CIPD Level 7 Advanced Award in Human Resource Development
GET CIPD QUALIFIED YOUR WAY
We understand you want to gain the CIPD qualification and join the global L&D community, but we also know you have varying 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 Award in Human Resource 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 from £995 (We do not charge VAT)
Study online anytime and access the vinteractive webinars on weekday evenings with full support from MOL’s tutors and Virtual Learning Environment (VLE).
Award Length: 2-5 months
- Leading, managing and developing people (LMP)
- Human resources management in context (HRC)
- Investigating a business issue from an HR perspective (IBI)
- Developing skills for business leadership (SBL)
- Implementing Coaching and Mentoring (ICM)
- Knowledge Management and Organising Learning (KML)
- Organisational Design and Development (ODD)
- Leadership and Management Development (LMD)
For more information about our CIPD and L&D qualifications, please complete our enquiry form or call one of our Programme Advisors to discuss.
"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
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.
Our learning materials are approved by CIPD, and written by HR experts exclusively for our programmes.
If you choose:
- 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
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 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
Understanding and implementing coaching and mentoring (ICM)
Coaching and mentoring in organisations as a method of developing skills is a popular and widely-recognised tool used by many organisations. This module focuses on the benefits and negatives of using and implementing such schemes, looking at current research and case studies, as well as evaluating the lack of evidence in some areas. It encourages a questioning of simplistic and prescriptive accounts of coaching and mentoring in order to develop a critical awareness and understanding of the potential and limitations of coaching and mentoring models.
Knowledge management and organisational learning (KML)
‘Organisational learning’ is the process of creating, retaining, and transferring knowledge within an organisation. An organisation improves over time as it gains experience. From this experience, it is able to create knowledge. ‘Knowledge management’ is the efficient handling of information and resources within an organisation. These two concepts together are important for a HR professional to have a strategic view of how to implement strategies to promote organisational learning and thereby growing the skills and knowledge effectively in an 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.
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.
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.
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
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 Master's 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.
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 and we do not charge VAT.
Core Unit Price: £1,200
Core Unit Price: £995
Associate Tutor Sarah Brown
Associate Tutor Jamie Hanif
Associate Tutor Hilary Sanders
Associate Tutor Suzanne Greene
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.