Level 5 Associate Diploma in People Management

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.