CIPD Level 5 Intermediate Certificate in Human Resource Management
New CIPD Qualifications now available
This course is no longer available, but the content is still live while a number of our learners complete their studies. Click the button below to find out more about our new CIPD courses.
The Level 5 Intermediate Certificate in Human Resource Management is a great way to achieve a CIPD qualification. It shows you already have HR experience and are capable of working as a strong HR practitioner. The certificate option means you will cover six units from the eight available options on the diploma.
Price: £2,550 (we do not charge VAT)
Length: 8-10 months (dependent upon which units you select).
When completing the certificate you will need to select six of the eight units below (3 of which must be core units).
Core Units (You must complete all 3)
- Business issues and contexts of HR (Core Unit)
- Using information in HR (Core Unit)
- Developing professional practice (Core Unit)
Optional Units (choose and complete 3)
- Employee engagement
- Managing and coordinating the HR function
- Improving organisational performance
- Contemporary developments in employment relations
- Employment law
Each unit in our level 5 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.
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Covid-19 Information - For now, we continue to provide exclusively online study but are reviewing our position with each Government announcement on the lifting of lockdown restrictions.
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 Qualification 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.
Developing Professional Practice
This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by Human Resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD Profession Map. The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a Continuing Professional Development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct.
Business Issue and the Contexts of Human Resources
Human Resources (HR) professionals need to understand key developments in the business and external contexts within which HR operates. This unit enables learners to identify and review the business and external contextual factors affecting organisations and to assess the impacts of these factors on the HR function. The unit also examines HR’s role in strategy formulation and implementation. The unit is designed to encourage learners to adopt a critical perspective of these contexts and to provide workable organisational and HR solutions to address them.
Using Information in Human Resources
Human Resources (HR) professionals need to be able to present a viable and realistic case for improvement based on sound work-based research and an understanding of what is considered good practice. This core unit develops the skills of research and enquiry in order to enable learners to identify appropriate data sources to support an investigation into an area of HR practice and to synthesise and apply this data, to evaluate the role of HR in business and strategy formulation and implementation, and to prepare and present a business case for improvement.
Managing and Co-ordinating the Human Resources Function
The purpose of this unit is to introduce learners to human resources (HR) activity and to the role of the HR function in organisations in general terms. It focuses on the aims and objectives of HR departments in contemporary organisations and particularly on the ways that these are evolving. Different ways of delivering HR objectives and emerging developments in the management of the employment relationship are explored as well as the methods that can be used to demonstrate that the function adds value for organisations. The unit also aims to inform learners about published research evidence linking HR activity with positive organisational outcomes. The case for professionalism and an ethical approach to HR is introduced, as is the role played by HR managers in facilitating and promoting effective change management.
This unit is intended to provide learners with a broad understanding of what is meant by employee engagement, including how it can be linked to and yet be distinguished from other related concepts. It covers the components of employee engagement and the processes through which high levels of engagement can be secured and sustained within an organisation, with special reference to the comprehensive application of human resources (HR) policies, strategies and practices. The unit also introduces the learner to the principles of and applications for high-performance working (HPW).
Improving Organisational Performance
This unit introduces the learner to how organisations can drive sustained organisation performance by creating a high performance work organisation (HPWO) and involving line managers in the performance management process. The unit assesses the different conceptual frameworks of high performance working (HPW) and examines its impact on organisational performance, competitive advantage, and employee engagement and employee well-being. It provides the learner with the business case for, and the barriers to, HPW as well as the role of people management in improving organisational performance. Furthermore, the unit examines the contribution of the performance management process and shows how the involvement and commitment of line managers, and the use of effective and inclusive collaborative working and communication techniques, can support the building of a high-performance culture that promotes diversity, trust, enthusiasm and commitment and that recognises critical skills, capabilities, experience and performance.
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 5 studies include: • HR Manager • HR Advisor • HR Business Partner • Recruitment Manager
Once you have the CIPD L5 qualification, you will then be able to build towards senior level management role, progressing to the CIPD Level 7 qualification and chartered membership. CIPD Level 7 Qualifications
If your company is looking to fund your training we can raise an invoice if you provide a purchase order with your application as MOL are a non for profit organisation we do not charge VAT.
We also provide interest free payment plans if you want to fund your study yourself.
Associate Tutor Keri Brennan
Associate Tutor Sarah Brown
Associate Tutor Jamie Hanif
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.