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7CO03: Task 3 – Self-evaluate personal and professional integrity about ethical practice, professional courage and influence, and valuing people: Initial Self Assessment and Plan, Assignment, OU, UK

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Home » Uncategorized » 7CO03: Task 3 – Self-evaluate personal and professional integrity about ethical practice, professional courage and influence, and valuing people: Initial Self Assessment and Plan, Assignment, OU, UK

Assessment Criterion 3

Self-evaluate personal and professional integrity about ethical practice, professional courage and influence, and valuing people

Development Objectives

Objective 2:

Participate in scenario-based training or role-playing exercises to practice assertiveness and communication skills in challenging unethical behaviour or practices within the recruitment industry.

Objective 3:

Establish a support network of mentors, colleagues, or professional associations to provide guidance and encouragement in speaking up against wrongdoing, even when it poses risks to reputation or relationships.

7CO03: Task 3 -Initial Self Assessment and Plan

Assessment Criterion 5

Reflect on levels of self-awareness, Self-management and continuous self-improvement, leading to improved organisational success and career progression.

Development Objectives

With respect to self-awareness, my objective is to develop or participate in self-assessment tools or workshops to gain insights into personality traits, emotional intelligence, and motivational factors influencing recruitment performance management.

Assessment Criterion 7

Demonstrate impactful behaviour aligned with broader organisational vision, values strategies and plans.

Objective

Conduct a comprehensive review of recruitment processes within the next six months to identify and remove biases. I would like to focus on D&I  hiring and increase metrics from 10%  to 25%.

Assessment Criterion 9

Plan continuing professional development that involves both planned learning and reflection.

objective

Enhanced Candidate Experience: Clear and timely communication enhances the overall candidate experience, leading to higher candidate satisfaction and engagement.

Stronger Hiring Manager Relationships: Effective communication fosters stronger relationships and collaboration with hiring managers.

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References and Bibliography

  1. Brown, B. (2012). Daring Greatly: How the Courage to Be Vulnerable Transforms the Way We Live, Love, Parent, and Lead. Avery.
  2. CIPD (n.d.). Continuing Professional Development (CPD). CIPD. [online] Available at: https://www.cipd.org/uk/learning/cpd/ [Accessed 1 May 2024].
  3. CIPD (n.d.). Ethical Practice. CIPD. [online] Available at: https://www.cipd.org/uk/the-people-profession/the-profession-map/explore-the-profession-map/core-behaviours/ethical-practice/ [Accessed 15 April 2024].
  4. Covey, S. R. (2004). The 7 Habits of Highly Effective People: Powerful Lessons in Personal Change. Simon & Schuster.
  5. Dweck, C. S. (2006). Mindset: The New Psychology of Success. Random House.
  6. Grant, A. M. (2013). Give and Take: Why Helping Others Drives Our Success. Penguin Books.
  7. Goleman, D., Boyatzis, R., & McKee, A. (2002). Primal Leadership: Realizing the Power of Emotional Intelligence. Harvard Business Press.
  8. Heath, C., & Heath, D. (2010). Switch: How to Change Things When Change Is Hard. Crown Publishing Group.
  9. Institute of Business Ethics (n.d.). The IBE Business Ethics Framework. Institute of Business Ethics. [online] Available at: https://www.ibe.org.uk/knowledge-hub/ibe-business-ethics-framework.html [Accessed 1 May 2024].
  10. Kahneman, D. (2011). Thinking, Fast and Slow. Farrar, Straus and Giroux.
  11. Kubala, K. (2022). Emotional intelligence: Components, importance, and examples. Medical News Today. [online] Available at: https://www.medicalnewstoday.com/articles/components-of-emotional-intelligence [Accessed 1 May 2024].

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