CIPD Level 5 Associate Diploma in People Management

Using a framework of HR and L&D understanding, behaviours and skills development, this qualification offers opportunity for learners to transition to employment as people managers.  The course will be delivered over one academic year and will involve candidates attending one evening per week to complete the programme. It is suited to individuals who: are aspiring to, or embarking on, a career in people management are working in a people practice role and wish to contribute their knowledge and skills to help shape organisational value  are working towards or working in a people manager role.

The Level 5 Associate Diploma in People Management builds on the CIPD Level 3 Foundation Certificate in People Practice and is aimed at further expanding learners’ independent practice to enable them to evolve into more senior roles within organisations as people professionals.  Candidates will complete the following modules during the programme:

Core Units:

• Organisational performance and culture in practice.  This unit examines the connections between organisational structure and the wider world of work in a commercial context.
• Evidence based practice.  This unit addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight to influence critical thinking.
• Professional behaviours and valuing people.  This unit focuses on how applying core professional behaviours such as ethical practice, courage and inclusivity can build positive working relationships and support employee voice and well-being.

Specialist Units

• 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 organisational performance.
• Talent management and workforce planning.  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 organisational performance.
• 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 organisation and the impact of reward costs.

Additional specialist unit:

• Diversity and inclusion.  This unit focuses on how adapting leadership styles to manage, monitor and report on equality and diversity is essential for inclusive practice and legislation.