CIPD LEVEL 5
IN PEOPLE MANAGEMENT
£2,995 now £2,396
Length: 12 months (up to 24 months for On Demand)
Assessments: 7 (1 per unit)
OFF CIPD COURSES
Terms and conditions apply.
OFF YOUR CIPD COURSE
Terms and conditions apply
Is the CIPD Level 5 right for me?
Are you already working in an HR or L&D operational role and ready to progress? The CIPD Associate Diploma will help you gain a deeper understanding of the professional behaviours leading to organisational success.
Why choose MOL to study CIPD Level 5?
We’re an approved CIPD provider and promise to give you the best advice. We’ll help you choose your learning option so it fits around your work and home life. With 24/7 access to a wide range of high-quality resources, we keep you focused on achieving your CIPD qualification.
All recommended textbooks included
Receive your provisional grade after each assessment
Learn 100% online
Price match guarantee*
Interest free payment plans available
What will the CIPD Level 5 Associate Diploma in People Management cover?
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 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 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 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.
This unit is designed to give those practitioners working in people management in an international context the opportunity to focus on the complexities and considerations essential to this.
Thinking about taking your next steps and want to discuss your options?
Book your place at a drop-in session with our friendly advisors. Choose a time that suits you.
February drop-ins now available
How will I Learn?
We design our courses with a choice of study options so you can learn in the way that suits you.
HOW THE CIPD LEVEL 5 DIPLOMA CAN BENEFIT YOU AND YOUR CAREER
A CIPD Level 5 qualification is widely recognised and highly regarded by HR and L&D professionals. It's perfect for those keen to develop their skills and drive change within their organisation
Hear from our Head of HR qualifications, Emily Allen, as she discusses how this qualification can benefit you and your career and what the course entails.
OFF YOUR CIPD COURSE
Terms and conditions apply
Why study with MOL?
On Demand or Live Online - choose the best learning method for you.
CIPD provider since 1991 and a CIPD Organisational Delivery Partner.
Course textbooks are included, and payment plans are available.
Regular touchpoints with your tutor and dedicated pre-assessment webinars.
Careers available after completing your CIPD level 5 studies include:
Employee Relations Manager
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.
You'll also be eligible for our Loyalty Reward. Receive £200 off the cost of your next course.
* T&Cs apply.