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3CO03 ASSIGNMENT EXAMPLE
- October 21, 2022
- Posted by: Admin
- Category: CIPD Level 3
Table of Contents
Analyses of cases
You are a Junior Associate in People Practice currently pursuing your CIPD qualification. A local television production company has requested assistance from the Director of your Study Center. They are producing a current affairs program about business issues and ethical behavior. Following a number of well-publicized examples of unethical practices and exploitation at work, they are particularly keen to highlight the role of a People Practice team in helping to support and promote ethical practice in organizations. They are concerned about the relationship between ethical practice and the impact on employees’ day-to-day work experiences. You suspect they are biased and are looking for examples to support their claim that modern organizations exploit workers and do not care about their well-being. The Director of your Study Centre has requested that you prepare an initial briefing paper to assist in shaping the response to the production company.
- You are encouraged to plan your assessment work with your Assessor at the start of your assignment and, where appropriate, agree milestones so that they can help you monitor your progress.
- To guide and support your evidence, refer to the unit’s indicative content.
- Remember that you are part of the People Practice Team, so pay attention to how your evidence is presented.
- Make certain that the evidence gathered for this assessment is your own.
You will also benefit from:
- Completing formative feedback from your Assessor and acting on it
- Consider your own experiences with learning opportunities and ongoing professional development.
- Reading CIPD Insight, Fact Sheets, and other related online content on these topics.
Task One – Ethical Practice Briefing Paper
The briefing paper’s goal is to demonstrate HR’s role in promoting and practicing professional values, ethics, and principles within organizations. The following points should be included in the paper and addressed:
1) ethical principles and professional values , and how these might inform the way people approach their work. (1.1)
2) Identify a piece of legislation and a Code of Practice that supports ethical and professional practice, with examples of how an HR professional can conform to (1.2)
3) Explain the importance of ethical behaviour for an HR professional and the potential consequences (personal and professional) for them of unethical behaviour (2.1)
4) Describe how an HR professional would demonstrate a positive and ethical approach to each of the following: (1.3, 2)
- clarifying issues or problems
- contributing thoughts and opinions
- working in a group
- showing consideration for others*
- showing consideration for colleagues*
*Include a work-based or personal example of when you have demonstrated the positive and ethical behavior you describe for the two asterisked bullet points.
You may use bullet points to emphasize points in your briefing paper, and headings are expected to help guide the reader through.
Task Two – Self-Reflective Journal
Self-reflection is a useful tool for analyzing, identifying, and documenting ways to improve your professional practice. In this task, you must write a reflective journal about how you perform at work and in school, as well as how you develop your skills and abilities.
Your task is to write a self-reflective journal, which addresses the following:
- Summarize different ways a people practice professional can upgrade their knowledge and skills and stay up to date with developments in the people profession and wider world of work at the start of your journal. This could range from informal methods like discussion and reading to formal research and development methods. (2.4)
- Continue to write in your journal about your performance and development. Your journal should include: (2.5)
- Examples of your performance (success or failure) or problems you’ve encountered These could be examples from your current or previous work, studies, or personal experiences. Give some information about each. (This is your reflection’s WHAT.)
- Your thoughts on your performance/response What effect did it have on you and those around you, such as colleagues, customers, stakeholders, and your organization? (This is the SO WHAT of your reflection, and it can be the most difficult part because you are being asked to think in unfamiliar ways, but it is through this reflective thinking and learning that you will be able to progress to the next step.)
- Examples of how you have recognized and accepted your own mistakes, as well as how you have demonstrated empathy for them. (2.3)
- As a result of your reflections, you will take action. (This is the WHAT NOW? What should happen next, based on what you know and how you feel about the situation? Do you require new knowledge? Do you want to alter a procedure or a process? Do others require additional training? (Note: the action you take here could serve as the next example for you to reflect on.) Finally, finish your journal with a brief summary of how effective you have found this Reflective Journal approach to your professional life (2.5)
SOLUTION : TASK ONE
AC 1.1 Consider how ethical principles and professional values inform approaches to work.
Aradhya (2020) defines ethics as the study of morally appropriate decisions and behaviors. Ethics can also be defined as the values instilled in a person to distinguish between what is right and what is wrong. The values are derived from a variety of sources, such as legal documents, religion, and organizational culture. Aradhya (2020) also cites Thomas Garret’s definition of ethics as “the science of judging human ends and their relationships.” Ethics can also be defined as a community’s or society’s moral compass. To that end, ethical principles are the standards that any professional in any field of practice should uphold. Professional values are the principles and behaviors that employees adopt and demonstrate in the workplace (Indeed, 2021). Professional values, like ethical values, prescribe obligations and virtues for individuals in the workplace.
In the context of human resource professionals, ethical practice is based on an organization’s overall conduct, which includes everything from corporate governance to accounting practices, stakeholder relations, employment practices, stakeholder relations, and sales technique (Cipd, 2021). As a result, professional values are critical in the workplace because they influence how others perceive and interact with you (Indeed,2021). Positive professional values demonstrate self-confidence, self-worth, and a desire to succeed. Professional values have the potential to demonstrate an individual’s ability to take on significant and difficult assignments, thereby setting the pace for career advancement. Ethical principles and professional values have an impact on organizational reputation, so it is critical to consistently instill a culture of ethical practice that reduces the risk of legal suits and boosts employee and stakeholder morale (Cipd, 2021).
AC1.2Specify ways in which you conform consistently with relevant regulation and law within the context of ethics and professional practice.
Legal knowledge is important for people professionals because one of their responsibilities is to ensure that organizations follow the rules and regulations in their jurisdiction. According to Basumallick (2020), HR departments improve compliance by ensuring that workplace rules, employee treatment, hiring practices, and a variety of other factors adhere to or align with relevant laws.
The General Data Protection Regulation (GDPR), for example, is one of the ethical policies that HR should consider in today’s context of globalization, technological advancements, and increased cross-border data flows (Robinson, 2020). The GDPR’s two main goals are to return control of personal data to individuals and to require companies to demonstrate accountability through evidence. To that end, GDPR has both legal and ethical implications, as personal data confidentiality is an ethical issue that, if violated, can result in legal action (Robinson, 2020).
Basumallick (2020) recommended that organizations implement the five best practices listed below in order to consistently demonstrate compliance.
- Create a six-year or longer HR data governance strategy.
- Create an HR compliance function in your organization.
- Follow the more nuanced definition of discrimination.
- On a yearly basis, update the HR compliance manual.
- Begin compliant hiring for strong HR compliance.
Robinson (2020) stated that organizations can ensure consistency in compliance by regularly communicating organizational policies and procedures to all employees, organizing regular trainings on relevant legal provisions affecting the industry, and detailing the company rules and regulations in the employee handbook.
AC 1.3 Summarise ways of demonstrating positive working relationships with colleagues with reference to ways in which you could:
Clarify problems or issues.
People managers play an important role in instilling a positive culture and embedding a culture of respect among employees. According to Madjoski (2015), listening skills are required for HR professionals to effectively perform their function. Listening skills aid in understanding one’s colleagues’ skills, knowledge, experience, passion, and motivation. Active listening aids in the development of deep and human relationships. When attempting to comprehend a problem, pay attention to the concerned parties’ voice, volume, intonation, body language, and facial expressions. As a result, rather than listening to respond, one should listen with an open and non-biased mind (Madjoski, 2015). It is also important to poll colleagues’ opinions on an issue by conducting a survey, as well as researching the facts and details of an issue before communicating the next steps to the rest of the employees.
Contribute your views and opinions clearly.
According to Benedet (2020), the following are necessary for effectively and clearly communicating one’s views. The first step is to consider the why, which answers the objective of a conversation and ensures that it is clear and detailed. The following step is to listen in order to understand and thus positively express one’s opinions. Following that, one should communicate with empathy by being considerate of everyone’s feelings and, finally, by being assertive and confident. Lack of confidence stifles teamwork, and being assertive necessitates sticking to your guns. To avoid information overload and losing meaning, the ideas should be packaged in a simple and concise manner (Benedet, 2020).
Work effectively as part of a team
HR professionals can influence employee teamwork by organizing team building activities with defined team roles, which encourages employee cooperation and collaboration (BrightHR, 2010). HR can effectively promote teamwork by clearly defining the purpose and goals for each team, measuring team performance, and rewarding team excellence.
AC 2.1 Describe the meaning of ethics within the context of work including reference to the consequences of your actions to personal and professional integrity.
According to Mayhew (2019), ethics are important for people professionals because they represent the company and reflect business practices. Employees rely on HR professionals to demonstrate ethical behavior such as good judgment, discretion, and sound business policies in their functions such as hiring and throughout the employee life cycle (Mayhew, 2019). Employees expect fair treatment and respect at work, and it is the responsibility of human resources to ensure that such expectations are met.
According to Ekuma and Akobo (2015), employee ethical behavior reflects an organization’s ethical climate, which in turn profoundly influences the disposition of HR practices toward ethical issues at work. HR professionals’ behavior and decisions in the same length reflect their ethical values and implicit assumptions. To that end, the HR department bears sole responsibility for unethical workplace behavior. Similarly, Brown (2016) argued that HR professionals are the bulwark of good behavior in the workplace because their department is in charge of developing and implementing organizational codes of conduct that combat workplace dishonesty. The best way to demonstrate the role of ethics in business and its implications in contemporary business is to examine the context of the growing importance of Corporate Social Responsibility (CSR), which is frequently associated with masking publicized company scandals such as the Enron case (Ekuma & Akobo, 2015). As a result, an HR professional’s behavior and actions have the potential to harm the company’s reputation and, as a result, call into question their personal integrity.
AC2.2 Model ways in which you can acknowledge sensitivity and respect to others within a working context.
A healthy workplace is enabled by positive practices such as mutual respect and appreciation, as well as being sensitive to the needs of customers or coworkers. Sensitivity is defined as the degree to which a person is caring, sympathetic, empathetic, and understanding (Aon, 2017). Respect, on the other hand, is treating others the way you would like to be treated. It acknowledges that your colleagues and superiors, like you, have opinions, rights, desires, competence, and experience (Heathfield, 2021). As a result, workplace sensitivity and respect breed a healthy workplace.
According to Gately (2017), the ability of an organization to thrive is dependent on people’s ability and willingness to collaborate in order to achieve overall business goals. Human resources plays an important role in fostering a positive work culture that encourages employees to act with respect and sensitivity. This can be accomplished by
- First, as HR, be a role model by communicating difficult decisions in a sensitive and respectful manner. In this regard, one should consider their fairness and patience when dealing with emotional issues.
- Second, HR should educate employees about the connection between respectful behavior and the ability to effectively collaborate for better business outcomes. Employees should be made aware that intolerance and an inability to respect the perspectives of others may impede their career advancement.
- Third, HR should establish clear expectations about what it means to act with sensitivity and respect in an organization.
- Fourth, HR should fairly and equitably hold all employees accountable for their actions, regardless of performance or seniority (Gately, 2017).
- Aon (2019). How to Measure Sensitivity. [online] insights.humancapital.aon.com. Available at: https://insights.humancapital.aon.com/talent-assessment-blog/how-to-measure-sensitivity [Accessed 10 Feb. 2022].
- Aradhya, D. (2020). Ethics: Definition, Principles, Importance, Ethical Issues, Ethical Dilemma, Code of Ethics. [online] Your Article Library. Available at: https://www.yourarticlelibrary.com/business/ethics/ethics/99812.
- Basumallick, C. (2021). What Is HR Compliance? Definition, Checklist, Best Practices, and Key Issues. [online] Toolbox.com. Available at: https://www.toolbox.com/hr/hr-compliance/articles/what-is-hr-compliance/.
- Benedet, C. (2020). How to Express Your Views Clearly and Positively. [online] Carrie Benedet. Available at: https://carriebenedet.com/how-to-express-your-views-clearly-and-positively/ [Accessed 9 Feb. 2022].
- BrightHR. (2010). How Can HR Influence Employee Teamwork | BrightHR. [online] Available at: https://www.brighthr.com/articles/culture-and-performance/teamwork/how-hr-can-influence-employee-teamwork/.
- Brown, R. (2016). Who is to blame for dishonesty in the workplace? [online] HRM online. Available at: https://www.hrmonline.com.au/section/featured/hr-blame-dishonesty-workplace/ [Accessed 10 Feb. 2022].
- CIPD (2021). Ethical Practice and the Role of HR | Factsheets. [online] CIPD. Available at: https://www.cipd.co.uk/knowledge/culture/ethics/role-hr-factsheet#gref.
- Cipd (2021). Ethical practice | CIPD Profession Map. [online] CIPD People Profession. Available at: https://peopleprofession.cipd.org/profession-map/core-behaviours/ethical-practice#gref.
- Ekuma, K. and Akobo, L. (2015). Human resource management ethics and professionals’ dilemma: A review and research agenda. Human Resource Management Research, 5(3), pp.47–57.
- Gately, K. (2017). 4 ways to build sensitivity and tolerance in the workplace. [online] HRM online. Available at: https://www.hrmonline.com.au/section/strategic-hr/build-sensitivity-tolerance-workplace/.
- Heathfield, S.M. (2021). How to Demonstrate Respect in the Workplace. [online] The Balance Careers. Available at: https://www.thebalancecareers.com/how-to-demonstrate-respect-in-the-workplace-1919376.
- Indeed Editorial Team (2021). 15 Professional Values for a Successful Career. [online] Indeed Career Guide. Available at: https://www.indeed.com/career-advice/career-development/professional-values.
- Madjoski, D. (2015). The Importance of Listening Skills for the HR Manager. [online] www.linkedin.com. Available at: https://www.linkedin.com/pulse/importance-listening-skills-hr-manager-dejan-madjoski/ [Accessed 10 Feb. 2022].
- Mayhew, R. (2019). The Importance of Ethics in Human Resources. [online] Azcentral.com. Available at: https://yourbusiness.azcentral.com/importance-ethics-human-resources-1276.html.
- Robinson, J. (2020). Top UK HR Compliance Laws To Keep An Eye On – Factorial. [online] Factorial Blog. Available at: https://factorialhr.co.uk/blog/hr-compliance-laws/.
SOLUTION : TASK TWO
2.4 Recommend ways in which you can show inquisitiveness about issues and developments in the people profession and the wider world of work
a broad scope for learning while in the profession People professionals can develop their knowledge and skills in this regard through formal and informal learning. This is critical for people professionals because it improves practice and aids in the achievement of fulfillment and purpose. Aside from formal learning through courses, one can learn informally through activities such as participating in discussion groups, reading articles in magazines, and reading relevant empirical journals. Mcdade (2020) proposed the following methods for staying in touch with what’s going on in the world of work. One of the core behaviors identified in the Cipd profession map is a desire to learn.
- Attending local workshops and training because they help to broaden one’s knowledge base and provide new ideas
- Researching human resource trends and legal issues on the internet is another way to stay informed, given that the internet is a gold mine of information in today’s world.
- Investigating people’s professional trends in professional magazines and journals, which contain useful analysis of topics such as labor laws.
- Networking with local human resources professionals is another way to stay informed and share valuable problem-solving ideas.
- Joining professional associations and organizations such as CIPD and SHRM is another way to stay informed.
- Last but not least, taking college and university classes is a formal way of gaining professional knowledge and skills.
Adapted from ( Mcadade, 2020)
2.5 Reflect on proactive approaches to developing, recording and reflecting on your professional knowledge, skills and experiences.
Journaling is one of the proactive approaches I’ve taken on a personal level to improve my professional knowledge and skills. At the end of each working day, I make an effort to journal about one of the most difficult tasks completed that day, as well as one of the day’s significant wins.
Furthermore, I have adopted a religious weekly practice of reviewing the weekly times of professional bodies such as CIPD, Personnel Today, People Management, and HE Director’s Twitter timeline and noting any new developments that they have updated that I am not aware of. This is followed by additional reading and research on the subject at hand.
Journaling is very therapeutic for me because it calms my nerves at the end of the day. Even if I’ve had a difficult day at work, it makes me feel better. Writing it down allows me to think about the situation in a broader context and aids in revealing any errors I may have made in handling a matter. By writing down any negative emotions that arose, I am able to reflect on how to deal with such a situation more calmly and without emotion if it occurs again. For example, I’ve learned to actively listen and refrain from making hasty comments about a concern raised by an employee. Furthermore, when an employee criticizes the department, I take note of it and assure the employee that their voice has been heard and will be addressed appropriately. This ensures that I am not defensive, but rather buys me time to respond factually and with regard for office gossip.
Indicating the day’s victories is critical for me because I previously noted that I almost always complained in my journaling. However, focusing on any day-to-day wins helped me to stay positive and even look forward to the next day of work to accomplish something new. Journaling improves my internal and external interactions with my customers.
Following the social media timelines of professional HR bodies has impacted my knowledge and skills, and it also allows me to raise issues trending within the HR profession to the rest of the department from a position of knowledge. Meaningful discussions within the department on the subject aid in keeping the organization compliant in terms of the law, and where appropriate, trainings are organized to improve the knowledge and skills of the organizational staff. Going through the comments section of tweets, Linkedin, Facebook, or Instagram posts also helps me understand what my peers think about the subject, which I then integrate or compare with my own thought process.
2.3 Reflect on the ways in which you can recognise and accept your own mistakes, and those of others, whilst also showing empathy
Journaling helped me recognize that I am an emotional person who is prone to making rash decisions that may not be comprehensive. As a result, when approached by an employee on a matter, I actively listen to their points of view and seek clarification on any grey areas without passing judgment. While doing so, I assure the employee of confidentiality, thereby creating an environment conducive to trust and openness. Depending on the gravity of the situation and my previous experience dealing with it, I express my thoughts candidly while demonstrating that I understand the employee’s feelings. Typically, I highlight company policy on the subject at hand and refer to previous lessons learned. When I believe that a matter is too important, I request time to reflect on it and then evaluate all of the possible outcomes of a decision. To maintain my professional integrity, I avoid discussing the matter with the rest of the staff, but I occasionally speculate about a matter with colleagues working in other companies and their experience on a similar matter.I also listen to communication podcasts, which have helped me improve my listening skills as well as my verbal and body communication abilities. Aside from the podcasts, I intend to attend a seminar on effective communication for HR professionals and then replicate what I learn by organizing and facilitating an internal training on the same.
Finally, self-reflective journaling is essential for professional development because it allows one to evaluate oneself and determine how one’s actions affect others. Self-reflection also aids in recognizing mistakes and thus improving decision making and relationships with colleagues. It also helps to have a reference for your thought process, which can aid in recognizing instances when a mistake was made or an issue could have been handled more effectively.
- McDade, C. (2020). How to Stay Current on Changes in Human Resources. [online] ToughNickel. Available at: https://toughnickel.com/business/How-to-Stay-Current-with-Changes-in-Human-Resources-When-Funding-for-Training-is-Limited.
What is the purpose of the CIPD 3CO03 assignment?
The CIPD 3CO03 assignment is designed to assess your understanding and application of the module’s concepts. It usually requires you to analyze a real-world HR or organizational development issue, demonstrate critical thinking skills, and make recommendations based on theoretical and practical knowledge.
What is the format of the CIPD 3CO03 assignment?
Depending on the educational institution or training provider, the format of the assignment may differ. It could take the form of a written report, case study analysis, a research project, or a combination of various assessment methods. The assignment brief or guidelines will outline the specific requirements and structure.
What are some common topics or themes for the CIPD 3CO03 assignment?
The CIPD 3CO03 assignment can cover a wide range of HR, organizational development, and change management topics. Talent management, employee engagement, diversity and inclusion, performance management, organizational culture, change initiatives, and HR strategies are all common themes.
Can you provide an example of a CIPD 3CO03 assignment topic?
Certainly! Consider the following: “Analyzing the Impact of Remote Work on Employee Engagement and Well-being: A Case Study of Company XYZ.” In this assignment, you would investigate the challenges and opportunities associated with remote work, assess its impact on employee engagement and well-being, and make recommendations for organizations on how to manage remote work arrangements effectively.
How is the CIPD 3CO03 assignment assessed?
Depending on the educational institution or training provider, the assessment criteria for the CIPD 3CO03 assignment may differ. In general, factors such as your understanding and application of relevant concepts, critical analysis and evaluation of the issue, the quality of recommendations provided, research skills, academic writing, and adherence to guidelines and referencing conventions are used to evaluate the assignment.