CIPD Level 5 Intermediate Diploma in Human Resource Management
We consider the Level 5 Intermediate Diploma in Human Resource Management the best way to get a CIPD qualification if you are currently working in HR and want to substantiate your experience with a qualification.
The Diploma covers a wide range of topics including employment relations and employment law, meaning you can underpin and develop your knowledge on topics which will really support you and your organisation.
Price: £2,995 (we do not charge VAT)
Length: 9-10 months.
Time commitment: 8 full day workshops + 8 interactive webinars over the course (five weeks per unit).
- Employee engagement
- Business issues and contexts of HR
- Using information in HR
- Developing professional practice
- Managing and coordinating the HR function
- Improving organisational performance
- Contemporary developments in employment relations
- Employment law
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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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 need to commit just 6-8 hours a week to self-directed study, and we break the material down into realistic chunks so you can study when it suits you. Our blend of learning methods will help you achieve your qualification. These include workshops, use of the virtual learning environment (VLE), webinars (online learning sessions), and individual tutor support for self-directed learning. You’ll need to attend a day-long workshop every 5 weeks, for which you’ll receive the dates well in advance so you have plenty of time to plan. Our teaching style is interactive - we don’t lecture you. 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. You can access unlimited 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 blog.
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. Employee Engagement 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. Employment Law Recent decades have seen a substantial increase in the extent to which the employment relationship in the UK, Ireland and the EU is regulated through employment legislation. As a result, human resources (HR) professionals are now obliged to take account of legal requirements in different jurisdictions when carrying out many central aspects of their role. The purpose of this unit is to introduce the major areas of employment legislation and the employment law system, focusing in particular on how day-to-day HR activities are subjected to some form of regulation. The unit is intended to provide an overview of employment legislation, rather than a detailed focus on specific employment laws, for those who need to understand emerging developments in the management of the employment relationship in local and international jurisdictions. The unit also addresses the majority of the standards of attainment set out in the Employee Rights and Responsibilities (ERR) national outcomes. Employee Relations Human resource (HR) professionals need to understand key developments in the theory and practice of employment relations, both within and beyond the immediate organisational context. This unit allows learners to develop the knowledge required to make effective judgements about employment relations policy, processes and practice in both local and European jurisdictions. The unit is designed to encourage learners to research and gain an understanding of the broader developments that are influencing the effective management of the employment relationship in indigenous and multinational organisations.
Access to CMI’s Management Direct We have been working with the Chartered Management Institute (CMI) to enable our learners to have access to Management Direct, CMI’s online learning portal, which we think you will find incredibly useful as a source of material and ideas for both your study and day to day work. Support Our dedicated learner care agents are there to be proactive, they’ll contact you to make sure that you’re OK, the course is going well and to gather feedback. You’ll be given the same agent throughout your course too! All of our expert tutors are there to help you. They won’t just be providing advice in the workshops, we make sure they’re on hand at other times when you need them. A Comprehensive Course All of your 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. The Very Best Workshop Experience We provide more workshops than any other major provider. The workshops aren’t just an academic exercise either. 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 professional settings and include refreshments and hot food throughout the day to keep your mind sharp. Real Expertise MOL’s associates are the experts who will make sure that your workshop training 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.
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. Classroom Choice (£2,995) Initial Deposit of £664 followed by 9 further payments of £259
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.