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 as recruitment, coaching and mentoring, and performance management.
Price: £2,450 (we do not charge VAT).
Length: 9-10 months.
Assignments: 8 (1 per unit).
- Understanding Organisations and the Role of Human Resources
- Recording, Analysing and using HR information
- Developing yourself as an Effective HR and L&D Practitioner
- Resourcing Talent
- Supporting Good Practice in Managing Employment Relations
- Supporting Good Practice in Performance and Reward Management
- Supporting Individual Learning through Coaching and Mentoring
- Supporting Change Within Organisations
Each unit in our level 3 qualification is 5 weeks long and with MOL we give you the flexibility to choose your mode of study for each unit. You can either attend a face-to-face workshop per unit or attend two tutor-led interactive webinars.
All interactive webinars are recorded and made available on demand for all learners to support you with your assignments. There is also a webinar about the assessment that is delivered to everyone.
For more information about our CIPD and HR qualifications, please complete our enquiry form or call one of our Programme Advisors to discuss.
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.
You’ll benefit from our proven blend of learning methods, which will help you achieve your qualification and ensure you are able to apply your learning back in the workplace. These include workshops facilitated by experienced practitioners, use of the virtual learning environment (VLE) to access all your activities, tutor led interactive webinars and individual tutor support for self-directed learning.
You’ll have the option to attend a day-long workshop for each unit or two tutor led interactive webinars, for which you’ll receive the dates well in advance so you have plenty of time to plan.
Workshops are your opportunity to discuss course material with your industry colleagues and apply it to real examples. They’re also a great chance to network. 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.
Interactive webinars are designed to give you the best online experience, these will be tutor led and fully interactive where you will take part in activities, discussions and collaborate with other learners live, all our interactive webinars are recorded for on demand playback. Each unit has a webinar about the assessment that is delivered to everyone.
We recommend that learners who are studying a certificate attend at least 2 face to face workshops and 3 when studying a diploma.
You can access support from your tutor over the phone, by email and through our virtual learning environment, on which you’ll find reading materials, research activities and links to videos and podcasts. You’ll have the opportunity to create your own learner reflections to help your personal development as you progress through each unit.
You’ll need to commit between 5 and 15 hours a week to your study, we break the material down into realistic chunks so you can easily plan your study when it suits you with all dates including assignment deadlines provided at the start.
• 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.
• 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.
• 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.
Our dedicated MOL support team will proactively contact you to make sure that you’re OK, the course is going well and to gather feedback. All of our expert tutors are also there to support you. They won’t just be providing advice in the workshops and interactive webinars; we make sure you will have a dedicated tutor on hand at other times when you need them to support your successful completion of each unit.
Whether you choose to attend the classroom or webinars, you will also have a webinar dedicated to supporting with your all-important assignments to ensure that you feel confident in the work you undertake.
MOL’s associate tutors are the experts who will make sure that your learning really takes your understanding to the next level. They will provide years of experience, working across multiple sectors in lots of different HR roles, to really provide the insight a budding HR professional needs.
A Comprehensive Course
All of your core learning material is included; there are 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 which you can access 24/7 using our Virtual Learning Environment (VLE). The VLE will also guide you through your weekly activities. In addition to this, will receive an MOL exclusive unit guide for each classroom based unit you undertake to help support the work you do in the workshops.
The Very Best Workshop Experience
MOL workshops 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#
The Very Best Webinar Experience
MOL webinars are designed to give you the best interactive experience. During your webinar you will complete activities with other learners in your group using annotation tools, take part in polls, use text based chat and emoticons. Tutors can also open up your microphones to share information and ideas and for taking part in debates and discussion.
On Demand Access to latest Webinar Content
All our tutor led interactive webinars are recorded and made available for all learners. So it doesn’t matter if you attend the classroom or the interactive webinars you will always have the latest tutor led content to support you with your assignments.
Jobs you could hold after completing your CIPD Level 3 studies include:
- HR Assistant
- HR Coordinator
- HR Administrator
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
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.
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.
Associate Tutor Rachel Burnham
Associate Tutor Keri Brennan
Associate Tutor Karen Nesbitt
Associate Tutor Suzanne Greene
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.