CIPD, the Chartered Institute of Personnel and Development, is the professional body for the HR and L&D profession worldwide. It helps professionals advance in their careers by providing an understanding of the different trends, changes, and patterns happening in our world daily. This ensures we are well-equipped to perform our roles in human resources.
A CIPD certification can improve your career prospects in HR or L&D by providing a globally recognized qualification.
CIPDoffersthreelevelsofcoursesinHRandL&D:Foundation(equivalenttoA-levels), Associate (equivalent to a bachelor's degree), and Advanced (equivalent to a master's degree). DPG provides a variety of CIPD courses to help you grow your career.
CIPD Level 3 is best for new HR professionals, while Level 5 is for current or aspiring HR managers, business partners, or career switchers. Level 7 is for those in or aiming for senior HR positions, involved in HR strategy and policy, or seeking chartered membership.
EvolutionofHumanResourceManagement
Craftmanship in the MiddleAges
In the past, most goods were made by skilled workers. The employer-employee or master-servant relationshipdidnotariseintheircases,as most ofthetime,their Business was managed by themselves or, at most, with the help of some family members.
Later, in ancient civilizations, enslaved people were a significant source of labor. They could be bought and sold like property. Their owners forced them to do hard tasks like carrying heavy loads, building structures, and digging tunnels. Enslaved people received minimal compensation, often consisting only of basic food, shelter, and clothing. Serfdom was also widespread during this period. Landlords used serfs primarily for agriculturalwork andotherrelatedactivities.Inreturn,landlordstypicallyprovidedserfs with a piece of land and some money for their living expenses.
Human rights
These factories sought to increase output while minimizing expenses, resulting in the hiring of workers who worked long hours. However, soon, entrepreneurs discovered that the performance and productivity of these factories depended on whether the employees or laborers were satisfied.
The government enacted laws such as the Factories Act and Health and Safety Act to address the exploitation of factory workers. These laws focused on improving working conditions, ensuring worker safety, and promoting overall well-being. The second phase of HR development began in the early 1900s when organizations introduced personnel management. The personnel department handled employee issues while serving as a support function and ensured adherence to legal requirements.
Skills & Training
After World War II, training emerged as a key function within personnel departments, inspired by military training practices. The emphasis was on improving employee skills, promoting productivity, and ensuring workplace safety. Training programs played a crucial role in accelerating employee development.
Trade unions emerged during this period, significantly altering the dynamics between employers and employees. They advocated for workers' interests and provided a platform for negotiation and collaboration. Although their power is diminished, trade unions can still significantly impact organizations.
HR management
The Industrial Revolution marked the beginning of HRM in the early 20th century. Globalization, driven by technological advancements and the growth of multinational companies, necessitated the evolution of personnel departments into human resource departments. These departments focused on managing global workforce processes and procedures.
Introduced new HR practices caused a major shift in human resource management. Human resources now had new rules, roles, and responsibilities.As companies'demands changed, so did the role of human resources.
Now, leadership and development have become important processes or parts of any business. That is how new trends came into the picture. The latest trends were also seen in the hospitality industry. Like other industries, the hospitality sector recognizes that employees are the most valuable asset of an organization. In particular, hotels rely on a skilled, motivated, and hardworking workforce to maintain a positive reputation.
The industry has now been described as a people business. The change in the face of HRM brought in certain new concepts. One of them was a competitive advantage. As new trends brought in new concepts and ideas with a widespread workforce working in the industry, the effectiveness of HR functions provided a competitive advantage.
Today, managers must adopt a new mindset to address the evolving needs of employees and the changing external environment. Corporate cultures must be inclusive of diverse nationalities, reflecting the global nature of the workforce. International HR management drives global HR processes and procedures. The introduction of technology, such as tablets and smartphones, has transformed the way we work. This
new wave of HR empowers managers with access to data from anywhere and highlights the importance of big data.
History provides context. Now, let's dive back to CIPD.
CIPD accredited course and CIPD qualification
Many people may think a CIPD qualification and accreditation can be used interchangeably. Trust me, that is what I thought. I do not know if I was just confused, butwhenIwasstudying,Iassumed qualification andaccreditationmeantthesamething. However, there are some differences between the two.
Employers recognize CIPD qualifications as a standard of excellence. This is a qualification that, if you obtain it, employers will see that you care about advancing your knowledge in human resources and applying it in the workplace. It shows that you are part of being a change-maker with different insights who looks at things from evidencebased practices and seeks to understand the principles necessary to ensure we work to our best capabilities. The CIPD is highly regarded for this type of qualification. The CIPD qualification you would obtain when completing a course designed by the CIPD aligns with the CIPD Profession Map. The CIPD creates these qualifications, and there are five different ones to choose from, depending on where you are in your career journey.
So, which one should you go for? A general rule of thumb is determining which qualification suits you, but you do not have to follow it strictly.If you are starting in HR, have no HR experience, have just finished your A-Levels, or aren't planning to go to university, youwant to understandthefoundations of people's practice.Thefoundational level course might be right for you. Or, if you're a business partner, have taken on a junior business partner role, are an HR advisor, assistant, or generalist, and want to gain a deeper understanding of HR practices. The associate qualification could be a better fit.
Alternatively, if you are a senior leader in your organization and want to understand the strategic elements of people management and how they relate to your work, helping you become a more effective change agent, then the advanced diploma would likely be the best choice.
External study centers award these qualifications, but as mentioned, they are built by the CIPD. Once you complete them, you will have the opportunity to earn your CIPD qualification, and you can become a Foundation Member, Associate Member, or even a Chartered Member, depending on your experience.
CIPD accreditation
I mentioned that the CIPD, the professional body, creates the qualification. A CIPDaccredited course, however, is made by a university, usually a higher-level education provider. To achieve accreditation status, they must meet the highly professional standards that the CIPD has set. This allows them to claim that the CIPD accredits their Human Resource Management course.
There are HR courses that the CIPD does not accredit because they need to follow the high standards set by the CIPD. These accredited courses are designed with the Profession Map in mind and are mapped to the CIPD Profession Map. Universities will create the course, and each university has different types of modules. It depends on your preferred focus, whether you want a more exam-focused degree with less coursework or more coursework with fewer exams.
Different CIPlevels
CIPD level 3
CIPD level 3 comprises four main modules:
3CO01 Business, culture, and change in context.
3CO02Analytics principles.
3CO03 Core behaviors of people professionals.
3CO04 Essentials of people's practice.
The CIPD Level 3 Foundation Certificate is an excellent choice if you want a solid understanding of HR, learning and development, and organizational development. This qualification is similar to an A-Level and provides an internationally recognized CIPD certification and the knowledge needed for CIPD Foundation membership. Completing Level 3 will equip you with practical and theoretical skills across the key functions of HR.
There are no fixed CIPD Level 3 Foundation course entry requirements. However, if English is not your primary language, you should achieve a minimum score on an English language test like IELTS or TOEFL. These recommendations are flexible, and individual circumstances can be considered.
At the endof each module, you must complete awritten assignment ofup to 4,000 words to showcase your knowledge and skills.Assignments will be submitted online, assessed, and reviewed byCIPD.After completing all tasks, you will earnyour CIPDqualification and can advance to the next level, like the Level 5 Associate Diploma in People Management or Organizational Learning.
The modules provide knowledge for HRM professionals in managing employees. The introductory level covers various topics, including
Recruitment and hiring
Employee training and development
Compensation and benefits
Performance evaluation and management.
Recruitment and hiring
Recruitment is identifying and hiring the best-qualified candidate from within or outside the organization. It includes job analysis, attracting applicants, screening and selecting candidates, and integrating new hires. Recruitment is a proactive approach to seeking and motivating potential employees to apply for organizational positions. A larger pool ofapplicantsprovidesgreateropportunitiesto recruittop talent.Itis alinkbetweenthose offering jobs and those seeking employment.
Training and development
Training improvesemployees'performance,whiledevelopment prepares themforfuture leadership and advancement. Training and development initiatives are important for improving employee performance, increasing productivity, promoting employee engagement, and driving organizational growth. They are about more than acquiring skills; they are about effectively absorbing those skills.
The key takeaways will understand training and development, strategies for effective training and development, learning styles (visual, auditory, kinesthetic), popular training tools(ADDIE),cultivatinglearningorganizations,theroleoforganizationaluniversities, and applying pedagogy and andragogy.
Chartered Institute of Personnel and Development Level 3 Subject
CIPD Level 3 Foundation Diploma in Human Resource Practice
CIPD Level 3 FoundationAward in Human Resource Essentials
CIPD Level 3 Foundation Certificate in Learning and Development
CIPD Level 3 Diploma Human Resource Practice
CIPD Level 3 Foundation Certificate in Human Resources Practice
CIPD Level 3 Foundation Diploma in Learning and Development Practice
CIPD Level 3 Certificate Human Resource Practice
CIPD Level 3 Award HR | Supporting Good Practice in Performance & Reward Management
CIPD Level 3 Foundation Diploma in Learning & Development (Online Learning)
CIPD Level 3 HR | Developing Yourself as an Effective HR Practitioner | FoundationAward
CIPD Level 3 Foundation Diploma in Learning & Development (Distance Learning)
CIPD Level 5
The CIPD Level 5 certification will improve your people management abilities, broaden your HR expertise, and advance your career. In addition to obtaining a recognized qualification that leads to CIPD membership, you will acquire the skills to manage HR functions,nurturetalent,createstrategicHRplans,and establish equitablecompensation packages.
The CIPD Level 5 is designed for individuals with some HR experience or a commercial background who want to advance their careers and earn a CIPD certification. The program comprises seven units: three core, three specialist, and one elective unit. The core units address organizational performance, culture, evidence-based practices, and valuing people. The specialist units cover employee relations, talent management, workforce planning, and performance-based rewards. For the elective unit, you can choose from specialist employment law, diversity and inclusion, or well-being at work.
Think about this: if two managers have the same level of skills, but only one is a team player, who would the boss choose? The answer is clear. Employers seek professional expertise and personal qualities, such as building relationships and communicating effectively. These traits are crucial for leaders to guide teams successfully. Developing these skills allows you to differentiate and advance rapidly in your career. Therefore, CIPD level 5 is important.
Chartered Institute of Personnel and Development Level 5
Subject
CIPD Level 5 IntermediateAward in Human Resources
CIPD Level 5 Intermediate Certificate in Learning and Development
CIPD Level 5 Intermediate Diploma in Human Resource Management
CIPD Level 5 Intermediate Diploma in Learning and Development 5 (Classroombased)
The main units covered under the CIPD level 5 are;
CIPD 5OS01 Specialist Employment law
CIPD 5LD03 Facilitate personalized and performance-focused learning
CIPD 5LD02 Learning and development design
CIPD 5LDO1 Supporting self-directed and social learning
CIPD 5HR03 The reward for performance and contribution
CIPD 5OS07 Well-BeingAt WorkAssignment Example
CIPD 5HR02 Talent management and workforce planning
CIPD 5HR01 Employment relationship management
CIPD 5CO03 Professional behaviors and valuing people
5CO01 Organisational performance and culture in practice
CIPD 5CO02 Evidence-based practice
CIPD 5COO1 Organizational performance and culture in practice
CIPD 5OS01 Employment
CIPD 5OS02 Advances in digital learning and development
CIPD 5OS03 Learning and Development Essentials
CIPD 5OS04 People management in an international context
CIPD 5OS05 Diversity and inclusion
CIPD 5OS06 Leadership and Management development
5CO01 Organisational performance and culture in practice
CIPD 5OS07 Well-being at work
CIPD 5HR03 The reward for performance and contribution
CIPD Level 7
The strategic people management qualification consists of four core units, three specialist units, and one optional unit. Let us discuss the four units.
Work and working lives in a changing business environment.
In this module, you will focus on how leaders and managers work with people in organizations to respond to globalization and its importance for work and employment. This module will evaluate current and future organizational thinking about technological developments and how new agendas are evolving. You will learn to assess social, demographic, and economic trends and how changes in public policy affect people's practices and examine the effects of change, innovation, and creativity.
People management and development strategies for performance
Thesecond unit focuses on understandingthe advantages and benefits of aligningpeople practices with organizational objectives. You will also evaluate data sources to support decision-making and develop an understanding of contemporary people's practices by evaluating resourcing and performance management fields. You will also learn about development and organizational design and how these roles influence people professionals and help them in decision-making.
Personal Effectiveness, Ethics, and Business Acumen
The third core unit focuses on different ethical perspectives in people's practice and how ethical behavior is maintained through standards. You will consider business
improvements related to working lives, evaluate well-being and fairness, and consider the contribution of personal integrity within an organization. You will also assess ways to collaborate effectively internally and externally across various business boundaries.
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The main units under CIPD level 7 are;
CIPD 7CO01 Work and working lives in a changing business environment
CIPD 7CO02 People management & development strategies for performance
CIPD 7CO03 Personal effectiveness, ethics & business acumen
CIPD 7CO04 Business Research in People Practice
CIPD 7OS06 Well-being at work
CIPD 5OS04 Managing people in an international context
CIPD7OS04Advanced diversity and inclusion
CIPD 7OS03 Technology enhanced learning
CIPD 7LMD Leadership and Management development
CIPD 7OS01 Advanced employment law in practice
CIPD 7LD01 Organizational design and development
CIPD 7HR03 Strategic reward management
CIPD 7HR02 Resourcing and talent management to sustain success
CIPD 7HR01 Strategic Employment Relations
CIPD 7OS05 Diversity and inclusion
CIPD 7OS04 People management in an international context
7LD01 Organisation Designs and Development Assignment Example
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We offer a broad understanding of key HR areas, equipping you with the confidence to demonstrate your knowledge, gain CIPD membership, and receive a certification that validates a much sought-after skill. You will assess the 21st-century employment markets and enjoy an exciting career in various industries. Therefore, if you need CIPD Assignment help, CIPD Level 3 assignment help, CIPD Level 5 assignment help, and CIPD Level 7 assignment help.
Progress to the next level and be a standout, successful people professional. Authentic leadership lies in guiding others to success.
