G’day everyone I kindly need your help with my assignment, I’ll provide you with all the documents you need to make everything clear for you, Also I’ll provide a video expl
G'day everyone
I kindly need your help with my assignment, I'll provide you with all the documents you need to make everything clear for you, Also I'll provide a video explaining all of the requirements for this assignment, You need to watch it before you start bidding or start answering this assignment to ensure that you are fully aware of everything related to this assignment.
Here is the video you need to watch: https://drive.google.com/file/d/1rg3au4QW296a9jgpc…
There will be 2 tasks and you can find out more about both tasks in the attachments.
Task 2 – Self-Reflective Journal, 1,000 words (+/-10%)
Here are some instructions from my instructor:
The only document you submit for SUMMATIVE ASSIGNMENT as ONE WORD DOC should be as follows …
- Coversheet (fully completed and wet signature) inc each Task Wordcount used
- Title page
- Contents Page
- Assignment: Report parts 1 & 2 (within wordcount & MIN x10 references Harvard Style)
- Reference List (Harvard Style)
- Bibliography(Harvard Style)
- List of Appendices aka Appendix List (Harvard Style)
- Appendices (those mentioned in the List above)
7/8 NOT required if you do not use/refer to Appendices in your assignment
All the above from 2-8 should follow on from the C/sheet (1) to be in ONE WORD doc.
No need to include/attach the assignment brief (or any parts of it ex. checklist/marking guide) as the Assessor has all requirements for the marking.
Tips
- Don't forget AC numbers & headings
- Add page numbers on the header or footer
- Put in the header/footer with your name, unit assignment (ex. 3CO03 or L3C3)
- SAVE/NAME your word doc assignment with your name and Unit assignment code or title.
attachment_5.docx
Assessment Submission Checklist Prior to submitting your assessment, it is essential that you have fully completed the items on this checklist. Failure to do so may result in your submission being rejected, or possibly receiving a Fail grade. |
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1 |
Have you attended the Assessment Q&A session for this unit? |
☐ |
2 |
Have you included a fully completed front cover sheet (Draft or Summative box selected, CIPD membership number, wet signature etc.)? |
☐ |
3 |
Have you used Assessment Criteria and numbers as headings to structure your work (e.g., AC 1.2) |
☐ |
4 |
Is your submission within the specified wordcount? |
☐ |
5 |
Have you included examples to support your answer? |
☐ |
6 |
Is your answer clear and concise with a professional font (Calibri, Arial, Times New Roman) and 1.15 line spacing? |
☐ |
7 |
Is the layout and structure of your assessment appropriate, professional, and aligned with the requirements of the assessment brief (report, briefing paper, journal article etc.)? |
☐ |
8 |
Have you combined all tasks into one Word Document where possible? |
☐ |
9 |
Is your submission fully referenced, using the Harvard Referencing style? |
☐ |
10 |
Have you included a reference list and a bibliography at the end of your work? |
☐ |
Once you are ready to submit your assessment, please be sure to follow the submission process carefully, ensuring you progress the submission from a draft status, to being fully submitted. |
attachment_4.docx
Reflective Journal |
(AC 2.4.) (add your own subheading here – link to the criteria – delete the guidance) |
Summarise a minimum of two 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. This might be informal methods such as discussion and reading through to formal research and development methods. *delete and amend as required. |
Reflection 1
(AC 2.5.) WHAT |
|
Overview of performance |
Provide an example of what happened, review and provide an overview of performance during that situation. A scenario relating to performance at work, education or personal examples. In this section provide an overview of your performance. *Delete and amend as required. |
Successes |
Provide examples of the successes of that situation. *Delete and amend as required. |
Challenges / Issues |
Provide examples of the challenges/issues of that situation. *Delete and amend as required. |
(A.C. 2.5.) SO WHAT |
|
Reflections on your performance response |
Provide a reflection on your performance response. This is the SO WHAT of your reflection and can be the most difficult part as you are asked to think in ways that may be unfamiliar – but it is from this reflective thinking and learning, that you are able to progress to the next step.) The following questions will help you structure your answer (please remove them): · What is your new understanding of the situation? · What does this tell you about your performance? · What was going through your mind as you acted? · What could/should you have done to make it better? · What broader issues arise from the situation? *Delete and amend as required. |
Positive or Negative Impact |
Provide an overview of the positive impact on those around you, such as colleagues, customers, stakeholders. *Delete and amend as required. |
(A.C 2.3.) MISTAKES |
|
Provide examples of how you have recognised and accepted your own mistakes, and how you have recognised others’ mistakes whilst showing them empathy. *Delete and amend as required. |
|
(A.C. 2.5.) NOW WHAT |
|
The action you will take as a result of your reflections. (This is the NOW WHAT). Based on what you know and feel about the situation, what should happen next? Do you need to learn something new? Do you want to change a process or a procedure? What do you need to do in order to make things better? Do others need more training? (Note: the action you take here could form the next example for you to reflect on. *Delete and amend as required. |
Reflection 2
(AC 2.5.) WHAT |
|
Overview of performance |
Provide an example of what happened, review and provide an overview of performance during that situation. A scenario relating to performance at work, education or personal examples. In this section provide an overview of your performance. *Delete and amend as required. |
Successes |
Provide examples of the successes of that situation. *Delete and amend as required. |
Challenges / Issues |
Provide examples of the challenges/issues of that situation. *Delete and amend as required. |
(A.C. 2.5.) SO WHAT |
|
Reflections on your performance response |
Provide a reflection on your performance response. This is the SO WHAT of your reflection and can be the most difficult part as you are asked to think in ways that may be unfamiliar – but it is from this reflective thinking and learning, that you are able to progress to the next step.) *Delete and amend as required. |
Positive or Negative Impact |
Provide an overview of the positive impact on those around you, such as colleagues, customers, stakeholders. *Delete and amend as required. |
(A.C 2.3.) MISTAKES |
|
Provide examples of how you have recognised and accepted your own mistakes, and how you have recognised others’ mistakes whilst showing them empathy. *Delete and amend as required. |
|
(A.C. 2.5.) NOW WHAT |
|
The action you will take as a result of your reflections. (This is the NOW WHAT). Based on what you know and feel about the situation, what should happen next? Do you need to learn something new? Do you want to change a process or a procedure? Do others need more training? (Note: the action you take here could form the next example for you to reflect on. *Delete and amend as required. |
|
(A.C. 2.5) Reflection on the Journal |
|
Finally, complete your journal with a short review of how effective you have found this Reflective Journal approach to your professional development. *Delete and amend as required. |
|
attachment_3.pdf
Code of Professional Conduct As the professional body for HR and people development, the CIPD is the voice of a worldwide community of more than 150,000 members committed to championing better work and working lives. We set high standards of entry for membership and require all of our members to adhere to the standards and behaviours (‘obligations’) set out in this Code of Professional Conduct.
These obligations are grouped into headings of Professional Competence and Behaviour, Ethical Standards and Integrity, Representative of the Profession and Stewardship. They apply universally – at all stages of a CIPD member’s career, regardless of size, sector or specialism, and your membership commits you to upholding and maintaining these. We take concerns regarding alleged breaches of the Code very seriously. In order to consider allegations of misconduct, Investigation and Conduct procedures apply and these are set out in the CIPD’s Regulations available on the website.
1 Professional Competence and Behaviour
Members of the CIPD shall:
1.1 maintain professional knowledge and competence through continuing professional development, to ensure they provide a professional, up to date and insightful service
1.2 seek appropriate support if business needs require involvement in new areas of activity, only act within the scope of knowledge or ability, seek advice or support or refer work where appropriate
1.3 accept responsibility for their own professional actions and decisions, rectifying issues as soon as possible, informing the client of any likely impact to them and taking all reasonable steps to mitigate their loss/harm
1.4 apply professional high standards of relevance, accuracy and timeliness in the information and advice they provide to stakeholders, ensuring adequate liability insurance is held and terms of reference are established for all work and commitments.
2 Ethical Standards and Integrity
Members of the CIPD shall:
2.1 establish, maintain and develop business relationships based on confidence, trust and respect
2.2 exhibit and role model professional and personal integrity and honesty at all times
2.3 demonstrate and promote sensitivity for the customs, practices, culture and personal beliefs of others
2.4 champion employment and business practices that promote equality of opportunity, diversity and inclusion and support human rights and dignity
2.5 safeguard all confidential, commercially sensitive and personal data acquired as a result of business relationships and not use it for personal advantage or the benefit or detriment of third parties.
3 Representative of the Profession
Members of the CIPD shall:
3.1 always act in a way which supports and upholds the reputation and values of the profession, if the Member becomes aware of a potential breach of the Code, they must report this to the CIPD
3.2 uphold their responsibilities as professional people towards the wider community
3.3 comply with prevailing laws and not encourage, assist or collude with others who may be engaged in unlawful conduct, taking action as appropriate.
3.4 exhibit personal leadership as a role model for maintaining the highest standards of ethical conduct
3.5 identify where there is a conflict of interest. If an action could be perceived as a conflict of interest the Member should carefully consider whether it is appropriate to act in all the circumstances and evidence independence and be able to demonstrate the distinction between the personal and professional capacity.
4 Stewardship
Members of the CIPD shall:
4.1 demonstrate and promote fair and reasonable standards in the treatment of people who are operating within their sphere of influence
4.2 challenge others if they suspect unlawful or unethical conduct or behaviour, taking action as appropriate
4.3 ensure that their professional judgement is not compromised nor could be perceived as being compromised because of bias, or the undue influence of others
4.4 promote appropriate people management and development practices to influence and enable the achievement of business objectives
4.5 ensure those working for them have the appropriate level of competence, supervision and support.
Ref: 7460 April 2020 @CIPD 2020
attachment_1 (3).pdf
3CO03 Core Behaviours for People Professionals
Learner Assessment Brief
Level 3 Foundation Certificate in People Practice
Level 3 Foundation Certificate in People Practice
3CO03 Core Behaviours for People Professionals
This unit introduces the core behaviours for people professionals, focusing on ethical practice to create value. It considers how certain ways of thinking and acting should be universally consistent, even in new and challenging situations, to promote a sense of wellbeing and inclusivity in the organisation.
CIPD’s insight
Ethical practice in the time of coronavirus The COVID-19 pandemic has forced many organisations to make rapid changes to their business model. This may include reducing operations, redeploying staff, or hiring new workers to meet increased demand. It is also bringing unique people management challenges as employees adapt to workplace changes or personal challenges such as juggling caring responsibilities or self- isolating.
In this unparalleled situation, having a principled based approach to decision making is essential to make sure organisations behave ethically. There are many factors to be considered, from employee wellbeing and safety, business finances and long-term sustainability. Using a principle- based approach can help guide decisions as the situation evolves. We’ve created a COVID-19 workforce planner to help organisations navigate complex decisions about workforce changes during the pandemic.
People professionals need to champion ethical practice and work with the wider business throughout the crisis to ensure the best possible outcomes for all. Find out more about the role that people professionals should play in Coronavirus and the workforce: doing the right thing in a crisis.
There’s more on what employers should be doing in our Responding to the coronavirus hub.
Ethics at work; an employer’s guide Red flags, practical resources and action points for employers looking to foster ethical behaviour in their organisation.
Ethical values provide the moral compass by which we live our lives and make decisions: ‘doing the right thing’ because it’s the right thing to do. However, there are several reasons why unethical behaviour continues to happen in the workplace, from individual actions and choice to industry- wide indiscretions and compromising decisions.
https://www.cipd.co.uk/knowledge/culture/ethics/ethics-work-guide
Level 3 Foundation Certificate in People Practice
5
Case study You are currently a Junior Associate in People Practice and are working on your CIPD qualification. A local television production company has contacted the Head of your Study Centre to ask for some assistance. They are making a current affairs programme on business issues and ethical practice. They are particularly keen to highlight the role in a People Practice team to help support and promote ethical practice in organisations following a number of well publicised examples of unethical practices and exploitation at work.
They are concerned about the link between ethical practice and the impact on the day-to-day experience of work for members of staff. You suspect that they might be biased and are looking for examples to justify their viewpoint that modern day organisations exploit workers and do not care about their wellbeing at all. The Head of your Study Centre has asked you to prepare an initial briefing paper to help shape the response to the production company.
Preparation for the Tasks: Spend time planning your answer. You should attend the Assessment Q&A session if you have
any questions about the assessment tasks. 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.
Make sure that the evidence generated for this assessment remains your own work.
You will also benefit from:
Reflecting on your own experiences of learning opportunities and continuing professional development.
Reading the CIPD Insight, Fact Sheets and related online material on these topics.
Don’t forget to:
Complete the front cover sheet and place at the front of your assessment.
Use the bullet points below each task as headings and sub-headings so your marker can see where your answer begins.
Level 3 Foundation Certificate in People Practice
5
Your evidence must consist of:
Briefing document (1,250 words)
Task One – Ethical Practice Briefing Paper The purpose of the briefing paper is to demonstrate the role of HR in practising and promoting professional values, ethics and principles within organisations. The paper should include and address the following points:
1) Explain what is meant by ‘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 these. (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, 2.2)
– clarifying problems or issues
– contributing views and opinions
– working in a team
– showing sensitivity to others*
– showing respect for colleagues*
* For the two asterisked bullet points, you should include a work-based or personal example of when you have demonstrated the positive and ethical behaviour you describe.
You may use bullet points to add emphasis to your briefing paper and it is expected that you will use headings as well to help guide the reader through.
Level 3 Foundation Certificate in People Practice
5
Your evidence must consist of:
Reflective Journal (1,000 words)
Task Two – Self-Reflective Journal Self-reflection is a valuable means of analysing, identifying and recording how improvements can be made to your professional practice. In this task, you are required to write a reflective journal that considers how you perform at work and in your studies, and how you develop your skills and abilities.
Your task is to write a self-reflective journal, which addresses the following:
1) At the beginning of your journal, summarise 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. This might be informal methods such as discussion and reading through to formal research and development methods. (2.4)
2) Continue your journal with ongoing reflections on your performance and development. Your journal should record (2.5)
– Examples of your performance (successes or challenges) or issues you have faced. These may be from current or previous work, your studies or personal examples. Give a little detail about each. (This is the WHAT of your reflection.)
– Your reflections on your performance/response. What was the impact – positive or negative – on you and those around you, such as colleagues, customers, stakeholders, your organisation? (This is the SO WHAT of your reflection and can be the most difficult part as you are asked to think in ways that may be unfamiliar – but it is from this reflective thinking and learning, that you are able to progress to the next step.)
– Examples of how you have recognised and accepted your own mistakes, and how you have recognised others’ mistakes whilst showing them empathy. (2.3)
– The action you will take as a result of your reflections. (This is the NOW WHAT). Based on what you know and feel about the situation, what should happen next? Do you need to learn something new? Do you want to change a process or a procedure? Do others need more training? (Note: the action you take here could form the next example for you to reflect on.)
3) Finally, complete your journal with a short review of how effective you have found this Reflective Journal approach to your professional development. (2.5)
Level 3 Foundation Certificate in People Practice
8
Assessment Criteria Evidence Checklist
Use the following as checklists to make sure that you have included the required evidence to meet each task. Please enter the evidence title and to where it can be referred. An example has been provided for you.
Task 1 – Ethical practice briefing paper
Assessment criteria
Evidenced
Y/N
Evidence reference
1.1 Consider how ethical principles and professional values inform approaches to work.
Ethical practise briefing paper
1.2 Specify ways in which you conform consistently with relevant regulation and law within the context of ethics and professional practice.
1.3 Summarise ways of demonstrating positive working relationships with colleagues with reference to ways in which you could: ▪ clarify problems or issues. ▪ contribute your views and opinions clearly. ▪ work effectively as part of a team.
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.
2.2 Model ways in which you can acknowledge sensitivity and respect to others within a working context.
Level 3 Foundation Certificate in People Practice
8
Task 2 – Self-reflective journal
Assessment criteria
Evidenced
Y/N
Evidence reference
2.3 Reflect on the ways in which you can recognise and accept your own mistakes, and those of others, whilst also showing empathy.
Self-Reflective Journal
2.4 Recommend ways in which you can show inquisitiveness about issues and developments in the people profession and the wider world of work.
2.5 Reflect on proactive approaches to developing, recording and reflecting on your professional knowledge, skills and experiences.
Level 3 Foundation Certificate in People Practice
8
3CO03 Core behaviours for people professionals
Assessment Grading The grid below shows the range of results you could achieve based on total number of marks awarded across all assessment criteria.
To pass the unit assessment you must achieve a 2 (Low Pass) or above for each of the assessment criteria.
The overall result achieved will dictate the outcome you receive for the unit, provided NONE of the assessment criteria have been failed or referred.
Overall mark Unit result 0 to 15 Fail
16 to 20 Low Pass
21 to 26 Pass 27 to 32 High Pass
Level 3 Foundation Certificate in People Practice
9
Marking Grid
Mark Range Descriptor
1
Fail Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC.
Insufficient examples included, where required, to support answers.
Presentation and structure of assignment is not appropriate and does not meet the assessment brief.
2 Low Pass Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.
Sufficient and acceptable examples included, where required, to support answers.
Required format adopted but some improvement required to the structure and presentation of the assignment.
Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.
3 Pass Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC.
Includes confident use of examples, where required, to support each answer.
Presentation and structure of assignment is appropriate for the assessment brief.
Answers are clear and well expressed.
4 High Pass Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate).
Includes strong examples that illustrate the point being made, that link and support the answer well.
Answers are applied to the case organisation or an alternative organisation.
Answers are clear, concise and well argued, directly respond to what has been asked.
The presentation of the assignment is well structured, coherent and focusses on the need of the questions.
Includes clear evidence of the use of references to wider reading to help inform answer.
- CIPD’s insight
- Ethical practice in the time of coronavirus
- Ethics at work; an employer’s guide
- Preparation for the Tasks:
- You will also benefit from:
- Don’t forget to:
- Task One – Ethical Practice Briefing Paper
- Task Two – Self-Reflective Journal
- Assessment Criteria Evidence Checklist
- Assessment Grading
- Marking Grid
attachment_2.pptx
3CO03
Core Behaviours for People Professionals
Assessment Q&A Session
‹#›
Today’s session
60-minute session to guide you through the assessment brief
This session will be recorded for viewing later
Explain microphones off
Check all can use the chat function.
‹#›
Agenda
Introduction
Assessment Walk Through
FAQs
Open Q&As
End of Session
Explain the agenda for the session.
Confirm questions can be asked throughout the session in addition to the end of the walkthrough
‹#›
Introduction
2 Tasks
Task 1 – Briefing Paper 1250 words (+/-10%)
Task 2 – Self-Reflective Journal, 1,000 words (+/-10%)
* The content of Task 2 template table is included in the word count.
The result will be a Fail, Low Pass, Pass or High Pass
Explain we will walk you through each task from the assessment brief.
The assessment result will be Fail, Low Pass, Pass or High Pass.
This grading scheme is for individual units only.
The Low Pass and High Pass are there for guidance to enable development.
The overall grade of the qualification will be ‘PASS’
Refer to the mark descriptors within the assessment brief, towards the bottom of the brief.
Task 1 – explain the word count only relates to the content of the presenter notes. The content of
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