CIPD Level 3 Foundation Certificate In People Practice Course in Chicago

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 Certificate in People Practice in Chicago equips delegates with essential knowledge and skills to kickstart their career in HR and people management. Here is a list of individuals who will benefit from attending this course:

• HR Professionals
• HR Representatives
• HR Assistants
• L&D Specialists
• HR Administrators
• HR Analysts

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

There are no formal prerequisites for attending the CIPD Level 3 Certificate in People Practice. However, a keen interest in people management and a passion for developing HR expertise are advantageous.

CIPD Level 3 Foundation Certificate in People Practice Course Overview 

CIPD Level 3 Foundation Certificate in People Practice Training introduces delegates to core HR and L&D principles that support effective people management. It explains how foundational HR practices contribute to positive workplace culture and organisational effectiveness. 

This training supports aspiring HR and L&D professionals in building confidence and practical capability. It develops the ability to support recruitment, engagement, and compliance, enabling meaningful contribution to day-to-day people operations. 

This course enables delegates to apply people practice principles with confidence. It provides practical HR insight, CIPD-recognised learning, and a clear pathway for progression to higher levels of professional development. 

CIPD Level 3 Course Objectives

• To understand the core principles of people practice and HR functions
• To explore employee engagement, performance management, and workplace behaviour
• To develop practical HR and L&D skills applicable in real-world settings
• To apply ethical and evidence-based people management practices
• To prepare for higher-level CIPD qualifications and professional advancement

Upon completion of this course, delegates will gain a recognised qualification from CIPD, positioning them for further growth in HR and people management roles. This certification opens pathways to advanced qualifications and boosts employability in HR functions globally.

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

• World-Class Training Sessions from Experienced Instructors
• CIPD Level 3 Certificate in People Practice Certificate
• Digital Delegate Pack