CIPD Level 3 Foundation Diploma in Human Resource Practice

We consider the Level 3 Foundation Diploma in HR Practice the best way to get a CIPD qualification if you are new to the HR profession or want to ease yourself back into studying. The qualification will give you plenty of practical skills to apply back in the workplace such a recruitment, coaching and mentoring, and performance management. 

Price: New Price £2,450 (we do not charge VAT).

Length: 9-10 months. 

Time commitment: 9 full day workshops plus 2 virtual workshops over the duration of the course (about 1 month apart).

Assignments: 8 (1 per module).

Modules:

  1. Supporting good practice in managing employment relations
  2. Understanding organisations and the role of human resources
  3. Supporting change in organisations
  4. Resourcing talent
  5. Developing yourself as an effective HR practitioner
  6. Recording, analysing and using HR information
  7. Supporting good practice in performance and reward management
  8. Contributing to the process of job analysis
  9. Supporting individual learning through coaching and mentoring

For more information about our CIPD and HR qualifications, please complete our enquiry form or call one of our Programme Advisors to discuss.

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Upcoming Workshops

Workshop Location
October/November
April 2018
October/November
19/04/2018
Note

All MOL programmes across our locations run subject to demand and availability. This is to ensure you get a high quality learning experience. We also allocate places on a first-come-first-served basis upon receipt of completed applications.

Please note - there may be additional start dates available in your preferred location to the ones shown on our website. For details of further dates, please contact one of our Programme Advisors.

Course details

You’ll benefit from our proven blend of learning methods, including face-to-face group workshops with a clear workplace application facilitated by an experienced practitioner tutor. We’ll also give you comprehensive self-study materials including bespoke text books and electronic content with activities accessed on our virtual learning environment (VLE).

You will also receive a learner guide designed to support your study journey, and support from your tutor, both online and on the phone.

Our workshops are clearly focused on knowledge and skills you can take straight into your workplace. Your MOL tutor will encourage discussions that help you get the most from the material. We select knowledgeable HR professionals to support and inspire you throughout the programme.

To successfully complete this qualification you’ll need to attend all the face-to-face workshops, log your progress, learning and development in your e-portfolio (electronic portfolio), take part in all the online collaborative activities, and successfully complete all assessment work.

We’ll assess you through short written assignments, practical skills demonstrations, and your e-portfolio, which logs your learner journey.

For more information about our CIPD and HR qualifications, please complete our enquiry form or call one of our Programme Advisors to discuss.

Unique Units for the CIPD Level 3 Diploma are:

  • Performance and Reward Management

This unit provides an introduction to the purpose and processes of performance and reward management and the role of human resources (HR) in promoting and supporting good practice. Studying this unit will enable learners to develop their understanding of how motivational theories and associated tools can be used within the context of performance and reward management and how these can have a positive impact on an organisation’s business objectives. It also provides an overview of appropriate skills and good practice associated with performance management reviews and follow-up and the data management aspects. Additionally learners will understand the role of financial and non-financial benefits and important determinants of reward decisions. On completion, learners should feel more confident in providing first-line support to managers and employees on the subject of performance and reward management.

  • Coaching and Mentoring

Research informs us that formal learning events are only part of an effective L&D strategy. Of equal importance are more informal learning opportunities, in the workplace, often supported through a coaching or mentoring relationship. This unit enables L&D professionals to develop the knowledge and skills required to be able to provide basic coaching and mentoring support themselves, as well as being able to support line-managers in coaching and mentoring team members. The unit begins with an introduction to the nature, purpose and practice of both coaching and mentoring, including the potential benefits to be gained by both parties. It continues with a practical exploration of some models and techniques and requires learners to demonstrate these within a coaching or mentoring conversation. Finally learners will consider how, and the extent to which, coaching and mentoring activity should be recorded and effective formats for doing this.

The other units which make up the CIPD Level 3 certificate are:

  • Developing yourself as an effective HR practitioner

The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge, skills and behaviours required by human resources (HR) and learning and development (L&D) professionals. This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required of a professional practitioner, whether their role is generalist in nature or specialist, for example L&D. It will enable learners to develop a personal development plan, following a self-assessment of learning and development needs, that meets their personal and professional requirements.

  • Understanding organisations and the role of HR

This unit provides an introduction to the role of human resources and learning and development (HR/L&D) within an organisation and the environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors.

  • Recording, analysing and using HR information

This unit develops the learner’s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources (HR) or learning and development (L&D) function. The unit is intended to span the remit of data management for all areas including but not limited to HR planning, recruitment and selection, performance and reward management, absence management, disciplinary and grievance procedures and electronic record management for L&D. It covers the legal implications of collecting, storing and using personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision-making to meet organisation-wide objectives and support L&D solutions for individuals and groups within the organisation.

  • Resourcing talent

Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting face-to-face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders.

  • Contributing to the process of job analysis

The overall focus of this unit is to develop the learner’s understanding of the principles and practice of job analysis and job design. The unit content is designed as an introduction to the knowledge and skills required in the use of a number of methods of conducting job analysis. Specifically, the unit will enable the learner to articulate the purpose of disaggregating jobs into component parts, that is, job analysis, to provide the foundation for a number of broader human resources (HR) practices. In particular, the unit focuses on the principles of job design and the use of job analysis data in the practice of job design. It is also designed to cover additional ways job analysis is used, including but not limited to recruitment and selection, job evaluation and equal pay. Learners will develop a better understanding of how job analysis and design fits within the broader professional area of organisation design.

  • Supporting change within organisations

This unit covers the main factors that need to be considered in the change process and will enable learners to understand why organisations need to change with reference to key internal and external factors. Change concepts and different ways of managing change will be introduced. People also respond to change in different ways and this manifests itself in variable behaviours. This aspect will be given particular attention along with the implications for the human resources (HR) function. Learners will develop a better understanding of the change process and enhance their ability to support the organisation and its employees.

  • Supporting good practice in managing employment relations

Managing the employment relationship effectively is a key part of the role of the human resources (HR) practitioner. This unit aims to introduce a number of aspects of this task and to provide an introduction to employment law within the context of employee relations. It starts with an explanation of the employment relationship and the key parties that are involved within it. It then focuses on different aspects of HR activity, looking at good practice and legal requirements within each activity. It is recognised that learners need to have a basic understanding of employment law to enable them to operate effectively, but given this is a broad and complex area, it is acknowledged that this unit only aims to provide learners with the basic knowledge and assumes no prior understanding of employment law.
 

Support  

Our dedicated Learner Care Agents are there to make sure that you’re progressing, the course is going well and to gather feedback. Also, all of our expert tutors are there to help you. They won’t just be providing advice in the workshops - they're always on hand.

A Comprehensive Course

All of your learning material is included.  There’s no additional textbooks you need to buy or other reading we won’t make available to you. We provide a huge amount of online content so you can learn on the move and at a time that fits around your life. You will have to access study resources 24/7 via the Virtual Learning Environment (VLE).

Workshops

We offer a higher number of workshops than most providers, they aren’t just an academic exercise. They’re about applying your CIPD knowledge to the real world of business. You’ll share information and ideas from real life, carry out activities based on true scenarios and begin to fully understand the difference between being CIPD qualified and being a skilled HR professional. The workshops take place in great city centre locations with easy access to town centre amenities and transport. 

Expertise

Our tutors are all experts in their field and will make sure that your workshop training really takes your understanding to the next level. They all have plenty of experience, working across multiple sectors in lots of different HR roles, which will provide the insight a budding HR professional needs.

Jobs you could hold after completing your CIPD Level 3 studies include:

  • HR Assistant
  • HR Coordinator
  • HR Administrator
  • Trainer.

Once you have the CIPD Level 3 qualification, you will then be able to build towards a management role, progressing to the CIPD Level 5 qualification 
 
CIPD Level 5 course details

Jobs you could hold after completing your CIPD Level 5 studies include:

  • HR Manager
  • HR Advisor
  • HR Business Partner
  • Recruitment Manager.

If your company is looking to fund your training we can raise an invoice if you provide a purchase order with your application.

MOL is a non for profit organisation and we do not charge VAT.

We also provide interest free payment plans if you want to fund your study yourself.

CIPD L3 Diploma (£2,450)
Initial Deposit of £450 followed by 10 further payments of £200.

Advanced Learner Loan Funding 

Eligible learners can fund over 50% of their learning using government advanced learner loans. Successful applicants won’t have to begin paying back the loan until they finish the course and earn over £21,000. 

Meet Our Tutors

Rachel Burnham

Associate Tutor Rachel Burnham

Keri Brennan

Associate Tutor Keri Brennan

Diane Allen

Associate Tutor Diane Allen

Karen Nesbitt

Associate Tutor Karen Nesbitt

We are part of the largest not for profit learning enterprise of its kind. This means we reinvest our resources to help you the learner, rather than pay dividends to shareholders.