Course overview
Up to 25% off our HR CIPD courses! Offer ends this month!
The new CIPD Level 5 Diploma in People Management is the new Associate-level HR qualification based on the CIPD Profession Map. The Map, launched in 2018, sets the international benchmark for the people profession and provides a strong foundation to give people professionals the confidence and capabilities to guide their decision-making, actions and behaviours.
Each unit within the CIPD Level 5 Associate Diploma in People Management has a clear linkage to the Profession Map. The core units are directly aligned to the core knowledge and core behaviours of the Profession Map. This qualification extends and fosters a deeper level of understanding of the People Profession, naturally progressing learners’ expertise in People Practice.
Study method
- Online
- Blended
- In-class

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Duration study load
On average it takes 9-12 months
Entry requirements
There are no formal entry requirements for you to enrol. However, this qualification is designed for learners aged 18+ and you should meet the requirements of the learning outcomes and have the appropriate literacy and numeracy needed to complete the CIPD Level 5 Associate Diploma in People Management.
Course features
- Guaranteed pass* or your money back, getting qualified with DPG is risk-free!
- Affordable payment plans with low deposits and interest-free options to help you get CIPD qualified cost-effectively.
- Immediate starts, so you can start accelerating your career today!
- No exams, eradicating the stress of revision or planning it around a busy schedule
- The free DPG Community, providing access to thousands of other learners and industry experts to support you on your CIPD journey
- Handpicked expert facilitators with current industry experience.
- 100% online, safe and virtual
Assessment
You’ll complete written assignments for each module that you study, and submit them online to be marked by our assessors and moderated by CIPD.
Who's it for?
The Associate Diploma in People Management is suited to individuals who are aspiring to, or embarking on, a career in people management; are working in a people practice role and wish to contribute their knowledge and skills to help shape organisational value; are working towards or working in a People Manager role.
Subjects
This qualification extends and fosters a deeper level of understanding and application and naturally progresses learners’ expertise in People Practice.
It consists of 3 core units, 3 specialist units plus 1 optional unit.
OPTIONAL UNITS – learners will select ONE from a possible seven from the following:
This unit examines the connections between the organisational structure and the wider world of work in a commercial context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning; recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.
This unit addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight to influence critical thinking. It focuses on analysing evidence through an ethical lens to improve decision-making and how measuring the impact of people practice is essential in creating value.
This unit focuses on how applying core professional behaviours such as ethical practice, courage and inclusivity can build positive working relationships and supports employee voice and well-being. It considers how developing and mastering new professional behaviours and practice can impact performance.
This unit examines the key approaches, practices and tools to manage and enhance the employee relationship to create better working lives and the significant impact this can have on organisational performance.
This unit focuses on the impact of effective workforce planning in considering the development of diverse talent pools and how to contract and onboard the workforce. It also includes analysis of the potential cost to the organisation if this is poorly managed and the tools and interventions required to mitigate this risk.
This unit focuses on how internal and external business factors influence reward strategies and policies, the financial drivers of the organisation and the impact of reward costs. It considers the importance of the role of people practice in supporting managers to make robust and professional reward judgements and the impact of rewarding performance.
This unit considers key areas of employment legislation and its legal framework, focusing on how people professionals are obliged to take account of legal requirements in different jurisdictions when carrying out the varied aspects of their role.
This unit focuses on how digital technology can be used to enhance learning and development engagement. It looks at existing and emerging learning technologies, how the use of digital content and curation is designed to maximise interaction and the value of online learning communities.
This unit provides the essential aspects of learning and development practice for those working in a people management focussed role; recognising the connections within the organisation and how learning and development to drive performance. It explores the stages of learning and development design, development and facilitation as well as alternative modes of learning to enhance learner engagement and support the business.
This unit is designed to give those practitioners working in People Management in an international context, the opportunity to focus on the complexities and considerations essential to this.
This unit focuses on how adapting leadership styles to manage, monitor and report on equality and diversity are essential for inclusive practice and legislation. The importance of promoting a diverse and inclusive workforce to drive positive culture and celebrate diversity and inclusion increases organisational performance as well as meeting the needs of employees and customers more effectively.
This unit builds on the fundamentals of learning and development, taking a closer look at the essential area of leadership and management and how this is critical in developing the right culture and behaviours to establish a working environment which is cohesive, diverse, innovative and high performing. Choosing the right tools and approaches to facilitate development will ultimately impact organisational effectiveness.
This unit introduces well-being and its importance in the workplace. It explores existing links between work, health and well-being examining how to manage well-being and how it links with other areas of people management practice, and wider organisational strategy. The unit considers key elements of well-being programmes and the stakeholders involved, examining organisational responsibilities and the outcomes of managing well-being for employees and employers.
About DPG
Sale Now On! Up to 40% and 25% off our L&D CIPD and our HR CIPD courses this month!
Looking to develop your career in Learning & Development, Human Resources or Leadership & Management? Have members of staff that need training up?
At DPG, we get it. You may be looking for a career change, and unsure of what to do. You may be a Learning & Development or Human Resources manager wanting to move to the next level. Perhaps you’re just starting out in the People Profession.
These days, it can feel like there’s too much choice, can’t it? This is overwhelming. It’s sometimes hard to know where to buy your food, never mind personal development.
We won’t talk about how we’re the best training provider of HR, L&D and L&M courses. How can you believe us? Doesn’t everyone else say that about themselves?
But there’s a reason why we at DPG have been providing training for over 30 years. Our facilitators are experienced professionals in their respective fields. This gives you access to highly skilled people and a glimpse of what a better future could look like for you or your company.
So why wait? Upgrade your career and transform your department with a professional qualification from DPG.