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Skill Overview

The CIPD Level 5 is designed to improve your independent practice to allow you to move into a more senior people professional role. This CIPD qualification is perfect for those currently in junior People Management roles, or those with managerial experience that involved elements of L&D.

Through the CIPD Level 5 Associate Diploma in People Management, you will gain a practical knowledge of organisational performance and culture, employment relationship management as well as talent management and workforce planning.

Upon completion of the CIPD Level 5, you will be well placed to move into roles such as HR Business Manager, Employee Relations Manager, Diversity and Inclusion Specialist or Talent Manager.

Learning Objectives

The CIPD Level 5 Diploma is composed of 3 core units, 3 specialist units and 1 optional unit. Each module is assessed by a written assignment.

Organisational performance and culture in practice (core unit)

In this unit you will understand the connections between organisational structure and the wider commercial context. You will look at the trends that affect business strategy and workforce planning, including the influence of culture and employee wellbeing.

Evidence-based practice (core unit)

This unit covers the principles of critical thinking and evidence-based practice. You will learn about the key analytical tools that can be used to measure the impact of people practice as well as how different ethical perspectives can influence decision-making.

Professional behaviours and valuing people (core unit)

This unit emphasises the importance of ethical practice and inclusivity, and how such factors can build positive working relationships. You will also look at how developing new professional behaviours and practice can aid performance.

Employment relationship management (specialist unit)

In this unit you will look at the key methods and tools to manage and enhance employee relationships. You will learn how to improve working lives and how this can enhance organisational performance.

Talent management and workforce planning (specialist unit)

This unit examines the effect of workforce planning when considering the development of inclusive talent pools. You will review the potential issues to the organisation if this is poorly managed and the tools required to moderate these risks.

Reward for performance and contribution (specialist unit)

This unit assesses how internal and external factors influence reward strategies and policies. You will look at the importance of people practice in enabling managers to make effective and professional judgements and the impact of rewarding performance.

Specialist employment law (optional unit)

This unit covers the key areas of employment legislation and its legal framework. You will learn how to take account of legal requirements in different jurisdictions, including discrimination and redundancy law.

Leadership and management development (optional unit)

In this unit you will explore the basics of learning and development, including how to foster positive cultures and behaviours. You will learn how to choose the right methods to facilitate development which will help meet organisational objectives.

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To study this CIPD Associate Level 5 course, we would recommend you have at least one of the following:

Some HR experience in an entry-level HR role
Some managerial experience that involves elements of people management
A degree and wish to begin studying HR at a higher level

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