above terms,
candidates may benefit of being an ethical person who may always take initiative to boost the
morale of all the staff members. They may take action to approach own as well as other work in
effective and systematic manner, which is quite essential for organizational growth in regulatory
business environment, where work ethics and ethical practices expected to conducted by each
firm whether it is small or large.
Loyalty, honesty and integrity are included in category of those essential elements that
drive the attention of individual person towards being ethically responsible (Tasi and Syamsir,
2020). Each element influence people they work in term of making them loyal, honest and
respectful for others might be done.

A.C.1.2 Identifying a piece of legislation and a code of practice that supports ethical &
professional practice, with example of how a Human resource professional can conform to
these
In the world of business, there are several legislations and code of practices has been
conducted in the context of varied organizations, whether it related to private or public sector to
support ethical and professional practices that applied and transform into practical manner.
For example, Equality act 2010 is the best example of employment legislation that may
put positive impact on performance and productivity of employees in term of providing them
rights to obtain fair and similar growth opportunities that a male candidate at workplace may
obtain, while working within a same company (Hambler, 2020). This piece of regulations may
support professional and ethical practices that may conduct within chosen company by human
resource professional, which they may conform by obtaining feedback from existing as well as
new employees, regarding growth chances they gain without considering any differences by high
authority. According to Equality Act 2010, employers within any company may conduct ethical
practices and follow the same, to make assure that no one may discriminate in any term. People
professional can conform with legislation by conducting practice to provide fair growth chances
to employees at workplace instead of making favouritism.
A code of practice is specific guide based on how to comply with legal accountabilities
and roles under the world health & safety regulations. This term may also support ethical and
professional practice that HR professional can conform. For example, they may identify the
working environment and consider all the initiatives take in the context of employee well-being
at workplace, which enable them to make assure that everything is going towards taking better
care of each candidate that is important and essential to do so (Kortmann, 2020). The outline
defines under WHS act as code of practice, may allow human resource professional to obtain
desire outcomes in form of creating positive and productive working environment.
World health and Safety Act 2011 is another piece of legislation that may put positive
impact on business growth as when management provide all the health and safety facilities to
each candidate without making differences between existing and new on the basis of age, gender,
etc.

A.C.2.1 Explaining significance of ethical behaviour for an HR professional and potential
consequences for them of unethical attribute
An ethical behaviour is characterized by fairness, equity and honesty of individual person
related to their work, and a company for which they perform at workplace around more
individuals (Cowan, Clayton and Bochantin, 2021). Ethical practice is defined as application of
ethical values and key principles in organizational behaviour, which put positive impact on
individuals who are working within contemporary organizations to go across set criteria in term
of increasing their productivity and organizational performance level. It is quite important for
human resource professional within local television production organization to adopt and behave
ethically, by keeping ethical behaviour into their habit, because it may enable them to gain the
trust of others and build trustworthy relationship with all who are working for organizational
growth and success.
Ethical behaviour is essential because it contributes to create a positive working
environment, which enhance the motivational level and boost morale of individual person at
workplace. When human resource professional prevent personal data from the other people in
company, they may conduct ethical activity and behave ethically, which bring several benefits
for them.
Misusing personal data of workers, is the best example of unethical behaviour that may
put negative impact on professional and personal career of HR professional (Nguyen, Zhang and
Morand, 2021). For example, just because of being unethical and behaving in similar manner,
they destroy their positive image in mind of candidates who are working within same company.
In the context of personal life, unethical behaviour conduct by a person may keep them alone as
no one prefers to relate with those that is untrusty. Leaking confidential data, abusing people, etc.
are unethical behaviour that affect negatively upon career progress whether it related to personal
or professional level.
Lack of trust is another consequence of unethical practice that may put negative impact
on employees and workers as well as other individual.
A.C.1.3 & 2.2 Describing how a Human resource professional would identify a positive and
ethical method to varied areas
Clarifying issues-

HR professional determine ethical approach in the context of this term, by analysing and
clarifying major challenges to all candidates (Karman, 2020). They may attempt to identify the
reason behind issue and then take appropriate action to solve that.
Contributing options and views-
Human resource professional may obtain the chance to develop positive working
relationship with their colleagues, by adopting several, but effective ways. For example, they
may contribute to share their views and opinions clearly with everyone, which enable employee
to determine the expectations of employer regarding them.
Working in a team-
HR professional demonstrate positive working relation with employees, by analysing
team performance and number of task achievement that a team may achieve by performing to
gather. When each candidate in a group perform with other in effective manner and achieve set
aims, then their performance and team hard work define that they all build good relationship with
each other.
Showing sensitivity to others-
By showing sensitivity to all employees, human resource professional may identify
positive working relationship. It may provide them chance to build trustworthy relationship with
all individuals who are working and performing with firm to achieve strategic objectives of
brand.
Showing respect for colleagues-
They may approach employees to share their creative and innovative ideas, which HR
professional and other stakeholders may consider and then plan to implement specific one into
practical manner. They may attempt to give respect to all by providing change to share their own
thoughts.
In order to clarify issue, there are different types of skills are needed such as effective
communication, collaboration, decision-making and problem solving as well as research, active
listening. Management may attempt to explain each issue and their solution by adpopting
effective ways such as group discussion, individual person interact, etc.
Ethics-
It can be said that by following the principles and values of ethical concept, organization
has obtained the benefits of being a sustainable company in the world, where key stakeholders

expected from all organizations to conduct ethical and professional practices that has enhanced
the productivity and efficiency level of all employees. Equality Act 2010 and code of practices
enabled management to grow rapidly, by creating such a productive and positive working
environment where individual candidates prefer to work for longer time, without facing any
issues and being a subject of workplace discrimination.
Consequences-
The best way to be ethical and show some respect to others is taking their reviews and
options and consider while doing something beneficial for everyone. Another way is to use CIPD
profession map, which define the practice of acknowledging sensitivity.
TASK 2
Self-reflective Journal
Reflection 1
A.C.2.4- Summarizing varied ways a people practice professional can upgrade their skill,
knowledge and stay up date with development in people employment and wider world of
work
There are several approaches and techniques are accessible in the world, which individual
person may prefer to use in the context of skills development and these are professional and
personal development plan (PDP) and training and development. Furthermore, group discussion
and reading are also included in category of methods through which skills and knowledge
development is easy.
(AC 2.5.) WHAT
Overview of performance Unethical practices and behaviour put negative
impact on growth and development of
individuals, who are working in the organization.
As an Human resource manager, I had analysed
the unethical practice of existing worker in the
context of new candidates that attempt to make
themselves comfortable at workplace. In regard
to this situation, by taking strict action in legal

manner I have obtained positive outcomes.
Successes The above discussed situation, bring positive
outcomes, in term of generating awareness at
workplace about legal action that management
take against unethical behaviour of anyone in any
term. It leads to eliminate unethical practices and
create positive working environment.
Challenges / Issues I had faced challenges to collect information
about the impact unethical practices upon
candidates as no one need to make any
discussion, due to fear of losing job. I also face
issue to find out the best approach related to
overcome situation.
(A.C. 2.5.) SO WHAT
Reflections on your performance
response As HR manager it is my responsibility to create
effective and pleasant working environment to
all. In the context of current situation, I had taken
action to band unethical behaviour and practice
conducted by anyone, whether it is conduct by
existing or new workers. I had gained
understanding of this issue and then make an
important discussion with high authority to solve
the same.
The legal action taken by me after long

Positive or Negative Impact discussion based on unethical behaviour of an
employee, put positive impact on everyone, as
they aware themselves about not doing anything
wrong and unethically, due to which they will
face legal action. This impact spread positivity
and bring all employees together at same
workplace, where they work freely and happily.
(A.C 2.3.) MISTAKES
I have recognized my mistake by taking
reviews and comments from experienced
person, who know better how to deal with
varied organizational situations by taking
what action, which may be beneficial for
everyone.
I have recognized other mistakes while-list
showing them empathy and that is bulling at
workplace which is unethical practice that a
candidate tolerate just because they attempt
to start their employment career and do not
want to lose this chance.
(A.C. 2.5.) NOW WHAT
I would take action on the basis of outcome
in term of developing a plan to conduct
training session, and group meeting with all
employees, just to aware them about not
tolerating unethical practices and taking

action against this practice, for which human
resource management and their team is
always there for any help. In the context of
person that bully other employees, I would
take legal action according to the terms and
final outcomes of group meeting with
stakeholders. I need to learn new ways to
deal the same situation and also make
changes related to process of working. I
prefer to train everyone and allow
understanding clearly that unethical
behaviour is not tolerable any more.
Reflection 2
(AC 2.5.) WHAT
Overview of performance
Data breach is another situation, through which
I had developed my understanding effectively
and appropriately about legislation, and
regulations related to data privacy.
Furthermore, I had also developed my
comprehending about how to conduct ethical
practice by preventing personal data
appropriately at workplace, which is actually
quite important for me to do so.
Successes
Data breach is a situation that provide positive
results in term of developing my understanding
about being an ethic person and conduct
activities in similar manner. It also affects

negatively upon brand image and workers
privacy. As people are affected due to that, in
term of fear, which is not suitable for anyone
who are working within company.
Challenges / Issues
Time limitation to identify causes behind
situation and to find appropriate and long term
action against data breach, which is the best
example of unethical behaviour of individuals,
who gain the trust of management and then
break it easily. I also faced challenges to retain
other employees as they do not feel
comfortable and secure at work area.
(A.C. 2.5.) SO WHAT
Reflections on your performance response
I had developed understanding about negative
consequences of data breach and actions that I
would take next time regarding same situation.
Furthermore, I had also learned legal terms and
actions mostly taken in regard to current
circumstance by following laws. I was
thinking to develop a new rule at workplace
and use system to prevent data likage. High
employee turnover is the broader issue that
arise from current situation.
Positive or Negative Impact
The action taken by the management and high
authority against data breach, put positive
impact on people who work around me as my
team members, workers and leaders as well as
customers, who also assure that firm never

break their trust and keep their personal
information private.
(A.C 2.3.) MISTAKES
I have recognized and accepted my mistake by
analysing the outcome of my action and via
taking feedback from others who are working
around me.
Furthermore, I have also considered others
mistakes whilst showing them sympathy, in
term of providing appropriate way to work
instead of conducting unethical practices.
(A.C. 2.5.) NOW WHAT
I felt that this situation is not good for
organizational as well as individuals growth,
management should take action to stop being
emerging the same condition again and again,
and I am also accountable to take initiative to
do so. I need to learn how data breach would
be eliminated forever and what are the stricter
action that I would take against that. Everyone
need more training about preventing personal
data of customers and other stakeholders by
using strong password.

(A.C. 2.5) Reflection on the Journal
I have reflected my own learning during
specific situational analysis and will attempt to
use in the future as professional development
skill

REFERENCES
Book and Journals
Ciullo, A. and et.al., 2020. Efficient or fair? Operationalizing ethical principles in flood risk
management: A case study on the Dutch‐German Rhine. Risk analysis. 40(9). pp.1844-
1862.
Cowan, R.L., Clayton, E. and Bochantin, J., 2021. Human resources as an important actor in
workplace bullying situations: Where we have been and where we should go. Pathways
of Job-related Negative Behaviour. pp.477-494.
Fitzgerald, A., 2020, July. Professional identity: A concept analysis. In Nursing forum (Vol. 55,
No. 3, pp. 447-472).
Hambler, A., 2020. Beliefs unworthy of respect in a democratic society: a view from the
employment tribunal. Ecclesiastical Law Journal. 22(2). pp.234-241.
Karman, A., 2020. Understanding sustainable human resource management–organizational value
linkages: The strength of the SHRM system. Human Systems Management. 39(1).
pp.51-68.
Kortmann, M., 2020. When are churches allowed to discriminate? How churches’ role in public
service delivery affects employment equality regulations. Acta Politica. 55(1). pp.19-40.
Nguyen, C.M., Zhang, L. and Morand, D., 2021. Unethical Pro-organizational Behavior: A
Moderated Mediational Model of Its Transmission From Managers to
Employees. Journal of Leadership & Organizational Studies. p.15480518211005464.
Tasi, R. and Syamsir, S., 2020. The Influence of Integrity and Loyalty on Employee
Performance. International Journal of Research and Analytical Reviews (IJRAR). 7(1).
pp.774-779.