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·       I will engage in honing my skills and competencies to be able to navigate through the ethical dilemmas as well as promote ethical behaviour. I will seek greater understanding  and relating of the different ethical frameworks including utilitarianism, deontology, and virtue ethics, and their implications in HR practices as well as their implications in the human resource practice. I will attend training courses, workshops and read materials relating to the ethical frameworks.

·       I will focus on improving my communication, persuasion, and influencing skills in order to have the competence in challenging ethical behaviours and decisions at all the levels of the company. To attain this objective, I will seek to engage in difficult conversations with employees, provide constructive feedback, and foster a culture of openness and transparency.

·       As a chartered member of the CIPD, in my level I will engage in coaching and influencing managers and line managers to make ethical consideration in their decisions as well as explore the implications of their decisions to other stakeholders. This will entail strengthening my coaching and influencing skills to be able to engage managers and other leaders, encouraging them to assess the broader impact of their decisions from an ethical perspective as well as that of other stakeholders. This will include evaluating the impact of the decisions made on employees, customers, shareholders as well as the community.

·       I will seek to enhance the ability of identifying and challenging unethical decisions and actions that provide a clear explanation of the risks that they pose to the organisation’s reputation. I will also seek to have an in-depth understanding the impact of the unethical decisions on the financial stability of the firm as well as its long term sustainability.

·       I will act as a role model for the professional principle, epical values, and personal integrity in the organisation. I will cultivate a reputation as a role model, by having a consistent demonstration of ethical behaviour in decision making and processes.

My rating is justified on the fact I have knowledge of two major ethical based theories, which define whether one’s actions can be considered as ethical. Deontology, is a one of the ethical framework, which was associated with Immanuel Kant, a philosopher, who emphasized the impor6ance of adhering to the moral rules regardless of the outcome (Dimitrios et al., 2018).. According to the deontological principles, some of the actions are inherently wrong or right, and it is the moral obligations of the human beings to act in adherence to these principles of human dignity regardless of the outcome. Deontology uses rules to define what are moral (ethically correct) and what is wrong (Dimitrios et al., 2018).

On the other hand, uutilitarianism is associated with John Stuart Mill, a theory that evaluates the morality of an action based on the outcome. According to uutilitarianism, an action is right of it maximises the overall happiness of a greater number of people (Dimitrios et al., 2018).This means that if majority of the people are satisfied with ten outcome of an action, it could be considered ethical or morally correct. This means that an action is evaluated based on the benefits against harms (Dimitrios et al., 2018). Despite having understanding of these principles, I am seeking to internalise them in relation to HR and people practice, hence a score of 7.

I am also competent since I understand the interplay between ethics and law.  From a human resources perspective, the domains of ethics and law converge to provide guidance for conscientious behaviour in the workplace. Laws delineate the minimal standards and responsibilities that must be followed within a legal framework, while ethics include moral ideas and values that guide action beyond what is legally mandated (DeCenzo et al., 2016). HR professionals must effectively manage this interaction by assuring adherence to legal statutes while also advocating for ethical standards that value equity, dignity, and honesty (DeCenzo et al., 2016). Complying with both ethical principles and legal regulations cultivates an environment of confidence, responsibility, and societal duty inside companies, eventually leading to long-lasting corporate prosperity and favourable employee interactions (DeCenzo et al., 2016).

I am competent and I have ability in making evaluation of the impact of ethical decisions. Evaluation of the financial consequences, whether resulting from ethical or immoral choices, depends on financial indicators such as profitability, liquidity, and efficiency, and Return on Equity (ROE) (Higgins, 2016). Ethical choices often align with sustainable financial results, demonstrating a favourable impact on metrics like as return on equity (ROE), which assesses profitability in relation to shareholders’ investment (Higgins, 2016). In contrast, making immoral choices may result in temporary increases in profits, but it often results in long-term financial instability, as seen by declining financial ratios and reduced return on equity (ROE) (Higgins, 2016). Examining financial indicators, such as return on equity (ROE), offers valuable insights into the impact of ethical and immoral choices on the overall financial well-being and long-term viability of companies (Higgins, 2016). Appendix  B demonstrates the ability of evaluating the ROE of a decision made.

b) Achieve a three-month completion rate for an online course encompassing diverse ethical frameworks and risk management principles.

c) Engage in scenario-based training sessions for assertive communication every two months; and produce ethical guidelines in collaboration with the human resources and legal departments within a six-month timeframe.

•    Promotion of fairness and transparency

•    Wellbeing

•    Employee voice

·       Learning.

I will seek to understand the different approaches of integrating wellbeing into people practices. In particular, I will seek to understand the effectiveness of the different approaches of incorporating employee well-being into HR processes, which includes implementation of adaptable work arrangements, mental health assistance programs, and wellness initiatives, therefore guaranteeing that employee health and happiness are in line with business objectives.

In relation to learning, I will seek to understand the learning trends and theories that are appropriate for adult education. In addition, I will apply one of the most appropriate approaches to enhance my competence in data analysis and computing skills to aid in my decision making.

Initial ability (scale 0-10) =8    Competence now (scale 0-10) =8

In assessing my competence in justifying business improvements, the evaluation herewith encompasses a comprehensive evaluation of various dimensions, including fairness and transparency, wellbeing, employee voice, and learning.

Promotion of fairness and transparency

In relation to the promotion of fairness and transparency, I exhibit comprehension of the ethical principles and values that form the foundation of honest and open practices. In addition, as suggested by Parris et al. (2016) I engage in enforcing organizational policies and processes that foster diversity, inclusion, and equity. I effectively convey to stakeholders the significance of transparency and fairness in the pursuit of organizational objectives and the cultivation of confidence. I also implement accountability and transparency mechanisms within decision-making processes, including but not limited to resource allocations and performance evaluations.

Wellbeing

According to Parris et al. (2016) demonstrating competence in enhancing wellbeing of employees entails putting employee assistance programs and initiatives to promote work-life balance and stress management into action. In my practice I also implement preventative measures to mitigate health and safety hazards in the workplace by conducting routine risk assessments. I spearhead my team in facilitating employee access to support networks and resources to resolve their health and wellness requirements. In consistent, with Parris et al. (2016), I assess and determine the effect that initiatives to promote employee wellbeing have on employee retention, productivity, and satisfaction.

Employee Voice

Improving employees’ voice encompasses, recognising and appreciating individuals through the inclusion of their input in organizational change endeavours and decision-making processes ( Parris et al.,2016). I establish mechanisms for employee empowerment and organizational performance enhancement through feedback, participation, and collaboration. My organisation has implemented structured and unstructured channels of communication, including town hall meetings; focus groups, and surveys, to gather employee input and recommendations. In addition, for the employees who intend to share information with anonymity, organisation provides for hotlines and suggestion boxes. I also implement measures to incorporate employee perspectives and concerns into policy formulation, performance assessments, and strategic planning. I engage i cultivating an environment that promotes openness, trust, and transparency, one in which personnel are at ease voicing their thoughts and opinions. Finally, the management acknowledges and incentivizes the efforts of employees to enhance the organization and foster innovation.

Learning

There are different approaches of engaging in enhancing skills and competencies through the implementation of employee training programs, mentorship initiatives, and professional development opportunities (Parris et al.,2016). I promote a climate that values inquisitiveness, trial and error, and the exchange of information in order to cultivate inventive thinking and flexibility. To maximize the impact of learning and development initiatives on business performance, I ensure they are aligned with the objectives and strategic priorities of the organization. I assess and monitor the efficacy of learning initiatives with respect to the acquisition of skills, engagement of employees, and results for the organization.

b) Propose to the management to establish a health wellbeing initiatives within the six months that will encompass a subsidized gym for employees

c) Engage in an online short course within three months to enhance my ability to be evidence based in decision-making.

I.         To improve individual and professional integrity by exemplifying moral ideals in everyday behaviour, promoting confidence and admiration. Exemplify ethical behaviour, advocating for openness and impartiality in all engagements, so exerting a beneficial influence on others.

II.         Cultivate the ability to challenge unethical decisions or behaviours with confidence, especially under challenging circumstances. Promote ethical principles and champion justice, openness, and accountability, cultivating a culture of integrity and trust throughout the company.

III.         Enhance the ability to effectively influence and persuade persons of all ranks in the organisation to maintain personal and professional integrity. Promote ethical conduct by highlighting its significance in cultivating trust, facilitating cooperation, and attaining corporate triumph.

To explain the organizational risks resulting from a failure to exhibit personal and professional integrity, HR practitioners must clearly outline the possible ramifications, such as a negative reputation, loss of stakeholder confidence, and exposure to legal obligations (Becker & Smidt, 2016). Noncompliance with ethical standards such as professional integrity and fairness may lead to reduced employee morale, increased turnover rates, and impaired organizational performance, eventually affecting long-term sustainability and success (Becker & Smidt, 2016). In relation to this, I explain to employees on the justification to remain ethical in their practice, while elucidating on the negative impacts of failure to act in accordance with personal and professionals intergrity.

I understand that the literature documents the following as the risks of failing to show professionalism, professional courage, and valuing others: erosion of trust within teams and with stakeholders, decreased employee engagement and morale, potential for unethical behaviour to go unaddressed, and negative impact on organizational culture, ultimately leading to decreased productivity, increased turnover, and reputational damage (Fenton, 2016).Therefore, it is imperative to prioritize these attributes to foster a positive work environment, enhance employee well-being, and sustain organizational success (Fenton, 2016). By showing compassion to other people, I actively listen to their concerns; empathize with their challenges, and offer support and encouragement. This fosters a positive work environment, strengthens relationships, and promotes a culture of empathy and understanding within the organization, contributing to enhanced collaboration and employee well-being.

Demonstrating professional courage and influence requires the ability to express opposition to unethical behaviors, question established norms when appropriate, and champion principles of fairness and honesty (Dhanpat et al., 2020). Additionally, it entails establishing credibility, gaining trust, and skillfully persuading people to support ethical principles and ideals inside the business (Dhanpat et al., 2020). I challenge with assurance and in a constructive manner, by articulating logical arguments supported by facts and ethical values. I actively participate in courteous discourse, fostering transparent conversation and cooperation to efficiently tackle problems. This strategy promotes a culture characterized by openness, responsibility, and ongoing improvement inside the company.

Nevertheless, I did not rate this evaluation criteria at a 7 and above due to my lack of proficiency in many areas, including exemplifying exemplary behavior. I appreciate the significance of consistently displaying integrity and ethical conduct in all facets of my profession, but I am aware of the need to enhance my performance in this area.

Addressing immoral actions assertively is an aspect that requires additional development on my part (Dhanpat et al., 2020). Although I comprehend the need of exposing misconduct and unethical behavior, I often experience hesitation or a lack of self-assurance when it comes to actively addressing unethical conduct. Enhancing my assertiveness and conviction will empower me to handle such circumstances with more effectiveness.

I acknowledge my tendency of not taking enough focus on people. Although I make efforts to attain my objectives and fulfill my obligations, I sometimes neglect the significance of taking into account the needs and viewpoints of others. Developing my empathy and interpersonal skills would enable me to have a deeper understanding of and provide effective assistance to my colleagues, therefore cultivating a collaborative and inclusive work environment.

b) Register for conflict resolution and persuasion skills training over the next quarter, actively engage in all sessions, and use the gained approaches to effectively settle disputes and favorably influence people in the workplace.

c). In the latter part of 2024, I want to formally seek guidance from my superior in order to improve my leadership skills and build more confidence.

I also intend to build trust among colleagues in the professional setting is of utmost importance in nurturing strong interpersonal connections and facilitating efficient collaboration.

I commit to create avenues for the exchange of information, provide guidance to my peers, and engage actively in groups that promote knowledge-sharing, in order to foster ongoing learning and cooperation.

Working inclusively and collaboratively in an organization inside and outside involves actively pursuing a range of different viewpoints, promoting transparent communication, and cultivating robust connections (Zulmi et al., 2021). In my practice, I embrace other people regardless their ethnicity, education level, age, gender or other characteristics. I respect all people and value them. Inclusion fosters synergy, creativity, and the attainment of common objectives, surpassing organizational limits for collaborative triumph (Zulmi et al., 2021).

Embracing diversity in human resources entails establishing inclusive policies and procedures, fostering diversity awareness and education, and actively seeking and keeping a diverse workforce (Snell & Morris, 2019). In my organization, the process of hiring is conducted in a transparent and fair manner that does not exclude any qualified person. By embracing diversity, the organization promotes innovation, creativity, and sustainable success by appreciating and using the unique abilities of each person (Snell & Morris, 2019).

To establish trust and facilitate the sharing of knowledge, experience, and skills, it is necessary to promote open and honest communication, exhibit dependability, and honesty, and provide channels for cooperative learning and the interchange of information (Brown et al., 2015). In my organizations, we establish trust by engaging in open and honest communication with the employees and involving them in decision-making. This approach improves employee engagement, productivity, and organizational success by fostering a culture that promotes trust and the sharing of information (Brown et al., 2015).

I am also dept at promoting a good attitude and collaboration by cultivating a culture of respect, admiration, and cooperation is essential. I facilitate collaboration and cooperation by acknowledging and commemorating accomplishments, offering occasions for transparent communication and input, and cultivating a feeling of inclusiveness and collective mission among team members. Good attitude and collaboration fosters a favorable work atmosphere that promotes creativity, innovation, and exceptional performance (Brown et al., 2015).

b)     In the course of the year, I plan to register for a communication and trust-building course, practice active listening in the organization throughout my interaction with employees to build trust.

c)     In the next year, I plan to create a knowledge-sharing platform inside my company, provide guidance to my colleagues, and participate in at least two external knowledge-sharing groups.

Cultivate resilience through the application of mindfulness techniques, solicit guidance from resilient leaders, and engage in introspection regarding previous obstacles. Embrace uncertainty as a growth opportunity, derive lessons from setbacks, and modify strategies in order to surmount challenges. Develop a constructive mindset, tolerance, and adaptability in order to flourish in environments that are ever-changing and demanding.

I have basic understanding of business acumen. Possessing business and financial acumen that yields tangible advantages for an expert in human resources necessitates comprehension of the dynamic relationship between HR strategies and organizational objectives, including financial targets. The process entails the examination of financial data, the determination of cost-effective resolutions, and the synchronization of human resources endeavours with organizational priorities in order to stimulate profitability, efficiency, and sustainable expansion. I attended a short course on basics of financial accounting as demonstrated in my Appendix A.

In relation to this, I have been conducting self study on financial ratios and exploration of how decisions influence the performance of the organisation. I can conduct financial ration analysis, ROE analysis and other financial metrics that demonstrate the financial health of a firm. Appendix is an illustration of my practice in conducting financial analysis.

I am aware that data relating to products, services, and customers can provide insight relating to people solutions.  For a human resource awareness of how data relating to products, services, and customers can provide insight into people solutions (Swanson, 2022). According to Swanson, 2022 , this can be attained by implementing data analytics tools to analyze customer preferences, market trends, and product/service performance. By leveraging this data, HR can tailor recruitment, training, and retention strategies to align with customer needs, enhance employee engagement, and drive business success. Additionally, fostering collaboration with marketing and sales teams can facilitate the exchange of valuable insights, enabling HR to develop more effective people solutions that contribute to organizational growth and competitiveness. I have read books relating to use of customer data and insights and decision making. A summary of my notes can be found in Appendix.

I understand the importance of leading and supporting change. To effectively lead and support change in human resources, it is crucial to cultivate a culture that promotes adaptation and resilience (Swanson, 2022).This may be achieved by clearly articulating the reasons for change initiatives and actively engaging workers in the process of change. HR is responsible for offering training and assistance to enable workers to manage changes successfully, proactively deal with opposition to change, and acknowledge achievements along the process. HR plays a crucial role in driving organizational transformation and attaining strategic goals by advocating for change management concepts and promoting cooperation across teams. I am involved in leading and supporting change. I was honoured for leading learning and development in my organisation supporting employee change.

b). During the course of the following year, allocate 20 minutes per day to engage in mindfulness exercises, arrange mentorship sessions with resilient leaders every two months

d) Ruminate quarterly on previous challenges in order to extract practical insights that can be utilized to modify approaches and cultivate a positive mindset.

Facilitating continuous professional development, both for oneself and others, entails actively identifying learning requirements, organizing skill-building workshops, offering mentorship opportunities, and utilizing diverse resources like online courses and conferences to foster ongoing growth and career progression.

Engaging in a process of learning from feedback through actively seeking feedback from peers, supervisors, and stakeholders, as well as reflecting on constructive criticism, and incorporating insights into personal and professional growth initiatives.

According to one of the ways of demonstrating curiosity and passion for learning is by sharing good practices with others. In doing this, it becomes possible to  enable others to learn. In light of this, I actively participate in sharing information of new materials and insights that I get from experience. I also facilitate discussions that promote collaborative learning and continuous improvement among colleagues. Indeed, the management has rewarded me in the last appraisal for spearheading learning and development projects.

A person with curiosity to learn shows willingness to take risks by advocating for experimentation and encouraging colleagues to explore new ideas. Curiosity and passion for learning also encompasses embracing failure and taking it as an opportunity for growth, learning, and innovation. In light of this, I introduced the HR into a new performance management platform, 360 degree feedback, where peers could evaluate one another. This created a sense of belonging and responsibility to the employees.

I have a weakness in this aspect, which I am seeking to improve in my personal development. While understanding the importance of using feedback in improving my learning, I rarely seek to learn from peers or employees. I am seeking for an approach to actively listen to employees, gain insights, and implement actionable strategies for personal and professional development.

b) I will proactively identify learning requirements for myself and team members over the course of the following year.

c) I will solicit performance feedback from a minimum of three peers, supervisors, and stakeholders by the conclusion of each quarter, and proactively consider the insights they provide.