What is CIPD Level 5 Associate Diploma in People Management?

The CIPD Level 5 Associate Diploma in People Management is a cornerstone qualification for HR and people management professionals. In today’s rapidly evolving workplace, organisations need skilled HR practitioners who can navigate complex people challenges, drive engagement, and align people strategies with business objectives. This course equips professionals with advanced knowledge and practical skills in talent management, employee relations, and workforce planning.

Proficiency in people management is critical in fostering organisational success and employee well-being. This qualification is essential for HR Managers, Business Partners, and People Leaders entrusted with creating inclusive cultures, developing talent, and managing change. Earning the CIPD Level 5 Diploma demonstrates a commitment to professional excellence and opens doors to career advancement in human resources.

Oakwood International’s CIPD Level 5 Associate Diploma in People Management offers a structured and engaging learning experience. It combines practical case studies, interactive sessions, and expert guidance. Delegates will gain in-depth insights into strategic HR practices, employment law, and data-driven decision-making, providing them with the tools needed to thrive in modern HR roles.
 

Course Objectives
 

  • To align people strategies with organisational goals and reduce inefficiencies
  • To design and implement effective workforce development plans
  • To facilitate engaging team discussions that drive performance and outcomes
  • To foster employee engagement and assess the impact of HR practices
  • To address employee relations and HR issues in compliance with policies and legislation
  • To build confidence and strategic thinking for effective HR leadership

Upon completion, learners will possess advanced HR skills to manage people, enhance organisational productivity, and address complex workplace challenges, positioning them for impactful roles and career growth in human resource management.

Course Outline

CIPD Level 5 Associate Diploma in People Management

Credits – 42

GLH – 175 Hours

 

Unit 5CO01: Organisational Performance and Culture in Practice

Credit – 7

GLH – 30 hours
 

Module 1: Organisational Structure, Strategy, and the Business Environment

  • Advantages and Disadvantages of Different Types of Organisation Structures

  • Connections between Strategy, Products, Services, and Customers

  • External Factors and Trends Impacting Organisations

  • Impact of Technology on Work
     

Module 2: Understand Organisational Culture and Behaviour

  • Theories and Models of Organisational and Human Behaviour

  • How People Practices Impact on Organisational Culture and Behaviour?

  • Different Approaches to Managing Change

  • Discuss Models for how Change is Experienced

  • Importance of Wellbeing at Work and Various Factors
     

Module 3: People Practice and Business Goals

  • Links between the Employee Lifecycle and Different People Practice Roles

  • Connection of People Practice with Organisational Strategies

  • Processes for Consulting and Engaging with Internal Customers
     

Unit 5CO02: Evidence-based Practice

Credit – 6

GLH – 25 hours
 

Module 1: Strategies for Effective Critical Thinking and Decision-Making

  • Evaluate Evidence-Based Practice for Decision-Making in People Practice

  • Assess Analysis Tools for Diagnosing Organisational Issues

  • Apply Critical Thinking to your own and Others' Ideas

  • Explain Various Decision-Making Processes

  • Assess Ethical Perspectives Influencing Decisions
     

Module 2: Importance of Decision-Making Strategies

  • Use Analysis Tools to Interpret Data on People Practice Issues

  • Present Key Findings to Stakeholders

  • Make Recommendations based on Benefits, Risks, and Financial Implications
     

Module 3: Impact and Value of People Practice

  • Appraise Methods for Measuring Financial and Non-Financial Performance

  • How to Measure the Impact and Value of People Practice?
     

Unit 5CO03: Professional Behaviours and Valuing People 

Credit – 5

GLH – 20 hours
 

Module 1: Demonstrating Professional and Ethical Behaviours

  • Appraise the Role of a People Professional

  • Apply Personal and Ethical Values in People Practice

  • Importance of Informed, Clear, and Confident Communication

  • When and How to Address Conflicts with Ethical Values or Legislation?
     

Module 2: Championing Inclusive and Collaborative Strategies

  • Argue the Benefits of Inclusion and Fairness at Work

  • Discuss Strategies for Designing Inclusive People Practices

  • Reflect on your Approach to Inclusivity and Building Positive Relationships
     

Module 3: Commitment to Learning and Professional Development

  • Role of People Professionals and its CPD Implications

  • Strengths, Weaknesses, and Development Areas

  • Formulate CPD Activities to Support your Learning Journey

  • Reflect on the Impact of CPD on your Behaviour and Performance
     

Unit 5HR01: Employment Relationship Management

Credit – 6

GLH – 25 hours
 

Module 1: Employee Voice, Engagement, and Better Working Lives

  • Review Emerging Developments to Inform Approaches to Employee Voice and Engagement

  • Differentiate between Employee Involvement and Employee Participation

  • Assess Tools and Approaches to Enhance Employee Engagement

  • Interrelationships between Employee Voice and Organisational Performance

  • How to Design better Working Lives?
     

Module 2: Different Forms of Conflict Behaviour and Dispute Resolution

  • Distinguish between Organisational Conflict and Misbehaviour, and between Informal and Formal Conflict

  • Distinguish between Official and Unofficial Employee Action

  • Assess Emerging Trends in the Types of Conflict and Industrial Sanctions

  • Distinguish between Third-Party Conciliation, Mediation and Arbitration
     

Module 3: How to Manage Performance, Disciplinary and Grievance Matters Lawfully?

  • Principles of Legislation Relating to Unfair Dismissal

  • Analyse Key Causes of Employee Grievances

  • Skills Required for Effective Grievance and Discipline-Handling Procedures

  • Advise on the Importance of Handling Grievances Effectively
     

Module 4: Understand the Role of Employee Bodies in Employment Relations

  • Main Provisions of Collective Employment Law

  • Types of Employee Bodies, Union and Non-Union Forms of Employee Representation

  • Purpose of Collective Bargaining and How it Works
     

Unit 5HR02: Talent management and workforce planning

Credit – 6

GLH – 25 hours
 

Module 1: Key Contemporary Labour Market Trends and Workforce Planning

  • How Organisations Position Themselves in Competitive Labour Markets

  • Impact of Labour Market Changes on Resourcing Decisions

  • Role of Government, Employers and Trade Unions in Meeting Future Skills Needs
     

Module 2: Purpose and Importance of Workforce Planning

  • Analyse the Impact of Effective Workforce Planning

  • Techniques to Support the Process of Workforce Planning

  • Approaches to Succession and Contingency Planning

  • Strengths and Weaknesses of Different Methods of Recruitment and Selection
     

Module 3: Purpose and Impact of Effective Talent Management

  • Examine Turnover and Retention Trends and Influencing Factors

  • Compare Approaches to Developing and Retaining Talent

  • Strategies for Building and Supporting Talent Pools

  • Benefits of Diversity in Building and Supporting Talent Pools

  • Impact Associated with Dysfunctional Employee Turnover
     

Module 4: Impact Associated with Dysfunctional Employee Turnover

  • Types of Contractual Arrangements Based on Workforce Needs

  • Differentiate between the Main Types of Contractual Terms in Contracts

  • Components and Benefits of Effective Onboarding
     

Unit 5HR03: Reward for Performance and Contribution

Credit – 6

GLH – 25 hours
 

Module 1: Impact of Reward Approaches and Packages

  • Principles of Reward and its Impact on Culture and Performance

  • Implementation of Reward Policies and Practices

  • How Performance Influences Reward Approaches?

  • Compare Types of Organisational Benefits and their Merits

  • Role of Extrinsic and Intrinsic Rewards in Enhancing Performance
     

Module 2: Using Benchmarking Data for Reward Approaches

  • Business Context Influencing Reward Decisions

  • Methods for Gathering and Measuring Benchmarking Data

  • Develop Reward Packages based on Benchmarking Insights

  • Legal Requirements Affecting Reward Practices
     

Module 3: Role of People Professionals in Supporting Line Managers 

  • Role of People Professionals

  • Role of People Practice 
     

Unit 5OS03: Learning and development essentials

Credit – 6

GLH – 25 hours
 

Module 1: Learning and Development Connects with Organisation

  • Key Themes and Agendas 

  • Different Ways Learning and Development 

  • Methods for Identifying Learning and Development Needs
     

Module 2: Design of Learning and Development Solutions

  • Blending Different Learning Methods for Engaging Solutions

  • Evaluate Strategies for Transferring Learning to the Workplace

  • Assess the Importance of Evaluation and Impact Assessment in Design
     

Module 3: Importance of Facilitating Learning in Different Contexts

  • Evaluate Ways to Facilitate Group Learning and Enhance Engagement

  • Compare Online vs Face-to-Face Facilitation for Learners and Facilitators
     

Module 4: Importance of Alternative Methods of Learning

  • Benefits and Risks of Informal and Self-Directed Learning

  • Assess How to Encourage and Support Informal Learning in Organisations

Included

Included

  • 24/7 Tutor support
  • Interactive course
  • Exercise files
  • Scenario-based learning
  • CMI Level 2 Certificate in Team Leading Assessment
  • CMI Level 2 Certificate in Team Leading Certification

Offered In This Course:

  • vedio Video Content
  • elearning eLearning Materials
  • exam Study Resources
  • certificate Completion Certificate
  • study Tutor Support
  • workbook Interactive Quizzes
Individual Training

Individual Training fosters personal growth, enhances professional skills, and builds confidence.

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Corporate Training

Corporate Training improves employee skills, increases productivity, and aligns teams with company objectives.

Learning Options

Discover a range of flexible learning options designed to meet your needs. Select the format that best supports your personal growth and goals.

Online Self-Paced Training

  • Flexible learning at your own pace, with access to comprehensive course materials and resources available anytime, anywhere.

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Frequently Asked Questions

Q. What is the CIPD Level 5 Associate Diploma in People Management?

The CIPD Level 5 Associate Diploma in People Management is a professional HR qualification designed to enhance knowledge of employment law, talent management, and employee relations. It equips professionals with the skills to manage HR operations and prepare for strategic roles.

Q. Who is the CIPD Level 5 Associate Diploma suitable for?

This diploma is ideal for HR professionals, managers, and team leaders aiming to advance their careers. It suits those seeking expertise in workforce planning, employee relations, and HR strategies to support organisational goals.

Q. How long does it take to complete the CIPD Level 5 Diploma?

The CIPD Level 5 Associate Diploma typically takes 12-18 months to complete, depending on the study mode (full-time, part-time, or online).

Q. What are the benefits of completing the CIPD Level 5 Diploma in People Management?

Graduates gain enhanced HR skills, eligibility for CIPD Associate Membership, and career progression opportunities in HR management, business partnering, and strategic HR roles.

Q. What are the prerequisites to attain this course?

There are no strict prerequisites for the CIPD Level 5 Associate Diploma in People Management, but it is ideal for individuals with some HR experience or foundational knowledge, such as those holding a CIPD Level 3 qualification.

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