CIPD Level 5 Associate Diploma In People Management Training Course in Exeter

CIPD Level 5 Associate Diploma in People Management Training Course Outline

7 Units: 3 Core, 3 Specialist, 1 Optional

Compulsory Units

Unit 5CO01: Organisational Performance and Culture in Practice

Credit Value: 7

GLH: 30

Learning Outcome 1: Understand the Connections Between Organisational Structure, Strategy and the Business Operating Environment

• AC 1.1: Evaluate the Advantages and Disadvantages of Different Types of Organisation Structures, Including the Reasons Underpinning Them
• AC 1.2: Analyse Connections Between Organisational Strategy, Products, Services and Customers
• AC 1.3: Analyse External Factors and Trends Impacting Organisations to Identify Current Organisational Priorities
• AC 1.4: Assess the Scale of Technology Within Organisations and How It Impacts Work

Learning Outcome 2: Understand Organisational Culture and Theoretical Perspectives on How People Behave at Work

• AC 2.1: Explain Theories and Models Which Examine Organisational and Human Behaviour
• AC 2.2: Assess How People Practices Impact on Organisational Culture and Behaviour
• AC 2.3: Explain Different Approaches to Managing Change
• AC 2.4: Discuss Models for How Change Is Experienced
• AC 2.5: Assess the Importance of Wellbeing at Work and the Different Factors Which Impact Wellbeing

Learning Outcome 3: Understand How People Practice Supports the Achievement of Business Goals and Objectives

• AC 3.1: Discuss the Links Between the Employee Lifecycle and Different People Practice Roles
• AC 3.2: Analyse How People Practice Connects With Other Areas of an Organisation and Supports Wider People and Organisational Strategies
• AC 3.3: Discuss Processes for Consulting and Engaging With Internal Customers to Understand Their Needs

Unit 5CO02: Evidence-Based Practice

Credit Value: 6

GLH: 25

Learning Outcome 1: Understand Strategies for Effective Critical Thinking and Decision-Making

• AC 1.1: Evaluate the Concept of Evidence-Based Practice Including How It Can Be Applied to Decision-Making in People Practice
• AC 1.2: Evaluate a Range of Analysis Tools and Methods Including How They Can Be Applied to Diagnose Organisational Issues, Challenges and Opportunities
• AC 1.3: Explain the Principles of Critical Thinking Including How You Apply These to Your Own and Others’ Ideas
• AC 1.4: Explain a Range of Decision-Making Processes
• AC 1.5: Assess How Different Ethical Perspectives Can Influence Decision Making

Learning Outcome 2: Understand the Importance of Decision-Making Strategies to Solve People Practice Issues

• AC 2.1: With Reference to a People Practice Issue, Interpret Analytical Data Using Appropriate Analysis Tools and Methods
• AC 2.2: Present Key Findings for Stakeholders from People Practice Activities and Initiatives
• AC 2.3: Make Justified Recommendations Based on Evaluation of the Benefits, Risks and Financial Implications of Potential Solutions

Learning Outcome 3: Be Able to Measure the Impact and Value of People Practice to the Organisation

• AC 3.1: Appraise Different Ways Organisations Measure Financial and Non-Financial Performance
• AC 3.2: Explain How to Measure the Impact and Value of People Practice Using a Variety of Methods

Unit 5CO03: Professional Behaviours and Valuing People

Credit Value: 5

GLH: 20

Learning Outcome 1: Be Able to Demonstrate Professional and Ethical Behaviours, in the Context of People Practice

• AC 1.1: Appraise What It Means to Be a People Professional
• AC 1.2: Recognise How Personal and Ethical Values Can Be Applied in the Context of People Practice
• AC 1.3: Consider the Importance of People Professionals Contributing to Discussions in an Informed, Clear and Confident Way to Influence Others
• AC 1.4: Recognise When and How You Would Raise Matters Which Conflict With Ethical Values or Legislation

Learning Outcome 2: Be Able to Champion Inclusive and Collaborative Strategies for Building Positive Working Relationships

• AC 2.1: Argue the Human and Business Benefits of People Feeling Included, Valued, and Fairly Treated at Work Linking to Related Theory
• AC 2.2: Discuss Strategies for Designing and Ensuring Inclusive People Practices
• AC 2.3: Reflect on Your Own Approach to Working Inclusively and Building Positive Working Relationships with Others

Learning Outcome 3: Be Able to Demonstrate Personal Commitment to Learning, Professional Development and Performance Improvement

• AC 3.1: Explore How the Role of a People Professional Is Evolving and the Implications This Has for Continuing Professional Development
• AC 3.2: Assess Your Strengths, Weaknesses and Development Areas Based on Self-Assessment and Feedback from Others
• AC 3.3: Formulate a Range of Formal and/or Informal Continuing Professional Development (CPD) Activities to Support Your Learning Journey
• AC 3.4: Reflect on the Impact of Your Continuing Professional Development Activities on Own Behaviour and Performance

Specialist Units

Unit 5HR01: Employment Relationship Management

Credit Value: 6

GLH: 25

Learning Outcome 1: Understand Employee Voice, Engagement and Practices to Support Better Working Lives

• AC 1.1: Review Emerging Developments to Inform Approaches to Employee Voice and Engagement
• AC 1.2: Differentiate Between Employee Involvement and Employee Participation and How It Builds Relationships
• AC 1.3: Assess a Range of Employee Voice Tools and Approaches to Drive Employee Engagement
• AC 1.4: Critically Evaluate the Interrelationships Between Employee Voice and Organisational Performance
• AC 1.5: Explain the Concept of Better Working Lives and How This Can Be Designed

Learning Outcome 2: Understand Different Forms of Conflict Behaviour and Dispute Resolution

• AC 2.1: Distinguish Between Organisational Conflict and Misbehaviour, and Between Informal and Formal Conflict
• AC 2.2: Distinguish Between Official and Unofficial Employee Action
• AC 2.3: Assess Emerging Trends in the Types of Conflict and Industrial Sanctions
• AC 2.4: Distinguish Between Third-Party Conciliation, Mediation and Arbitration

Learning Outcome 3: Understand How to Manage Performance, Disciplinary and Grievance Matters Lawfully

• AC 3.1: Explain the Principles of Legislation Relating to Unfair Dismissal in Respect of Capability and Misconduct Issues
• AC 3.2: Analyse Key Causes of Employee Grievances
• AC 3.3: Explain the Skills Required for Effective Grievance and Discipline-Handling Procedures
• AC 3.4: Advise on the Importance of Handling Grievances Effectively

Learning Outcome 4: Understand the Role of Employee Bodies in Employment Relations

• AC 4.1: Explain the Main Provisions of Collective Employment Law
• AC 4.2: Compare the Types of Employee Bodies, Union and Non-Union Forms of Employee Representation
• AC 4.3: Evaluate the Purpose of Collective Bargaining and How It Works

Unit 5HR02: Talent Management and Workforce Planning

Credit Value: 6

GLH: 25

Learning Outcome 1: Understand Key Contemporary Labour Market Trends and Their Significance for Workforce Planning

• AC 1.1: Explain How Organisations Strategically Position Themselves in Competitive Labour Markets
• AC 1.2: Explain the Impact of Changing Labour Market Conditions on Resourcing Decisions
• AC 1.3: Discuss the Role of Government, Employers and Trade Unions in Ensuring Future Skills Needs Are Met

Learning Outcome 2: Understand the Purpose and Importance of Workforce Planning

• AC 2.1: Analyse the Impact of Effective Workforce Planning
• AC 2.2: Evaluate the Techniques Used to Support the Process of Workforce Planning
• AC 2.3: Explain Approaches to Succession and Contingency Planning Aimed at Mitigating Workforce Risks
• AC 2.4: Assess the Strengths and Weaknesses of Different Methods of Recruitment and Selection to Build Effective Workforces

Learning Outcome 3: Understand the Purpose and Impact of Effective Talent Management

• AC 3.1: Examine Turnover and Retention Trends and the Factors That Influence Why People Choose to Leave or Remain
• AC 3.2: Compare Different Approaches to Developing and Retaining Talent on an Individual and Group Level
• AC 3.3: Evaluate Approaches That an Organisation Can Take to Build and Support Different Talent Pools
• AC 3.4: Evaluate the Benefits of Diversity in Building and Supporting Talent Pools
• AC 3.5: Explain the Impact Associated with Dysfunctional Employee Turnover

Learning Outcome 4: Understand the Importance of Managing Contractual Arrangements and Effective Onboarding

• AC 4.1: Assess Suitable Types of Contractual Arrangements Dependent on Specific Workforce Need
• AC 4.2: Differentiate Between the Main Types of Contractual Terms in Contracts
• AC 4.3: Explain the Components and Benefits of Effective Onboarding

Unit 5HR03: Reward for Performance and Contribution

Credit Value: 6

GLH: 25

Learning Outcome 1: Understand the Impact of Reward Approaches and Packages

• AC 1.1: Evaluate the Principles of Reward and Its Importance to Organisational Culture and Performance Management
• AC 1.2: Explain How Policy Initiatives and Practices Are Implemented
• AC 1.3: Explain How People and Organisational Performance Can Impact on the Approach to Reward
• AC 1.4: Compare the Different Types of Benefits Offered by Organisations and the Merits of Each
• AC 1.5: Assess the Contribution of Extrinsic and Intrinsic Rewards to Improving Employee Contribution and Sustained Organisational Performance

Learning Outcome 2: Be Able to Develop Insight From Benchmarking Data to Inform Reward Approaches

• AC 2.1: Assess the Business Context of the Reward Environment
• AC 2.2: Evaluate the Most Appropriate Ways in Which Benchmarking Data Can Be Gathered and Measured to Develop Insight
• AC 2.3: Develop Organisational Reward Packages and Approaches Based on Insight
• AC 2.4: Explain the Legislative Requirements That Impact Reward Practice

Learning Outcome 3: Understand the Role of People Professionals in Supporting Line Managers to Make Reward Decisions

• AC 3.1: Assess Different Approaches to Performance Management
• AC 3.2: Review the Role of People Practice in Supporting Line Managers to Make Consistent and Appropriate Reward Judgements
• AC 3.3: Explain How Line Managers Make Reward Judgements Based on Organisational Approaches to Reward

Optional Unit

Unit 5OS06: Leadership and Management Development

Credit Value: 6

GLH: 25

Learning Outcome 1: Understand the Relevance of Leadership and Management and the Knowledge, Skills and Behaviours Required

• AC 1.1: Analyse the External Factors That Drive the Need for Leadership and Management Within the Organisation
• AC 1.2: Explain the Key Differences Between Leadership and Management Roles and Styles and the Implications of Each for Organisational Effectiveness
• AC 1.3: Compare the Different Knowledge, Skills and Behaviours Required for Leadership and Management in Organisations

Learning Outcome 2: Understand a Range of Different Learning and Development Initiatives in Developing Leaders and Managers

• AC 2.1: Discuss the Role of People Professionals in Supporting Leadership and Management Development Initiatives
• AC 2.2: Evaluate the Different Concepts and Range of Approaches That Are Available for Effective Leadership and Management Development
• AC 2.3: Discuss Why Diversity and Inclusion Should Be an Integral Component of Leadership and Management Development Initiatives

Learning Outcome 3: Understand the Effectiveness of Leadership and Management Development Initiatives

• AC 3.1: Evaluate the Indicators of Successful Leadership and Management Development Initiatives
• AC 3.2: Explain the Range of Stakeholders and the Involvement They Have in Leadership and Management Development Initiatives
• AC 3.3: Assess the Impact and Importance That Leadership and Management Development Initiatives Have on Organisational Culture, Strategy, Reputation and Performance

Who Should Attend this CIPD Level 5 Associate Diploma in People Management Course?

The CIPD Level 5 Associate Diploma in People Management Course is ideal for HR professionals looking to develop their people management expertise and progress into mid-level HR roles. This course is particularly beneficial for:

• HR Advisors 
• HR Business Partners 
• Employee Relations Managers 
• Talent Managers 
• HR Managers 
• Diversity and Inclusion Specialists 

Prerequisites for the CIPD Level 5 Associate Diploma in People Management Course

There are no formal qualification or prior experience requirements to attend this CIPD Level 5 Associate Diploma in People Management Course. However, delegates must meet the following entry requirements:

• Minimum age: 18 years and above
• English proficiency: Delegates should meet the required English language proficiency standards as given below:
  • IELTS: 6.0 overall, with a minimum of 5.5 in each category
  • TOEFL: 79 overall, with a minimum of 18 in each category
  • Cambridge Linguaskill / Cambridge English Advanced: 169 overall

Relevant experience in HR, people management, or a related area can also help delegates engage more effectively with the course content.

CIPD Level 5 Associate Diploma in People Management Course Overview

The CIPD Level 5 Associate Diploma in People Management Course develops advanced HR and people management knowledge. It covers organisational performance, employee relations, workforce planning, and evidence-based practice. The training prepares professionals for mid-level HR roles. 

Delegates will develop skills in talent management, reward, employee engagement, organisational culture, and professional decision-making. They will also strengthen their ability to evaluate people practices and support organisational objectives.

This Level 5 CIPD Course is delivered exclusively by Oakwood International. This course helps delegates apply effective people management practices within workplace settings. They will be better equipped to support informed HR decisions and contribute to organisational performance.

CIPD Level 5 Associate Diploma in People Management Course Objectives

• To understand organisational performance and people management practices
• To develop talent, reward, and workforce planning strategies
• To apply evidence-based practice to HR decision-making
• To promote employee engagement and inclusive people practices
• To strengthen professional behaviours and leadership capabilities
• To support organisational growth through effective HR practices

Learning Outcomes of this CIPD Level 5 Associate Diploma in People Management Course

Upon completing this CIPD Level 5 Associate Diploma in People Management Course, delegates will be able to apply effective people management practices, support organisational performance, and make informed HR decisions. They will also strengthen the professional capabilities required for mid-level HR and people management roles.

Benefits of the CIPD Level 5 Associate Diploma in People Management Course

The CIPD Level 5 Associate Diploma in People Management Course builds knowledge and skills to help in a smooth workflow in people management. It enhances delegates' HR skills, contributes to organisational objectives, and facilitates career growth.

• Develop Strategic HR Skills: Acquire knowledge and skills in workforce planning, employee relations, organisational performance and evidence-based HR practices to facilitate business goals.
• Support Career Progression: Build knowledge and skills for HR and people management roles of higher scope and responsibility.
• Apply Learning in the Workplace: Use effective people management approaches across talent, reward, employee relations, and organisational challenges.
• Strengthen Decision-making: Learn to analyse people, data and make informed, evidence-based decisions that improve organisational performance.
• Enhance Professional Credibility: Demonstrate your commitment to professional development with a recognised CIPD Qualification that strengthens your professional profile.

What’s Included in this CIPD Level 5 Associate Diploma in People Management Course?

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