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:
-
Video Content
-
eLearning Materials
-
Study Resources
-
Completion Certificate
-
Tutor Support
-
Interactive Quizzes
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.
Build your future with Oakwood International
We empower you with the skills, knowledge, and confidence to excel in your career. Join us and take the first step towards realising your professional goals.
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.