Should you complete a CIPD qualification in HR or L&D?

If you’re looking to further your career in HR or L&D, completing a CIPD qualification is a great way to gain knowledge and credibility in your field. But with two different streams available—one for HR and one for L&D—which one should you choose?

Firstly, it’s important to understand the differences between the two pathways:

At Level 5, the Associate Diploma in Human Resources is focused on the management of people within an organisation, including Talent Management and Workforce Planning, Managing the Employment Relationship, and Reward for Performance and Contribution.

It is aimed at HR professionals who are keen to develop their skills and to drive change within their organisations. At Level 7, the focus is again on Employee Relations, Talent Management and Resourcing as well as Reward but is aimed at those already at management level who aspire to operating strategically.

The Level 5 Associate Diploma in Learning and Development on the other hand, is focused on the development of employees’ skills and knowledge through training and learning initiatives, covering Supporting Self-directed and Social Learning, Design of Learning to Create Value and Facilitation of Learning. 

It’s perfect for those looking to become an L&D specialist or for those already working in an L&D role who want to develop their skills further. The L&D stream at level 7 focuses on Organisational Development and Design, Designing Learning to improve Performance and Leadership and Management Development.  It is aimed at those wanting to develop the specialist knowledge needed to shape strategy, and the confidence to influence stakeholders.

If your career aspirations are generalist HR-focused, either the CIPD Level 5 Intermediate Diploma in HR Management or the CIPD Level 7 Advanced Diploma in Strategic People Management  will be the right qualification for you.

Typical job titles of those who study for Level 5 are HR Business Partner, HR Manager, People Analyst, Employee Relations Manager, Diversity and Inclusion Specialist, Resourcing Business Partner, Reward and Benefits Manager, or Talent Manager whilst at Level 7 the job role of a typical student might be Head of HR, Head of Diversity and Inclusion, Director of People, Head of Resourcing, Head of Talent or People Analytics Manager. 

If your interests lie in L&D, the CIPD Level 5 Intermediate Diploma in L&D might be right for you.  It is also for those wanting to develop their skills and drive change, but with a focus on learning and development.  Those interested in this qualification might be in roles such as L&D Business Partner, L&D Manager, L&D Consultant, Organisation Design Specialist, Organisational Development Business Partner, Employee Experience Manager and L&D Designer.

At Level 7, the CIPD Level 7 Advanced Diploma in Strategic Learning and Development is for those who might hold such job titles as Head of L&D, Learning Design Lead, Head of Organisational Development or Head of Employee Experience

Ultimately, the decision about which qualification to choose depends on your career aspirations and interests. If you’re looking generalise, then a HR Management qualification is the right choice for you. If you’re passionate about L&D, and can see yourself specialising, then the L&D stream is the path to follow.

Whichever stream you choose, completing a CIPD course will provide you with a solid foundation of knowledge in your chosen field, as well as demonstrating your commitment to your career and your willingness to invest in your professional development.

To learn about our professional CIPD training courses, contact us, give us a call at +971 4 440 5190, or alternatively, follow us on LinkedIn and Facebook to stay Up to date.

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