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CIPD level 5
Associate Diploma in
People Management

Prices from: £2,995 (includes VAT)
Length: 12 months (up to 24 months for On Demand)
Assignments: 7 (1 per unit)

Is CIPD Level 5 right for me?

We recommend the CIPD Level 5 Associate Diploma in People Management if you:

  • Work in HR and want to take the next step in your career or substantiate your experience with a qualification.
  • Want to broaden your knowledge of specific areas of HR, such as employment law, as well as enhance your own professional development.

The Level 5 Associate Diploma in People Management is a great way to validate your experience in the people profession as well as build on your knowledge and capability as a HR practitioner.

Why Complete CIPD Level 5 with MOL?

Our CIPD courses are designed by HR specialists and help you develop your expertise and achieve your professional qualification; giving you the confidence to showcase your knowledge, improve your performance and make a real difference in your workplace.

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CIPD courses designed with you in mind

CIPD qualifications are the gold standard for HR and L&D professionals. Achieving a qualification can significantly improve your career prospects when job hunting or looking for a promotion. 

If you’re looking for a new role, a CIPD qualification can be the gateway to a wide range of HR and L&D roles. While a CIPD qualification is not mandatory for a role in HR or L&D, many employers won’t consider candidates who don’t have (or aren’t working towards) CIPD accreditation.

 

What will the CIPD Level 5 Associate Diploma in People Management cover?

Core Units

This unit examines the connections between organisational structure and the wider world of work in a business context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognising the influence of culture, employee well-being and behaviour in delivering change and organisational performance. 

This unit focuses on the impact of effective workforce planning in considering the development of diverse talent pools and how to contract and onboard the workforce. It also includes analysis of the potential cost to the organisation if this is poorly managed and the tools and interventions required to mitigate this risk.

This unit addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight to influence critical thinking. It focuses on analysing evidence through an ethical lens to improve decision-making and how measuring the impact of people practice is essential in creating value.

This unit focuses on how applying core professional behaviours such as ethical practice, courage and inclusivity can build positive working relationships and support employee voice and well-being. It considers how developing and mastering new professional behaviours and practice can impact performance. 

This unit examines the key approaches, practices and tools to manage and enhance the employee relationship to create better working lives and the significant impact this can have on organisational performance. 

This unit focuses on how internal and external business factors influence reward strategies and policies, the financial drivers of the organisation and the impact of reward costs. It considers the importance of the role of people practice in supporting managers to make robust and professional reward judgements and the impact of rewarding performance.

+ Choose one of the following optional units:

This unit considers key areas of employment legislation and its legal framework, focusing on how people professionals are obliged to take account of legal requirements in different jurisdictions when carrying out the varied aspects of their role.

This unit introduces well-being and its importance in the workplace. It explores existing links between work, health and well-being, examining how to manage well-being and how it links with other areas of people management practice, and wider organisational strategy.

The unit considers key elements of well-being programmes and the stakeholders involved, examining organisational responsibilities and the outcomes of managing well-being for employees and employers.

This unit focuses on how digital technology can be used to enhance learning and development engagement. It looks at existing and emerging learning technologies, how the use of digital content and curation is designed to maximise interaction and the value of online learning communities.

How will I Learn

MOL offer a choice of three study modes, inspired by learner feedback, giving you the flexibility to learn your way.

On Demand

Ultimate flexibility to achieve your CIPD Qualification anywhere in the world, study at your own pace with great support to fit around your work and home life.

Live Online

Prefer to learn with a group? Get all the benefits of On Demand with timetabled live interactive webinar sessions with your tutor and peers.

Classroom (for UK based learners)

Want more structure? Get the support of the classroom environment with a clear timetable and structured workshops where UK based learners can meet, interact, and network with their tutor and peers.

Price Match Guarantee*

*We will price match against any competitor quote for
On Demand or equivalent programme,
subject to T&Cs.

Why study with MOL

Support

Our expert tutors are there to support you throughout your studies and your assessments. Our tutors don't just provide advice in the webinars (virtual classroom) and face to face workshops; we make sure you have a dedicated tutor on hand when you need support.

Real Expertise

Our tutors are experts in both industry and education who make sure your learning really takes your understanding to the next level. They provide insight from years of experience, working across multiple sectors in different people management roles.

Access 24/7

We provide outstanding online course materials, accessible 24/7 on your Virtual Learning Environment (VLE). You learn at your convenience with a combination of videos, reading and activities, which helps you successfully complete your assessments and gain your qualification.

For more information please complete our enquiry form or call one of our Qualification Advisors on:

Career Path

Careers available after completing your CIPD level 5 studies include: 

two women shaking hands
HR Manager
A woman sharing her work with a colleague
Talent Manager
Group of colleagues having a discussion
Employee Relations Manager
A woman look at a screen
People Analyst

Progression

Once you have the CIPD L5 qualification, you can aim for a senior level management role, progressing to the CIPD Level 7 qualification and chartered membership.

Meet our tutors

None

Keri Brennan

Associate Tutor

Portrait image of Suzanne Greene

Suzanne Greene

Associate Tutor

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.