CIPD Level 7 Advanced Award 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.

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We understand you want to gain the CIPD qualification and join the global HR community but we know you have very different needs when it comes to how and when you learn. It’s learner feedback which inspired us to create two pathways to achieving the CIPD Level 7 Advanced Diploma in Human Resource Management/Development.

MOL will give you the flexibility to study the way you want to.

Classroom Choice from £1,200 (We do not charge VAT)

Delivered 9am to 5pm on weekdays, across our national locations. You’ll be fully supported by MOL’s unique blended learning approach.

Live Online £955 (We do not charge VAT)

Study online anytime and access the interactive webinars on weekday evenings with full support from MOL’s tutors and Virtual Learning Environment (VLE).

Award Length: 2-5 months


  1. Leading, managing and developing people (LMP)
  2. Human resources management in context (HRC)
  3. Investigating a business issue from an HR perspective (IBI)
  4. Developing skills for business leadership (SBL)
  5. Resourcing and talent management (RTM)
  6. Employee engagement (EEG)
  7. Employment law (ELW) 
  8. Managing employment relations (MER)
  9. Organisational design and organisation development (ODD)
  10. Leadership and management development (LMD)

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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Mike Crewdson

"Working online gives you the chance to work at your own pace, to learn from other people and to see where people are doing things differently. "

Mike Crewdson

HR Manager - RBS

Upcoming Workshops


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.

Course details

Our learning materials are approved by CIPD, and written by HR experts exclusively for our programmes. 
If you choose:

Classroom Choice

  • Our unique blended learning approach includes:
  • face-to-face workshops
  • interactive webinars – Can watch live and/or catch up on recordings
  • Dedicated Interactive webinars to support your study and focus on your assignment 
  • directed learning via articles, journals, podcasts, case studies and video clips
  • group discussion and collaborative activities via the virtual learning environment (VLE)
  • undertaking critical reflection on your own learning practice
  • assessments - Two of the four core modules are assessed by a national CIPD exam, all other modules are assessed by written assignment

Live Online

A weekly structure allows you to plan in your study time and includes:

  • Regular interactive webinars 
  • 100s of online activities 
  • On-demand access to webinar recordings to visit any topic
  • Directed learning via articles, journals, podcasts, case studies and video clips
  • Group discussion and collaborative activities via the virtual learning environment (VLE)
  • Undertaking critical reflection on your own learning practice
  • Assessments - Two of the four core modules are assessed by a national CIPD exam, all other modules are assessed by written assignment

Leading, managing and developing people (LMP) 

This module looks at effective approaches to human resource (HR) and learning and development (L&D) practice. Learners are introduced to major debates about theory and practice in the specific fields of leadership, flexibility and change management. The aim is to help them become effective managers as well as effective HR specialists, managing others fairly and effectively and increasing levels of engagement, commitment, motivation and performance. This module is assessed via a nationally set examination.

Human resources management in context (HRC) 

HR professionals and managers operate within increasingly complex and changing organisational and contextual circumstances. HRC provides learners with an understanding of their business contexts, how leading organisations respond to external forces, and what pressures shape the decisions of their own organisation.  This module ensures HR professionals are commercially aware of external factors affecting the organisation and how they can add value by responding to this.
This module is assessed via a nationally-set examination.

Investigating a business issue from a HR perspective (IBI) 

This module covers key elements of professional competence including a strong business orientation and the ability to add value through human resource (HR) practice. 
This module asks learners to demonstrate their ability to diagnose and investigate a live, complex business issue from an HR perspective, to collect and analyse data, to derive supportable conclusions and to make practical and actionable recommendations for improvement of current practice. This is written up in a 7,000 word report which requires a combination of academic research and business report writing skills. 

Developing skills for business leadership (SBL) 

A key purpose of this module is to encourage learners to develop a strong sense of self-awareness and of their own strengths and weaknesses as managers and colleagues. The module is primarily concerned with the development of skills, including: 

  • thinking and decision-making skills
  • the management of financial information
  • managing budgets
  • a range of team working and interpersonal skills 
  • other skills associated with developing personal effectiveness and credibility at work

Employment law (ELW) 

This module focuses on current and future developments in employment law, so learners can give up-to-date, timely and accurate legal advice at work. The module will provide learners with the key principles that underpin UK and EU employment law, and give an overview of the legal process from understanding the law-making process to dealing with an Employment Tribunal claim. 
This module aims to ensure that HR professionals are sufficiently aware of major, current and anticipated developments in employment law so they can fully prepare their organisation and to anticipate legal problems with proposed decisions or plans. 

Managing employment relations (MER) 

This module will provide learners with a comprehensive understanding of employment relations perspectives and debates from a theoretical and behavioural competency perspective. 

It covers all areas of the employment relations landscape such as:

  • Managing change in organisations
  • Trade Unions and negotiation
  • Theories and perspectives on ER
  • The employment contract
  • Functions of different stakeholders
  • Disciplinaries and grievances
  • Redundancies
  • Other policies and procedures

Resourcing and talent management (RTM) 

This module focuses on the attraction, promotion and retention of people with key skills in any organisation and how HR can be a key player in developing strategies for this. This module focuses not just on the practical aspects of recruitment, selection, employee retention and dismissal, but also on the strategic aspects such as an organisation’s offering of terms and conditions and whether they attract and motivate sufficiently. The employment market also needs to be considered, and the demand for certain skill-sets. For example, skills can be sourced by hiring employees, but also through other means such as the employment of agency workers, sub-contractors and consultants, or outsourcing arrangements. 

Employee engagement (EEG) 

Employee engagement, if properly understood, carefully implemented and objectively measured, is a powerful tool for delivering positive reputational and ‘bottom-line’ outcomes. This module explores the cognitive, affective and behavioural dimensions of engagement. It examines and explores what is meant by ‘engagement’ and why some organisations are better than others at creating authentic engagement among their employees and how other organisations can improve. This module also ensures the HR professional exercises caution of ‘evidence’ about the processes and benefits of engagement and the need to guard against tendencies towards rhetoric.

Organisational design and organisation development (ODD)

Organisational Design is the process of aligning the structure of an organisation with its objectives, with the aim of maximising efficiency and effectiveness. Techniques to do this may be breaking down departmental barriers, seeking improved supply efficiencies, teamwork and collaboration and working towards better customer retention. Organisational development is defined by CIPD as a ‘planned and systematic approach to enabling sustained organisation performance through the involvement of its people’. This might include how organisational members acquire new skills, knowledge and behaviours, and do things differently, often as part of the application of continuous improvement strategies. These two concepts complement each other and look at how to maximise performance of an organisation through effective strategic design of its structure, people and skills.

Leadership and management development (LMD)

The role of a people manager is to maintain a positive relationship with their staff and to engage them to work well. The HR professional supports managers and leaders within their organisations to be the best they can be. The focus of this module is on concepts of leadership and management at all levels, within a range of organisational contexts. This module looks at the theory of leadership and management as well as the complexities and contested nature of leadership and management and the contextual opportunities for development. 



We won’t force you to complete the programme in a given time frame and specific order. Although we recommend 24 months, you can take longer. At this level of professional qualification it’s important that you’re the master of your learning and are able to structure it in a way that fits your busy lifestyle. You can book onto any module that we’re running at any time. 


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. 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. This support will also help you to manage your learning and keep you on track to achieve.

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. 

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.

Specialist HR Knowledge 

MOL have combined CIPD Level 7 optional modules into pairs that are designed for the differing specialisms, goals and professional attributes of HR strategists. Whether you want to lead in L&D, Organisational Design or HR, we have a pathway for you.

Jobs you could hold after completing your CIPD level 7 study include:

  • Head of HR
  • HR Director
  • HR Service Manager
  • HR Consultant
  • People Development Manager

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 is a not for profit organisation - we do not charge VAT.

We also provide interest-free payment plans if you want to fund your study yourself.

Meet Our Tutors

Simon Jones

Associate Tutor Simon Jones

Ian Bottomley

Associate Tutor Ian Bottomley

Alistair Cumming

Associate Tutor Alistair Cumming

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.