CIPD Level 5 Certificate Human Resource Management

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About the course

The Intermediate Certificate in Human Resource Management course is set at undergraduate level, and is accredited by the Chartered Institute of Personnel and Development (CIPD). It will develop your ability to evaluate the effectiveness of different HR models and practices, and increase the understanding of the external factors that impact upon HR activities and organisations. Whilst building expertise in your chosen HR specialist subjects, you will also develop your planning, analytical and problem-solving skills. Structure of Qualification

To achieve the CIPD Intermediate Certificate in Human Resource Management, you need a total of 32 credits.

When you enrol with ICS you enrol on the full Intermediate Certificate in Human Resource Management, but complete the programme in two parts.

The first part has four modules which are shown below and give you 20 credits.

Developing Professional Practice (4 credits)
Using Information in HR (4 credits)
Business Issues and the Contexts of HR (6 credits)
Managing and Coordinating the HR Function (6 credits)

Please note: there are two workshops which all students must attend. The first workshop covers the first two modules and the second workshop covers the second two modules.

Below are the modules that make up the second part of study. You must complete any two out of the following four modules to enable you to achieve the necessary 32 credits.

Resourcing and Talent Planning (6 credits)
Reward Management (6 credits)
Employment Law (6 credits)
Contemporary Developments in Employment Relations (6 credits)

Note: An individual study plan will be sent to you by your mentor.

Key Topics

Developing Professional Practice * (4 credits)

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 HR Profession Map (HRPM). 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.

Using Information in Human Resources * (4 credits)

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.

Business Issues and the Contexts of Human Resources * (6 credits)

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.

Managing and coordinating the Human Resources Function * (6 credits)

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.

Resourcing and Talent Planning (6 credits)

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.

Reward Management (6 credits)

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 impacts upon business decisions. The learner will acquire knowledge of the perspectives, principles and policies of reward from a theoretical and strategic focus and 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.

Employment Law (6 credits)

Recent decades have seen a substantial increase in the extent to which the employment relationship in the UK, Eire 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 defense 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.

Contemporary Developments in Employment Relations (6 credits)

Human Resource (HR) professionals need to understand key developments in the theory and practice of employment relations, both within and beyond the immediate organisational context. This unit allows learners to build on their knowledge and experience to develop the skills required to make informed and effective judgement about existing and emerging models, processes and practices of employment relations in local and international jurisdictions. The unit is designed to encourage learners to assess and understand broader developments that influence the effective management of the employment relationship in indigenous and multinational organisations.

* Denotes that this unit has a workshop element.

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