CIPD Level 7 Advanced Certificate in Human Resources

The Level 7 Advanced Certificate in HR Management is a great way to show you can study at Level 7 and is ideal if you are thinking strategically, but can only dedicate 1 year to the course rather than 2. You simply do 4 out of the 8 modules from the Diploma, and you can always top up with the other 4 modules at any time, getting a full Diploma.

Classroom Choice £3,995 (We do not charge VAT)

You will study around 9 full day workshops as well as interactive webinars (live and/or recorded) over the course of your programme..

Live Online £3,495 (We do not charge VAT)

You will study around 30 interactive webinars (live and/or recorded) over the course of your programme.

Certificate Length: 12 months.

Modules – choose 4 from the following:

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

"All of the tutors I've had have been so supportive. Everything has just been very slick. "

Edwina Emery

HR Manager - The Co-op

Upcoming Workshops

Workshop Location
28/01/2019
29/01/2019
29/01/2019
29/01/2019
30/01/2019
31/01/2019
Note

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.

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 an 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 thus 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, as does 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, subcontractors 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, as many studies lack empirical detail. Learners will explore techniques of measuring engagement and learn how to develop cultural practices to promote high levels of engagement within their organisation.

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. 

New and Exclusive to MOL – Gain a CMI qualification

At MOL we recognise that a strategic CIPD qualification is about becoming a leader in your organisation. This is why we have been working with the Chartered Management Institute (CMI) to enable learners who undertake the full L7 Diploma to gain Chartered Manager status (CMgr MCMI) at the same time.

Flexibility

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 we’re running, at any time. 

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. 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 L&D Knowledge 

MOL has combined CIPD Level 7 optional modules into pairs that are designed for the differing specialisms, goals and professional attributes of HR/L&D 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 L&D
  • L&D Director
  • Senior L&D Specialist 
  • L&D Consultant
  • Training Consultant

The MA in Strategic Human Resource Management & Development accredited by Sheffield Hallam University is a unique way to stand out from your peers and underpin your strategic HR experience with a valuable qualification.

You will be able to do the Route A version of the Masters course if you have obtained your CIPD Level 7 Advanced Diploma within the past 4 years and want to upgrade to an MA in only 6 months.

MA in Strategic Human Resource Management and Development

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.

Classroom Choice (£3,995)

  • Initial Deposit: £995
  • 10 payments at £300.00 

Live Online (£3,495)

  • Initial Deposit: £995
  • 10 payments at £250.00 

Meet Our Tutors

Simon Jones

Associate Tutor Simon Jones

Ian Bottomley

Associate Tutor Ian Bottomley

Alistair Cumming

Associate Tutor Alistair Cumming

Johanna Field

Associate Tutor Johanna Field

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.