CIPD Level 5 Course In People Management

Take our new and evolved CIPD qualifications - Click Here

Student Portal

Take our new and evolved CIPD qualifications - Click Here

Student Portal

Structured Study Plan For Outside Of The Classroom

Is the CIPD Level 5 course right
qualification for me?

The CIPD Level 5 course is perfect for you if you enjoy developing and managing people. You’ll expand your knowledge of HR with a combination of core units and specialist areas – helping you focus on what matters most to you.

If your current job title is HR Business Partner or Manager, People Analyst, Employee Relations Manager, Talent Manager or Rewards and Benefits Manager and you are keen to develop your skills and to drive change within your organisation, this could be the right qualification for you.

Level 5 CIPD Choice of Learning Methods

Live classes on-line supported by self-study

Self-study means you won’t have to take expensive days off work and if you prefer some live tuition then even our live classes take place in the evenings outside working hours.

So if you are hoping your employer will fund your course, it will be easy to put together a business case to study with us. And your employer is going to benefit just as much as you are from your training.

Key Points:

Aimed at those aspiring to more senior roles within their organisations
Typically takes 11 months completion time
Learn 100% online or 50% in the classroom, 50% on line
World class tutors
Assignment based – no examinations
Two year support period
Reduction in price for payments up front
Flexible payment plans spread over up to 10 months

Find the right CIPD Qualification for you

CIPD level 5 diploma

What will I learn?

You’ll study 3 core units + 3 specialist units + the choice of 1 optional unit:

Three core units

Unit 1: Organisational performance and culture in practice

You’ll learn about…

The connections between organisational structure, strategy, and the business operating environment
Organisational culture and its effect on how people behave at work.
How people practise connects and supports wider strategies.

Unit 2: Evidence-based practice

You’ll learn about…

Strategies for effective critical thinking and decision-making.
The importance of decision-making strategies to solve people practice issues.
How to measure the impact and value of people practice to the organisation.

Unit 3: Professional behaviours and valuing people

You’ll learn about…

Professional and ethical behaviours, in the context of people practice.
How to champion inclusive and collaborative strategies for building positive working relationships.
How to demonstrate personal commitment to learning, professional development and performance improvement.

Three specialist units

Unit 1: Employment relationship management

You’ll learn about…

Employee voice, engagement and practices to support better working lives
Emerging trends in conflict and dispute resolution
Managing performance, disciplinary and grievance matters.
Types of employee representation.

Unit 2: Talent management and workforce planning

You’ll learn about…

Labour market trends and their significance for workforce planning.
The importance of workforce planning .
The purpose and impact of effective talent management
The importance of managing contractual arrangements and onboarding.

Unit 3: Reward for performance and contribution

You’ll learn about…

The principles of reward and the impact of reward approaches and packages
How data can be gathered and measured and used in benchmarking.
The role of people professionals in supporting managers to make reward decisions

And one additional specialist unit

Leadership Management Development

You’ll learn about…

The relevance of leadership and management and the knowledge, skills and behaviours required
The range of different learning and development initiatives in developing leaders and managers
The effectiveness of leadership and management development initiatives