About the course
The Level 3 CIPD Diploma in Human Resource Practice is a HR qualification from the Chartered Institute of Personnel Development. It offers the latest in HR management principles and equips you with practical skills and knowledge of the processes and strategies involved in successful personnel management and development. It will equip you for a support-level role in any HR department. Assessments will take the form of Personal Development Plans (PDPs), portfolios, case studies and skills assignments with written tasks.
Understanding Organisations and the Role of Human Resources (3HRC): Three short written tasks
Structure of Qualification
To achieve the CIPD Diploma in HR Practice, you need a total of 37 credits, gained by completing all of the following units.
Understanding Organisations and the Role of Human Resources - 4 credits
Recording, Analysing and Using HR Information - 2 credits
Resourcing Talent* - 6 credits
Developing Yourself as an Effective HR/L&D Practitioner - 4 credits
Delivering Learning and Development Activities* - 6 credits
Supporting Good Practice in Performance and Reward Management* - 6 credits
Supporting Good Practice in Managing Employment Relations - 6 credits
Supporting Change within Organisations - 3 credits
* There are workshops for these units
Understanding Organisations and the Role of Human Resources (4 credits)
This unit provides an introduction to the role of HR and L&D operations within an organisation and environmental context. You will develop your understanding of how HR activities support an organisation's strategy and assist the achievement of business objectives and how these are shaped by internal and external factors.
Recording, Analysing and Using HR Information (2 credits)
This unit develops your understanding of the important contribution that accurate data can make to the HR or L&D function. The unit is intended to span the remit of data management for all areas including, but not limited to, HR planning, recruitment and selection, performance and reward management, absence management, disciplinary and grievance procedures and electronic record management for L&D.
*Resourcing Talent (6 credits)
Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable you to understand the factors that impact on an organisation's resourcing and talent planning activities. You will also learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process.
You will then attend a workshop when you have completed the Resourcing Talent unit.
Developing Yourself as an Effective HR/L&D Practitioner (4 credits)
This unit is designed to enable you to develop a sound understanding of the knowledge, skills and behaviour required of a professional practitioner. It will enable you to develop a personal development plan, following a self-assessment of learning and development needs that meets your personal and professional requirements.
*Delivering Learning and Development Activities (6 credits)
This unit will provide the knowledge and skills required to deliver planned L&D activities, for example one-to-one, small group and large group sessions. The need for learning and development arises for diverse reasons, including both individual self-assessment and organisational assessment. A learning and development needs analysis may identify organisational challenges or problems affecting employees, for example, major organisational change, the introduction of new operations or systems and/or the maintenance of existing operations or systems.
There is a workshop element with this unit.
*Supporting Good Practice in Performance and Reward Management (6 credits)
This unit provides an introduction to the purpose and processes of performance and reward management and the role of HR in promoting and supporting good practice. Studying this unit will enable you to develop your understanding of how motivational theories and associated tools can be used within the context of performance and reward management and how these can have a positive impact on an organisation's business objectives.
There is a workshop element with this unit.
Supporting Good Practice in Managing Employment Relations (6 credits)
Managing the employment relationship effectively is a key part of the role of the HR practitioner. This unit aims to introduce a number of aspects of this task and to provide an introduction to employment law within the context of employee relations. It starts with an explanation of the employment relationship and the key parties that are involved within it. It then focuses on different aspects of HR activity, looking at good practice and legal requirements within each activity.
Supporting Change within Organisations (3 credits)
This unit covers the main factors that need to be considered in the change process and will enable you to understand why organisations need to change with reference to key internal and external factors. Change concepts and different ways of managing change will be introduced.
* Denotes that this unit has a workshop
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