CIPD Level 5 – Associate Diploma in People Management

This unit explores the relationship between organisational structure, strategy, and the wider business environment. You will develop your understanding of what drives change, how to foster inclusive and diverse workplaces, and how people practice aligns with and supports broader organisational goals.

Learning Outcomes: (1) Understand the connections between organisational structure and strategy and the business operating environment, (2) Understand organisational priorities, how to interpret relevant theories, and what drives change, (3) Understand how to build diversity and inclusion within organisations, (4) Understand how people practice connects to and supports broader organisational strategies.

This unit focuses on applying research, data, and critical thinking to inform HR decisions. You will learn to diagnose organisational challenges, evaluate different approaches, and demonstrate the measurable impact that people practice delivers.

Learning Outcomes: (1) Understand the methods used to diagnose challenges and opportunities within organisations, (2) Understand critical thinking and how different ethical perspectives can influence decisions, (3) Understand the benefits and risks of solutions for improving people practice issues, (4) Understand how to measure the impact that people practice makes on organisations.

This unit examines the professional values and behaviours expected of HR practitioners. It equips you with the tools to champion inclusive working, develop positive workplace relationships, and reflect on your own professional development.

Learning Outcomes: (1) Understand how to champion inclusive and collaborative strategies, (2) Understand how to design and evaluate solutions for positive working relationships, (3) Understand how the role of a people professional is evolving, (4) Understand how to assess your own strengths, weaknesses, and development areas.

This unit covers the legal, ethical, and practical dimensions of managing employment relationships. It addresses conflict resolution, employee voice, and the legislative framework that governs the workplace.

Learning Outcomes: (1) Understand how to develop practices that support better working lives, (2) Understand the difference between employee involvement and participation, (3) Understand emerging trends in conflict, mediation, and arbitration, (4) Understand how to handle performance, disciplinary, and grievance matters, (5) Understand employment law and the different forms of employee representation,

This unit develops your ability to plan and manage the workforce strategically. It covers labour market dynamics, succession planning, retention strategies, and the management of employment contracts and onboarding processes.

Learning Outcomes: (1) Understand labour market trends and their significance for workforce planning, (2) Understand the impact of a changing labour market on resourcing decisions, (3) Understand how to support succession and contingency planning, (4) Understand turnover and retention trends and how organisations build talent pipelines, (5) Understand the importance of managing contractual arrangements and effective onboarding,

This unit examines how reward strategies are designed, implemented, and evaluated. It covers the principles of reward, the use of data in benchmarking, and the legislative requirements that shape reward decisions.

Learning Outcomes: (1) Understand the principles of reward and how policies and practices are implemented, (2) Understand how individual and organisational performance influences reward approaches, (3) Understand how data is gathered, measured, and used in reward benchmarking, (4) Understand how to develop reward packages in line with legislative requirements, (5) Understand the role of people practice in supporting managers to make fair reward judgements,

This unit builds your knowledge of how organisations develop their leaders and managers. It covers the design and evaluation of leadership development initiatives and the competencies required for effective talent development and succession planning.

Learning Outcomes: (1) Understand the relevance of leadership and management, and the knowledge, skills, and behaviours required, (2) Understand various learning and development approaches used in developing leaders and managers, (3) Understand how to evaluate the effectiveness of leadership and management development initiatives.