08/01/2013
CIPD Accredited Diploma in HR Practice is made up of three modules:
27-31 January
24- 28 March
26-30 April
The modules and learning outcomes are as follows:
DEVELOPING YOURSELF AS AN EFFECTIVE HR/L&D PRACTITIONER
Purpose and aim of unit:
The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge, skills and behaviours required by human resources (HR) and learning and development (L&D) professionals. This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviour required of a professional practitioner, whether their role is generalist in nature or specialist, for example L&D. It will enable learners to develop a personal development plan, following a self-assessment of learning and development needs that meets their personal and professional requirements.
Learning Outcomes:
1. Understand the knowledge, skills and behaviours required to be an effective HR practitioner.
2. Know how to deliver timely and effective HR Service to meet users’ needs.
3. Be able to reflect on own practice and development needs and maintain a plan for personal development
UNDERSTANDING ORGANISATIONS AND THE ROLE OF HUMAN RESOURCES
Purpose and aim of unit:
This core unit provides an introduction to the role of human resources and learning and development (HR/L&D) operations within an organisation and environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors.
Learning Outcomes:
1. Understand the purpose of an organisation and its operating environment
2. Understand the structure, culture and functions of an organisation
3. Understand how Human Resource Management and Development activities support an organisation.
RESOURCING TALENT
Purpose and aim of unit:
Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting face–to-face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders.
Learning Outcomes:
1. Be able to explain the factors that affect an organisation’s talent planning, recruitment and policy.
2. Be able to identify appropriate recruitment and selection methods
3. Be able to contribute to the recruitment and selection interviewing process for a job role
4. Understand the importance of effective induction
RECORDING, ANALYSING AND USING HR INFO
Purpose and aim of unit:
This unit develops the learner’s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources (HR) or learning and development (L&D) function. The unit is intended to span the remit of data management for all areas including but not limited to HR planning, recruitment and selection, performance and reward management, absence management, disciplinary and grievance procedures and electronic record management for L&D. It covers the legal implications of storing personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision-making to meet organisation-wide objectives and support L&D solutions for individuals and groups within the organisation. The unit also introduces the learner to the concept of return on investment (ROI).
Learning Outcomes:
1. Understand what data needs to be collected to support human resources practices.
2. Know how human resources data should be stored, recorded and managed
3. Be able to analyse human resources information and present findings to inform decision making
SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS
Purpose and aim of unit:
Managing the employment relationship effectively is a key part of the role of the human resources (HR) practitioner. This unit aims to introduce a number of aspects of this task and to provide an introduction to employment law within the context of employee relations. It starts with an explanation of the employment relationship and the key parties that are involved within it. It then focuses on different aspects of HR activity, looking at good practice and legal requirements within each activity. It is recognised that learners need to have a basic understanding of employment law to enable them to operate effectively, but given this is a broad and complex area, it is acknowledged that this unit only aims to provide learners with the basic knowledge and assumes no prior understanding of employment law.
Learning Outcomes:
1. Understand the impact of employment law at the start of the employment relationship
2. Understand the main individual rights that the employee has during the employment relationship
3. Understand the issues to address at the termination of the employment relationship
SUPPORTING GOOD PRACTICE IN PERFORMANCE AND REWARD MANAGEMENT
Purpose and aim of unit:
This unit provides an introduction to the purpose and processes of performance and reward management and the role of human resources (HR) in promoting and supporting good practice. Studying this unit will enable learners to develop their understanding of how motivational theories and associated tools can be used within the context of performance and reward management and how these can have a positive impact on an organisation’s business objectives. It also provides an overview of appropriate skills and good practice associated with performance management reviews and follow-up and the data management aspects. Additionally learners will understand the role of financial and non-financial benefits and important determinants of reward decisions. On completion, learners should feel more confident in providing first-line support to managers and employees on the subject of performance and reward management.
Learning Outcomes
1. Be able to explain the link between organisational success, performance management and motivation
2. Be able to explain the relationship between performance management and reward
3. Be able to contribute to effective performance and reward management in the workplace
4. Be able to conduct and reflect upon a performance review
DEVELOPING YOUR COACHING SKILLS IN THE WORKPLACE
Purpose and aim of unit:
This unit provides the learner with broad concepts that underpin coaching within the workplace. It is intended to provide learners with an introduction to the theoretical aspects of coaching and an opportunity to develop coaching techniques where appropriate, for example in the capacity of line manager. The unit is also appropriate for individuals who support learning and development (L&D) professionals who have responsibility for developing a coaching culture/strategy within the organisation.
Learning Outcomes:
1. Be able to explain the nature and purpose of coaching.
2. Be able to identify and use coaching styles to improve performance in the workplace.
3. Be able to identify the ways in which Coaching can be implemented in an organisation
DEVELOPING YOUR MENTORING SKILLS FOR THE WORKPLACE
Purpose and aim of unit:
This unit provides the learner with the broad concepts that underpin mentoring within the workplace. It is intended to provide the learner with an introduction to the conceptual basis of mentoring and the opportunity to develop a mentoring style where appropriate, for example in the capacity as a line manager. The unit is also appropriate for learning and development professionals who are involved in identifying and implementing appropriate and differing methods of learning and development across the organisation.
Learning Outcomes:
1. Be able to explain the principles of mentoring.
2. Be able to explain the benefits of Mentoring in the workplace.
3. Be able to apply Mentoring tools and techniques
SUPPORTING CHANGE WITHIN ORGANISATIONS
Purpose and aim of unit
This unit covers the main factors that need to be considered in the change process and will enable learners to understand why organisations need to change with reference to key internal and external factors. Change concepts and different ways of managing change will be introduced. People also respond to change in different ways and this manifests itself in variable behaviours. This aspect will be given particular attention along with the implications for the human resources (HR) function. Learners will develop a better understanding of the change process and enhance their ability to support the organisation and its employees.
Learning Outcomes:
1. Understand why organisations need to change and how change affects organisations.
2. Understand the key factors involved in the change process and different approaches to managing change.
3. Understand the impact of change on employees and the role of HR
