5CO03

Professional behaviours and

valuing people
Learner Assessment Brief -
Task Two
Assessment ID / CIPD_5CO03_21_01

Level 5
Associate Diploma in
 People Management
 Organisational Learning and Development

Cohort number

Centre number
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7
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Learner/CIPD number

Learner surname/family name

Learner other names

Assessor name (1st submission)

Assessor electronic signature

Assessor name (2nd submission)

Assessor electronic signature

Assessor name (3rd submission)

Assessor electronic signature

Internal quality assurer name

Internal quality assurer electronic signature

Assignment start date

Assignment end date

Assignment submission date

Assignment re-submission date for centre marking (2nd Submission)

Assignment re-submission date for centre marking (3rd Submission)

 Level 5 Associate Diploma

5CO03
Professional behaviours and valuing people
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.

CIPD’s insight

Rotten apples, bad barrels and sticky situations: unethical workplace

behaviour (April 2019)
Workplace ethics has been an increasing focus for businesses, policy makers and regulatory bodies
in recent years. In the wake of corporate scandal, talk often turns to how organisations can change
their culture and manage unethical behaviour. But, to make a much-needed change, we need to
understand why unethical behaviour occurs in the first place. With this knowledge, business leaders
and people professionals can take meaningful action to tackle it.

This report Rotten apples, bad barrels and sticky situations: a review of unethical workplace
behaviour, provides evidence-based, practical lessons that people professionals and leaders can use
to minimise the likelihood of unethical behaviour in their workplace.

https://www.cipd.co.uk/knowledge/culture/ethics/ethical-behaviour
Gifford, J., Green, M. and Barends, E. (2019) Rotten apples, bad barrels and sticky situations: an
evidence review of unethical workplace behaviour [online]. Research report. London: CIPD

Diversity and inclusion in the workplace (May 2020)

Understand what diversity and inclusion mean in the workplace and how an effective D&I strategy
can support business. Promoting and supporting diversity in the workplace is an important aspect
of good people management - it’s about valuing everyone in the organisation as an individual.

However, to reap the benefits of a diverse workforce it’s vital to have an inclusive environment
where everyone feels able to participate and achieve their potential. While UK legislation - covering
age, disability, race, religion, gender and sexual orientation among others - sets minimum
standards, an effective diversity and inclusion strategy goes beyond legal compliance and seeks to
add value to an organisation, contributing to employee well-being and engagement.

https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet
Miller, J. and Green, M. (2020) Diversity and inclusion in the workplace [online]. Factsheet.
London: CIPD.

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Case study
You are currently you are working in the People Practice Team and are working on your CIPD qualification.
Your Line Manager is running a break-out session at one of the CIPD Conferences, showcasing the work of
various organisations. The focus of the presentation is on how personal and ethical values can be applied,
including the key role of people practice professionals in contributing to (if not driving) discussions to
influence others with confidence and conviction. The presentation also aims to explore issues around the
human and business benefits of inclusive behaviours ensuring that people are fairly treated at work. In
addition, the presentation is designed to highlight examples of how this can build positive working
relationships and lead to performance improvement.

Preparation for the Tasks:

 At the start of your assignment, you are encouraged to plan your assessment work with your Assessor
and where appropriate agree milestones so that they can help you monitor your progress.
 Refer to the indicative content in the unit to guide and support your evidence.
 Pay attention to how your evidence is presented, remember you are working in the People Practice
Team for this task.
 Ensure that the evidence generated for this assessment remains your own work.

You will also benefit from:

 Acting on formative feedback from your Assessor.
 Reflecting on your own experiences of learning opportunities and training and continuing professional
development.
 Reading the CIPD Insight, Fact Sheets and related online material on these topics

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Task Two – CPD portfolio
The purpose of this task is to evidence your approach to Continuous professional development as a people
practice professional in conjunction with the CIPD Profession Map. The task combines a number of activities
which should be presented as a CPD portfolio.

As an introduction to your portfolio it is important to set the scene to your personal learning journey.

Activity 1 – The Context of Professional Development (3.1)

Explain the following;

 How the role of a people professional is changing?

 What impact are these changes having on our CPD?
 What are the key characteristics of a good-practice CPD?

Activity 2 – Self Assessment

The first stage of your CPD should be to understand where you’ve come from, where you are and where you
want to be.

 Using the Standards from the CIPD Professional Map, carry out a self-assessment of your competency
against the core behaviours identified, a suggested format is provided. this can be in any format, but
evidence is required to support this activity took place (an example template is provided in Appendix 1).
 From this Self-assessment, plus other forms of feedback identify your strengths and weaknesses setting
personal development objectives to be included within a Professional Development Plan (3.2). Appendix 2
 You now need to consider how you can meet these development objectives, to complete your PDP. Consider
the range of learning opportunities available to you and for each development objectives decide on the most
appropriate initiative to support your learning journey. (3.3)

Activity 3 – Reflective practice

A key element of our PD is reflecting on our everyday experiences to learn from these, capturing what went well
or not so well and how we can learn from such situations.

Your reflections should focus on the following scenarios.

 Identify times when you have taken responsibility for your work/actions, paying particular attention to
recognising any mistakes you might have made, how you rectified these mistakes and what you believe you
learnt from these experiences. (1.4).
 Identify at least two examples that highlight your approach to working inclusively, plus how you have built
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positive working relationships with others. Your reflections need to focus on what you did, and the skills and
behaviours demonstrated. (2.4)

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Activity 4 – assessing the impact of your learning and CPD.
The final part of our CPD is to measure the overall impact of our learning. To achieve this, you need to
think about and capture the impacts, covering positive as well as negative. What was the impact on you,
your team, your colleagues, your customers, your stakeholders, the organisation or your department? To
support this assessment, you will need to complete a record of your learning for the last 12 months (3.4).
Appendix 2

Your evidence must consist of:

 A CPD portfolio including a Personal Development plan and record of your learning.
(approximately 1,000 words refer to CIPD work count policy).

 This assessment, with completed template, must be submitted through Oakwood Online
Services. Upload this Learner Assessment brief; and any supporting documents. Use this link:
http://onlineservices.oakwoodinternational.co.uk/

Appendix 1
Task 1 – Self-Assessment against Profession map standard.
Profession Map Perform well Perform Requires Reason for
Standard Score 30 satisfactorily further judgement
Score 20 development
Score 10
1 Make responsible choices
about your work, applying
professional principles and
values
2 Consider the purpose and
implications of actions,
decisions and people
practices for all
stakeholders
3 Raise concerns about
people practices and
policies which are not
consistent with values or
legislation
4 Provide explanations and
reasons for the choices you
make and the advice you
provide
5 Demonstrate professionalism
and consistency in what you
say and do in order to build
trust

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Appendix 2 – example CPD
Development plan
Name: James Markerera
Membership number: 54354341
Covering the period from: September to October

What do I want/need to learn? What will I do to achieve this? What resources or support will I need? What will my success criteria be? Target dates for
review and
completion

Gain more knowledge of Observe and reflect on management Co-operation from Resourcing and Management To have completed a management December
management recruitment. interviews. Development Manager who conducts the interviews. interview myself.

Gain different company Find another job with a different employer. Time for: recruitment agencies, practising interview Getting a new job in a different July
experiences Network with colleagues from my course techniques, updating my CV. Contact with colleagues. organisation. Maintaining relations with
who are working for different organisations. former colleagues from the Diploma in
HRM course.

Practical experience of negotiation Negotiate the recruitment rates with Time to review the recruitment rates offered by Gaining a competitive rate for agency March
techniques. recruitment agencies we use. different companies. recruitment.

Learn about rewarding employees Investigate flexible benefits and Internet pages – e-reward, CIPD, ACAS, DTI. Contact To have put together a proposal August
in a range of different ways and nonfinancial benefits. the CIPD Library. Use my course notes and indicating the advantages and
how rewards can be used recommended books. Ask colleagues. disadvantages of flexible benefits
effectively. within the workplace.

CPD record
Key dates What did you do? Why? What did you learn from this? How have/will you use this?

September Attended the Diploma in HRM I’m studying the CIPD Discussed the perception of Line HR is not ‘targeted’ as such within my organisation, but recently we have
course lecture on the relationship qualification to Managers towards HR; how this can be improved introduced a Staff Attitude Survey. I considered how the results from this
and perceptions increase my through a greater understanding of HR objectives; survey could drive targets for HR, this would directly link the employees’
knowledge of HR. actions with HR and they could see the outcomes. This would give them a
 Level 5 Associate Diploma
between the Line Manager and and potential methods to measure the value of
HR. HR.
November Went to a lecture on employment This week the new regulations for fixed term
legislation. employees were discussed, specifically regarding
the ‘need’ (obligation) to offer them any full time
role that is available.
January Attended the Diploma in HRM In order to improve contracts with external
course. This week the lecture was suppliers you should review successful external
on contractors. contracts and apply to future contract
agreements.
August Attended a lecture on performance I learnt about the importance for management
management. and employee appraisal training. How this
provides a greater understanding of the process
and encourages self-development and employee
ownership of learning.
better understanding of HR and increase their perception of the department.
I progressed this further by basing my management report on one of the
issues arising from the Staff Attitude Survey.
We had recently employed an HR Manager on a fixed term contract so
wanted to confirm and understand this regulation in case any roles became
available. I reviewed it further under the DTI, concluding that there is a right
to offer any full time role and/ or notify but no automatic right to the role.
Discussed the success of my organisation’s attitude survey contract and
how it could be applied to the HRIS contract with my Line Manager. The
conclusion was that the attitude survey is an easier project (only required
intense input initially) whereas HRIS was ongoing and had run out of steam.
Solution was to encourage the new HR Manager to get involved.
I will use this learning when rolling out the performance management
system where it will be emphasised that management must explain the
purpose of appraisals to employees’ encouraging them to take responsibility
of their learning and promoting a learning climate. Also I incorporated an
introduction to the appraisal process into the induction pack.
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Activities 1000 words
IMPORTANT NOTE: At Associate Level Referencing is mandatory – you must provide a reference where you
have drawn from a secondary source; Harvard referencing is preferable. All written reports, including
PowerPoint presentation notes, must include an appropriate level of referencing.

Activity 1 – The Context of Professional Development (3.1)

Explain the following;

 How the role of a people professional is changing?

 What impact are these changes having on our CPD?
 What are the key characteristics of a good-practice CPD?
The significance of proceeding with proficient improvement ought not be thought little of – it is a
vocation long commitment for rehearsing experts.

Here and there it is ordered by proficient associations or needed by sets of principles or codes of morals.
Yet, at its center it is a moral obligation of experts to keep their insight and abilities current so they can
convey the excellent of administration that protects general society and meets the assumptions for
clients and the necessities of their calling.

Yet, proceeding with proficient improvement ought to be drawing in and fun as well. Here and there it's
hard to track down a pertinent course that finds a place with your different commitments. Here and
there, as you leave a course or class it's difficult to survey what you have really realized. Have you
ingested the fundamental abilities and can you apply them effectively in your work? Our internet based
courses for proceeding with proficient turn of events, composed by experts for experts and including
insightful web-based connection with your friends, go far towards settling these issues. Give our internet
based courses a shot Project Management, Risk Management, Finance and the Environment which are
accessible at this point. Online seminars on specialized composition, and Sales and Marketing will be not
far off. Also, assuming you need to try things out before you venture out, enter our attract to win a free
internet based course. We run these offers routinely, and by joining to our email pamphlet at the lower
part of the page you will be told about new offers.

Activity 2a – Self Assessment

The first stage of your CPD should be to understand where you’ve come from, where you are and
where you want to be.

 Using the Standards from the CIPD Professional Map, carry out a self-assessment of your
competency against the core behaviours identified, a suggested format is provided. this can be in
any format, but evidence is required to support this activity took place (an example template is
provided in Appendix 1).
 From this Self-assessment, plus other forms of feedback identify your strengths and weaknesses
setting personal development objectives to be included within a Professional Development Plan
(3.2). Appendix 2
1. Be Proud.

One significant objective of the self-assessment is to feature your achievements and recall achievements
in your expert turn of events. A decent self-evaluation should highlight explicit errands and activities that

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feature your best work. While depicting those achievements, representatives ought to accentuate the
effect those accomplishments had overall business to underscore their worth to the organization.

Julie Rieken, CEO of Applied Training Systems Inc., said you ought to endeavor to interface your activities
with a chief's objectives. This arrangement is empowering to any chief and passes on that you
comprehend your job inside the bigger setting of the organization.

"If your administrator needs to hit a specific number, share how you assumed a part in hitting the
number," Rieken said. "Achievements you rundown ought to interface with business goals."

2. Be straightforward and basic.

Self-appraisals aren't just with regards to featuring wins. You ought to likewise basically survey the
occasions you missed the mark. Being straightforward means bringing up shortcomings that could be
refined or past disappointments that showed you a significant example. Perceiving your own
imperfections is critical to exhibiting your capacity to learn and develop.'

3. Constantly make progress toward development.

It's significant during self-appraisals to never deteriorate; people are continually adjusting, learning and
evolving. Regardless of whether you've had an incredible year or missed the mark concerning your own
assumptions, stay focused on improving and instructing yourself. Pausing for a minute to list your
objectives and destinations for the coming year during a self-evaluation shows that you are not content
to settle.
Strengths and Weakness
The strengths and weaknesses play a significant role. The hold on your work should be the biggest
strength as it helps in building the confidence. When confidence in there you can conquer it all. . The
other thing is honesty with your work and to own it by all means. If these two factors are prevailing in
your personality then no weakness can take over you.

Activity 2b – Self Assessment

You now need to consider how you can meet these development objectives, to complete your PDP.
Consider the range of learning opportunities available to you and for each development objectives
decide on the most appropriate initiative to support your learning journey. (3.3)
Prior to dispatching into your arrangement, set aside effort to get where you are and where you need to
be – this implies pondering your present abilities and capacities, just as contemplating your profession
desires.

Start by composing a rundown of where you are at the present moment: what might you say are your
present abilities, qualities, and shortcomings? These can incorporate things like initiative abilities,
relational abilities, using time effectively, dynamic, or specialized skills.

When you have these, invest energy distinguishing your drawn out vision or objective: would you say you
are attempting to switch professions, set yourself up for the executives, or improve as a pioneer? From
this, you can lead an abilities hole investigation to evaluate what regions you really wanted to improve or
create to assist yourself with arriving at these objectives, and utilize this to illuminate your PDP thoughts.

Concentrate on 3-5 advancement focuses

While it very well may be enticing to attempt to remember everything for your self-improvement abilities

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plan, the way to progress includes center.

Put forward SMART objectives and separate them into more modest objectives

For every last one of your improvement focuses, it's useful to separate them into more modest and more
sensible pieces so you can zero in on progress with extra special care instead of one major ultimate
objective, which can frequently appear to be overwhelming.

Offer your objectives and keep tabs on your development

The way to accomplishing your objectives is infrequently direct, and sooner or later it's probably you'll
lose inspiration, fall once again into old propensities, or stall. To assist with combatting this, utilization an
input cycle to assess your advancement: set customary subsequent occasions each week or month, and
record your advancement for every objective.

Activity 3a – Reflective practice

A key element of our PD is reflecting on our everyday experiences to learn from these, capturing what
went well or mot so well and how we can learn from such situations.

Your reflections should focus on the following scenario.

 Identify times when you have taken responsibility for your work/actions, paying particular
attention to recognising any mistakes you might have made, how you rectified these mistakes and
what you believe you learnt from these experiences. (1.4).

While working in a professional environment there are many moments where you look for shortcuts and
try to plagiarise your work with the past or just copy paste it. These shortcuts usually increase the
problems that can lead to serious issues. Once in the start of my professional career I just copy pasted the
entire business report with a relevant material on internet which was a plagiarized content and when I
presented it in front of my team lead I was found guilty due to similarity index. This was the moment
when I had to own my mistake and admit my fault with a big heart. this was a learning moment for me to
avoid google search button but check its credibility first.

Activity 3b – Reflective practice

A key element of our PD is reflecting on our everyday experiences to learn from these, capturing what
went well or mot so well and how we can learn from such situations.

Your reflections should focus on the following scenario.

 Identify at least two examples that highlight your approach to working inclusively, plus how you
have built positive working relationships with others. Your reflections need to focus on what you
did, and the skills and behaviours demonstrated. (2.4)
I believe dedication and honesty towards work. These two factors are inter linked and when you are truly
dedicated towards your work and you find all the honest ways to accomplish the work, the contentment
and satisfaction says it all. This will be reflected in your work as well. Without these two factors if you
don’t believe then witness it and you will feel that happiness that will be reflected in your work as well.

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Activity 4 – assessing the impact of your learning and CPD.
The final part of our CPD is to measure the overall impact of our learning. To achieve this, you need to
think about and capture the impacts, covering positive as well as negative. What was the impact on
you, your team, your colleagues, your customers, your stakeholders, the organisation or your
department? To support this assessment, you will need to complete a record of your learning for the
last 12 months (3.4). Appendix 2
If you've contributed time, cash and exertion into a CPD program, you'll normally need to realize that it's
decidedly affecting your school's instructing and learning.

Setting aside the effort to assess your CPD is significant. It assists you with bettering comprehend which
CPD exercises are gainful and really lead to further developed educator practice and which ones don't,
guaranteeing you feel certain about the chances you offer your staff.rogrammes and exercises should be
evaluated over the long haul and not in confinement. Assessing CPD should move past straightforward
criticism surveys that are frequently gathered as proof of staff participation. While these give an insight at
a point on schedule, what you'll have to know is the thing that's occurred because of the program or
exercises various months after the fact.

In his outline of the assessment of CPD, Thomas Guskey (1997) focuses to three significant shortcomings
in evaluative practice:

Assessment may regularly add up to close to documentation of exercises finished throughout some
stretch of time.

It regularly doesn't go profoundly enough, being restricted to 'joy surveys' after the occasion.

It's not unexpected excessively concise. Similarly as expert advancement ought to be a continuous cycle,
so should its assessment.

Guskey likewise accepts a critical spotlight on assessing CPD through the effect it has on learning results
for youngsters. He considers effect on be being accomplished at five possible levels:

members' responses

members' learning

association backing and change

members' utilization of new information and abilities

understudy learning results.

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Appendix 2 CPD TEMPLATE
Development plan

Name:
Membership number:
Covering the period from: to

What do I want/need to learn? What will I do to achieve this? What resources or support will I need? What will my success criteria be? Target dates for
review and
completion
 Level 5 Associate Diploma

CPD record
Key dates What did you do? Why? What did you learn from this? How have/will you use this?

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 Level 5 Associate Diploma

Assessment Criteria Evidence Checklist

Use this as a checklist to make sure that you have included the required evidence to meet the task.
Please enter the evidence title and where it can be referred to. An example has been provided for you.

Task 2 – CPD Portfolio

Evidenced
Assessment criteria Evidence reference
Y/N

3.1 Explore how the role of a people Y CIPD Portfolio

professional is evolving and the
implications this has for the continuing
professional development

3.2 Assess your strengths, weaknesses and
development areas based on self-
assessment and feedback from others.
3.3 Formulate a range of formal and/or
informal continuing professional
development (CPD) activities to support
your learning journey.
1.4 Reflect how you have taken responsibility
for your work/actions, including recognising
and rectifying mistakes.
2.4 Reflect on your own approach to working
inclusively and building positive working
relationships with others.
Y Ruck, K., 2019. Theoretical and
practical positioning of internal
communication. In Exploring Internal
Communication (pp. 15-24).
Routledge.
Y Phuong, H., 2017, March. Internal
Communications and Employee
Engagement in Vietnamese Media
Organizations. In Proceedings of NIDA
International Business Conference
2017–Innovative Management:
Bridging (p. 197).
Y Smith, P.E., Yellowley, W. and
McLachlan, C.J., 2020. Organizational
Behaviour: Managing People in
Dynamic Organizations. Routledge.
Y CIPD Portfolio

3.4 Reflect on the impact of your continuing Y CIPD Portfolio

professional development activities on
own behaviour and performance.

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Declaration of Authentication

Declaration by learner - if this is not completed your assessment brief will be

returned unmarked.

I can confirm that this assessment is all my own work and where I have used materials from other
sources, they have been properly acknowledged and referenced.

Learner name:

Learner signature:
We cannot accept a typed or e-signature. You need to scan or photograph your handwritten signature and
insert the image here.

Date:

Declaration by Assessor

I confirm that I am satisfied that to the best of my knowledge, the work produced is solely that of the
learner.

Assessor name:

Assessor signature:

Date:

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