CIPD Level 5 – Associate Diploma in People Management

Overview
Course Details

Courses Description

You’ll hone your people management knowledge, as well as choosing from optional units that you can tailor to your specific interests.

You’ll focus on real-life scenarios, acquiring the core behaviors derived from the CIPD’s new Profession Map, which is based on the cumulative insights of thousands of experts.

This qualification extends and fosters a deeper level of understanding and application and naturally progresses learners’ expertise in people practice. It is suited for individuals who are:

Aspiring to, or embarking on, a career in people management
Working in a people practice role and wish to contribute their knowledge and skills to help shape organizational value
Working towards or working in a people manager role

Target Audience

HR Business Partner or Manager
People Analyst
Employee Relations Manager
Diversity and Inclusion Specialist
Resourcing Business Partner
Reward and Benefits Manager
Talent Manager.

Objectives

You’ll hone your people management knowledge, as well as choosing from optional units that you can tailor to your specific interests.
You’ll focus on real-life scenarios, acquiring the core behaviours derived from the CIPD’s new Profession Map, which is based on the cumulative insights of thousands of experts.

Assessment Strategy

Core units:

5CO01 – Organizational Performance and culture in practice

This unit examines the connections between organizational structure and the wider world of work in a business context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognizing the influence of culture, employee wellbeing and behavior in delivering change and organizational performance.

5CO02 – Evidence-based practice

This unit addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight and influence critical thinking. It focuses on analyzing evidence through an ethical lens to improve decision-making and how measuring the impact of people practice is essential in creating value.

5CO03 – Professional behaviors and valuing people

This unit focuses on how applying core professional behaviors such as ethical practice, courage and inclusivity can build positive working relationships and support employee voice and wellbeing. It considers how developing and mastering new professional behaviors and practice can impact performance.

Specialist Units:

5HR01 – Employment relationship management

This unit examines the key approaches, practices and tools to manage and enhance the employee relationship to create better working lives and the significant impact this can have on organizational performance.

5HR02 – Talent management and workplace planning

This unit focuses on the impact of effective workforce planning in considering the development of diverse talent pools and how to contract and onboard the workforce. It also includes analysis of the potential cost to the organization if this is poorly managed and the tools and interventions required to mitigate this risk.

5HR03 – Reward for performance and contribution

This unit focuses on how internal and external business factors influence reward strategies and policies, the financial drivers of the organization and the impact of reward costs. It considers the importance of the role of people practice in supporting managers to make robust and professional reward judgements and the impact of rewarding performance.

Optional Units:

5OS02 – Advances in digital learning and development

This unit focuses on how digital technology can be used to enhance learning and development engagement. It looks at existing and emerging learning technologies, how the use of digital content and curation is designed to maximize interaction and the value of online learning communities.

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