CIPD Level 3 Foundation Certificate In People Practice Course in Bern

CIPD Level 3 Foundation Certificate in People Practice Course Outline

Unit 3CO01: Business, Culture and Change in Context

Credit Value – 5

GLH – 25

Learning Outcome 1: Understand the Business Environment in Which the People Profession Operates, Including the Key Issues That Affect It

• AC 1.1 Examine the Key External Influences That Impact on Business Environments
• AC 1.2 Discuss Organisational Goals and Why it is Important for Organisations to Plan
• AC 1.3 Discuss the Products And/or Services the Organisation Delivers, Including Who the Main Customers Are
• AC 1.4 Review the Range of Technology Available Within the People Profession, Including How It Can Be Utilised to Improve Working Practices and Collaboration

Learning Outcome 2: Understand How People’s Behaviour in The Workplace Affects and Shapes Culture

• AC 2.1 Define Workplace Culture in Organisational Settings and the Importance of Fostering Positive Approaches Towards it
• AC 2.2 Explain How Organisations are Whole Systems, and How Work and Actions as a People Professional Could Impact Elsewhere in the Organisation

Learning Outcome 3: Understand the Importance of Effective Management of Change

• AC 3.1 Explain the Importance of Planning and Managing Change Within the Workplace
• AC 3.2 Consider the Importance and Role That People Professionals Play Within Change
• AC 3.3 Discuss How Change Can Impact People in Different Ways

Unit 3CO02: Principles of Analytics

Credit Value – 4

GLH – 20

Learning Outcome 1: Understand How Evidence-Based Practice Informs Organisational Measures and Outcomes

• AC 1.1: Explain What Evidence-Based Practice Is and How It is Applied Within an Organisation
• AC 1.2 Explain the Importance of Using Data in Organisations
• AC 1.3 Explain Different Types of Data Measurements That People Professionals Use
• AC 1.4 Conduct Common Calculations to Interpret Organisational Data.
• AC 1.5 Present Findings in Different Formats to Enable Informed Decision-Making
• AC 1.6 Explain How the Application of Agreed Policies and Procedures Informs Decisions

Learning Outcome 2: Know How Creating Value Benefits Employees, Customers and Wider Stakeholders

• AC 2.1 Explain How People Professionals Create Value for People, Organisations and Wider Stakeholders
• AC 2.2 Summarise Ways in Which You Can Be Customer-Focused, And Standardsdriven In Your Own Context

Unit 3CO03: Core Behaviours for People Professionals

Credit Value – 4

GLH – 20

Learning Outcome 1: Understand Insightful Approaches to Supporting and Maintaining Ethics and Professional Practice.

• AC 1.1 Explain Ethical Principles and Professional Values Including How These Can Inform Approaches to Work
• AC 1.2 Specify Ways in Which You Conform Consistently with Relevant Regulation and Law Within the Context of Ethics and Professional Practice

Learning Outcome 2: Be Able to Promote Respect and Inclusive Working Underpinned by Professional Courage and A Passion for Learning.

• AC 2.1 Summarise Ways of Demonstrating Respectful and Inclusive Working in Relation To:
  • Contributing Your Views and Opinions
  • Clarifying Problems or Issues
  • Working Effectively as Part of a Team
• AC 2.2 Recommend Ways in Which You Can Show Inquisitiveness About Issues and Developments in The People Profession and The Wider World of Work
• AC 2.3 Demonstrate Proactive Approaches to Developing, Recording and Reflecting on Your Professional Knowledge, Skills and Experience

Unit 3CO04: Essentials of People Practice

Credit Value – 11

GLH – 55

Learning Outcome 1: Understand the Employee Lifecycle and Different Roles Within It.

• AC 1.1 Explain Each Stage of The Employee Lifecycle and The Role of The People Professional Within It
• AC 1.2 Explain Different Ways in Which You Can Prepare Information for Specified Roles
• AC 1.3 Explain Different Recruitment Methods and When It Is Appropriate to Use Them
• AC 1.4 Explain Factors to Consider When Deciding on Content of Copy Used in Recruitment Methods

Learning Outcome 2: Be Able to Contribute to The Effective Selection and Appointment of Individuals

• AC 2.1 Explain Different Selection Methods and When It Is Appropriate to Use Them
• AC 2.2 Develop Selection Criteria and Shortlist Candidate Applications for Interview for An Identified Role
• AC 2.3 Participate Effectively in A Selection Interview and The Decision-Making Process for An Identified Role
• AC 2.4 Explain the Selection Records That Need to Be Retained.
• AC 2.5 Write Letters of Appointment and Nonappointment For an Identified Role

Learning Outcome 3: Know How Legislation and Organisational Practices Affect Employment Relationships 

• AC 3.1 Explain the Importance of Work-Life Balance Within the Employment Relationship and How It Can Be Influenced by Legislation
• AC 3.2 Explain the Concept of Wellbeing in The Workplace and Why It Is Important
• AC 3.3 Summarise the Main Points of Discrimination Legislation.
• AC 3.4 Explain What Diversity and Inclusion Mean and Why They Are Important
• AC 3.5 Explain the Differences Between Fair and Unfair Dismissal.

Learning Outcome 4: Know the Importance of Performance Management in Motivating and Retaining Individuals

• AC 4.1 Explain the Purpose and Components of Performance Management
• AC 4.2 Explain Factors That Need to Be Considered When Managing Performance
• AC 4.3 Explain Different Methods of Performance Review

Learning Outcome 5: Know the Importance of Reward in Attracting, Motivating and Retaining Individuals

• AC 5.1 Explain the Key Components of An Effective Total Reward System
• AC 5.2 Explain the Relationship Between Reward and Performance
• AC 5.3 Explain the Reasons for Treating Employees Fairly in Relation to Pay

Learning Outcome 6: Understand How to Support Others to Develop the Skills and Knowledge Required to Meet Both Individual and Organisational Objectives

• AC 6.1 Explain Why Learning and Development Activities Are of Benefit to Individuals and Organisations
• AC 6.2 Describe Different Types of Learning Needs and Reasons Why They Arise for Individuals and Organisations
• AC 6.3 Summarise Different Face-To-Face and Blended Learning and Development Approaches, Including: Facilitation; Training; Coaching; Mentoring
• AC 6.4 Explain How Individual Requirements and Preferences Must Be Accommodated in The Design and Delivery of Learning and Development
• AC 6.5 Discuss How Learning and Development Can Be Evaluated

Who Should Attend this CIPD Level 3 Foundation Certificate in People Practice Course?

The CIPD Level 3 Foundation Certificate in People Practice Course is suitable for individuals beginning a career in HR, L&D, or people practice, as well as those already working in support roles. It can benefit professionals such as:

• HR Assistants
• HR Administrators
• L&D Administrators
• Recruitment Coordinators
• People Support Professionals
• Aspiring HR and L&D Professionals

Prerequisites of the CIPD Level 3 Foundation Certificate in People Practice Course

There are no prerequisites for attending the CIPD Level 3 Certificate in People Practice Course, other than that delegates must be at least 16 years of age. However, an interest in HR, L&D, or people practice may help delegates engage with the qualification content more effectively.

CIPD Level 3 Foundation Certificate in People Practice Course Overview 

The CIPD Level 3 Foundation Certificate in People Practice introduces core HR and L&D principles across business context, analytics, professional behaviours, and people practice. It covers workplace culture, change, evidence-based practice, ethics, recruitment, performance, reward, and learning and development.

Delegates will develop practical skills in recruitment, evidence-based decision-making, ethical practice, and employment relationships. They will also build knowledge of performance management, reward, workplace inclusion, and learning and development.

This CIPD Level 3 Qualification enables delegates to apply foundational people practice principles in workplace settings. They will be better prepared to support recruitment, people operations, evidence-based decisions, and professional HR and L&D practices.

CIPD Level 3 Course Objectives

• To understand business, culture, and change in people practice
• To apply evidence-based approaches and interpret people data
• To understand ethical and inclusive professional behaviours
• To understand recruitment, selection, and employment relationships
• To understand performance management, reward, and employee wellbeing
• To understand learning and development needs and approaches

Learning Outcomes of CIPD Level 3 Course

After completing this CIPD Level 3 Foundation Certificate In People Practice Course, delegates will gain a globally recognised CIPD Qualification and a structured foundation in HR, L&D, analytics, professional behaviours, and people practice. They will also be prepared to support operational people activities and progress towards higher-level CIPD qualifications.

What’s Included in this CIPD Level 3 Foundation Certificate in People Practice Course?

• World-class Training Sessions from Experienced Instructors
• Interactive Learning with 24*7 Support
• Digital Delegate Pack