CIPD - Level 5 - Diploma in Human Resources
- Course Code: EC674
- Duration: 35 weeks x 8 hours
- Price: £2290.00
- Times: 17:30-21:00
- Validated by: Chartered Institute of Personnel and Development
- Delivery Type: PT
The Chartered Institute of Personnel and Development (CIPD), the awarding body of this Intermediate Certificate and Diploma, has developed the range of HR Professional qualifications following extensive consultation with industry to ensure that their programmes are up-to-date and relevant to the HR practitioner.
This programme, set at Level 5, is designed to give a comprehensive grounding in the main skills and knowledge used by line managers and human resources practitioners when managing employees and dealing with the associated human resource management problems. The emphasis is on thinking managerially and how HR practice contributes to success of organisational practice, preparing you for a role as a HR Business Partner or similar.
You will be required to pay direct to the CIPD a joining fee of £40.00 and an annual subscription fee, currently £98 (subject to change) - student membership.
In addition, students are recommended to purchase the current course book published by CIPD.
Please note: You must remain in membership throughout all the time that you are both on the course and awaiting for your certificate to be awarded. The CIPD will not process certificates for anyone who is not in membership, and dealing with such cases can delay the entire group from being processed in a timely manner by the Chartered Institute of Personnel and Development
- What will I study?
This page is currently being written during the current Pandemic emergency and the information contained in it was correct at the time of writing.
In normal circumstances, our Chartered Institute of Personnel and Development Level 5 programme are taught and delivered in the classroom, with online teaching support materials; with the programme up to a maximum of ten months long and assessment normally being completed through written assignment and skills activities.
Recently, during lockdown, we have been delivering teaching using online digital learning approaches, and, in particular, virtual teaching sessions using Microsoft teams and similar online virtual meeting software packages. This format of teaching and delivery may be included in some of our future delivery and assessment going forward.
As a College, we are currently awaiting clarification from the Government and the public health authorities regarding what future arrangements we will need to be make in respect of social distancing and other related safety arrangements and therefore you are advised that our anticipated approach to teaching delivery and assessment being conducted at College may subsequently need to be amended for health and safety considerations, the well-being of others, and/or operational reasons, and should this be required in the academic year 2020-2021, we reserve the right to make any necessary amendments accordingly.
To gain your CIPD Intermediate Certificate or Diploma qualifications you will complete the following units:
Developing Professional Practice (5DVP)
This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by Human Resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD Profession Map. The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a Continuing Professional Development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct
Business Issues and the Contexts of HR (5CHR)
Human Resources (HR) professionals need to understand key developments in the business and external contexts within which HR operates. This unit enables learners to identify and review the business and external contextual factors affecting organisations and to assess the impacts of these factors on the HR function. The unit also examines HR’s role in strategy formulation and implementation. The unit is designed to encourage learners to adopt a critical perspective of these contexts and to provide workable organisational and HR solutions to address them.
Using Information in Human Resources (5UIN)
Human Resources (HR) professionals need to be able to present a viable and realistic case for improvement based on sound work-based research and an understanding of what is considered good practice. This core unit develops the skills of research and enquiry in order to enable learners to identify appropriate data sources to support an investigation into an area of HR practice and to synthesise and apply this data, to evaluate the role of HR in business and strategy formulation and implementation, and to prepare and present a business case for improvement.
Resourcing & Talent Planning (5RST)
A fundamental part of the Human Resource (HR) management role is concerned with the mobilisation of a workforce, taking responsibility for ensuring that the organisation is able to access the skills it needs at the time and in the places that it needs them to drive sustained organisation performance. This involves attracting, retaining and, from time to time, managing the departure of staff from the organisation. Achieving this requires insight-driven strategic and operational activity. Organisations are obliged to compete with one another to secure the services of a workforce in labour markets that are continually evolving. One of the major aims of this unit is thus to introduce learners to the strategic approaches that organisations take to position themselves as employers in the labour market and to plan effectively so that they are able to meet their current and anticipated organisational skills needs. Another is to introduce the key operational tools, techniques and practices that organisations use to resource their organisations effectively. These encompass recruitment, selection, workforce planning, staff retention, succession planning, retirement and dismissal processes. The purpose of this unit is to provide an overview of the way different organisations are managing these activities and which are the most effective in the context of diverse and distributed locations.
Employment Law (5EML)
Recent decades have seen a substantial increase in the extent to which the employment relationship in the UK, Ireland and the EU is regulated through employment legislation. As a result, human resources (HR) professionals are now obliged to take account of legal requirements in different jurisdictions when carrying out many central aspects of their role. They are also obliged to take responsibility for the defence and settlement of claims lodged with employment tribunals by aggrieved employees or former employees. The purpose of this unit is to introduce the major areas of employment legislation and the employment law system, focusing in particular on ways in which day-to-day HR activities are subjected to some form of regulation. The unit is intended to provide an overview, rather than to focus in detail on the operation of specific employment laws, for those who need to understand and be able to evaluate emerging developments in the management of the employment relationship in local and international jurisdictions
Developing Leadership and Management Skills (5LMS)
Effective leadership and management is broadly acknowledged to be essential to organisation effectiveness and success. Hence leadership and management development is a critical component of learning and development (L&D) practice. The purpose of this unit is therefore to enable learners to understand and analyse the role of L&D in leadership and management development. This will include examining differences between leadership and management. The key roles and tasks of corporate leaders and managers will be covered. The focus of the unit will then shift to the design of leadership and management development interventions. The role of the learning and development function will be explored. The unit will also include a discussion of the key principles for ensuring the success of leadership and management development programmes.
Reward Management (5RMT)
The reward management unit provides the learner with a wide understanding of how the business context drives reward strategies and policies, including labour market, industrial and sector trends, regional differences and trends in pay and international comparisons; the financial drivers of the organisation, the balance sheet and the impact of reward costs. The learner is required to gather and evaluate intelligence on a wide range of reward data and show how this impact upon business decisions. The learner will acquire knowledge of the perspectives, principles and policies of reward from a theoretical and strategic focus and learn how to implement them in practice. The learner will be able to assess the contribution of reward to business viability and advise on the appropriateness of policies and practices to line managers to promote employee performance.
Managing & Coordinating the HR Function (5HRF)
The purpose of this unit is to introduce learners to human resources (HR) activity and to the role of the HR function in organisations in general terms. It focuses on the aims and objectives of HR departments in contemporary organisations and particularly on the ways that these are evolving. Different ways of delivering HR objectives and emerging developments in the management of the employment relationship are explored as well as the methods that can be used to demonstrate that the function adds value for organisations. The unit also aims to inform learners about published research evidence linking HR activity with positive organisational outcomes. The case for professionalism and an ethical approach to HR is introduced, as is the role played by HR managers in facilitating and promoting effective change management.
- Entry Requirements
You would normally have a CIPD Level 3 qualification, A Levels, a relevant equivalent qualification or relevant work experience, possibly in HR or as a line manager/team leader or supervisor with staff responsibilities.
- How will I be assessed?
A range of assessment methods will be used such as assignments, group work, reflective logs and reports. There are currently no examinations at Level 5.
- What can I do next?
Following successful completion of the Level 5 CIPD Certificate or Diploma programme course and once you have the appropriate seniority in job role, you may consider taking the Level 7 CIPD Advanced Diploma in Human Resource Management which is a post graduate Masters Level 7 qualification.
- For more information