CIPD Level 5
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For 14 days
CIPD Level 5 Associate Diploma in People Management
Interest free payment plans from £155 /mo
Our CIPD Level 5 qualification is designed for current or aspiring HR managers and those looking to further their career in human resources, or learning and development.
We know making a big decision like a new HR qualification can be difficult, and as there are so many options out there, we want to make sure you feel comfortable, so we offer every learner 14 days free access to the first unit of any qualification, so you can experience studying with HRC Online for yourself.
We’d love to be able to show you an overproduced brochure, or a video set to techno music, but we have found the best way to find out if you enjoy studying with us, is to let you study with us.
Our CIPD courses help you develop your expertise and achieve a professional, accredited qualification. A qualification that will give you the confidence to showcase your knowledge, improve your performance, and make a real difference in your workplace.The Level 5 Associate Diploma in People Management is a great way to demonstrate your experience in the people profession and your capability as a HR practitioner.
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CIPD Level 5 Course Packages
CIPD Level 5 - One
A CIPD Qualification needs your time commitment, and if work is busy, maybe choose CIPD One. A single payment for 24 months of access to our online platform.
£2995.00
- LET'S TALK HR! - (Over 60 hours of content)
- Unlimited Tutor Support
- Learning Engagement Mentor
- Bite-size Content
- Assessment Focused Learning
- 100% Online
- 24 Months Access
- No Hidden Fees
- Price Includes VAT
- Online Face to Face Coaching
CIPD Level 5 - Express
Studying your CIPD Qualification as fast as possible is what our CIPD Express is designed for. Pay until you pass, potentially the cheapest CIPD course on the market.
£285.00 /mo
- Pay till you PASS
- LET'S TALK HR!
- Unlimited Tutor Support
- Learning Engagement Mentor
- Bite-size Content
- Assessment Focused Learning
- 100% Online
- No Hidden Fees
- Prices Include VAT
- Online Face to Face Coaching
- Min of 4 Monthly Payments
- Deposit : £210.00
CIPD Level 5 - Eighteen
This CIPD Qualification option is broken into eighteen payments of £155 per month should be enough time to get you qualified, even with a little break in the middle.
£155.00 /mo
- 0% Finance Plan (Total £2,995)
- LET'S TALK HR!
- Unlimited Tutor Support
- Learning Engagement Mentor
- Bite-size Content
- Assessment Focused Learning
- 100% Online
- 18 Months Access
- No Hidden Fees
- Prices Include VAT
- Online Face to Face Coaching
- Deposit: £210.00
Why Choose HRC Online?
CIPD Course Reviews
Benefits of CIPD
- Boost your career and earning potential
- Globally regonised with over 160,000 members
- Champions for better working lives
- Shows your commitment to self-improvement
- Exclusive membership benefits
CIPD Study Made Simple
14 Day FREE trail on any CIPD Package
LET’S MAKE THIS SIMPLE!
We know choosing the right provider for your HR course is challenging. You don’t want to make a mistake, and everyone is throwing offers, packages and fancy names around for what is essentially online learning.
We offer three packages called CIPD One, Eighteen and Express.
- One – A single payment of £2995.00 with 24 months of access
- Eighteen – 18 payments with 18 months of access
- Express – No time limit. Pay till you qualify
LET'S TALK HR!
Dynamic content with you in mind!
The world moves at a thousand miles an hour, and HR professionals need to think about ever-evolving local and global issues, especially when studying for a HR qualification.
However, an academic syllabus changes every 7/10 years, so a training provider does not need to update their syllabus to include current affairs!
This isn’t good enough!
Instead of delivering the same slides every week and calling them live classes, we host a LIVE webcast called LET’S TALK HR! taking learning outcomes from the CIPD syllabus and talking about current affairs with thought leaders and innovators in the industry.
We are the ONLY provider who delivers live open-source content focused on current affairs!
CIPD Level 5 FAQ's
Most people finish learning and then have a test or assessment. At HRC, we flip this idea on its head and start with the assessment. Understanding how you will be assessed allows you to be more focused and targeted. And as you study, you understand its application to your assessment. This will not only enable you to pass more easily but retain information better.
Our course content is broken into 15 minute activities, meaning you can study whenever and wherever you like.
The careers available to graduates after studying a CIPD Level 5 include: HR Manager, HR Advisor, HR Business Partner and Recruitment Manager.
You will need to pay your subscription until you have completed the minimum number of payments and submitted your final assessment.
You can talk to our team about a settlement fee if you finish your studies before the subscription is completed.
If you with to continue your study progression you could move onto the CIPD Level 7 qualification.
Yes! You must be a CIPD member for the duration of your studies. We can’t submit your assignments for moderation, give you assessment grades, or award your qualification unless you’re an active CIPD member, so you must register before submitting your first assignment.
The Chartered Institute of Personnel and Development (CIPD) is the professional body for HR and people development, with a worldwide community of around 160,000 members. You can be confident you’re getting the best HR qualification available: CIPD qualifications are internationally respected by employers, and are designed by industry leading experts to include all the latest thinking and ideas.
Right away! When you enrol, you’ll be able to log in to your course and get started within an hour. There are no set start dates or schedules – everything is shaped around you.
Yes! The process is nice and simple we have an enrolment form for you to fill out and we invoice you company as per there preferred method of invoice.
Nice and simple!
What will I learn?
Core Units
These are the core Level 5 units. If you studied CIPD L5 in People Management or Development you would study these units.
About this unit: This unit examines the connections between organisational structure and the wider world of work in a commercial context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.
What you will learn: You will learn about the connections between organisational structure, strategy and the business operating environment. You will analyse external factors and trends and assess organisational priorities and issues, including the scale of technology within organisations. You will also interpret theories and models of organisational and human behaviour and the drivers for change. In addition, you will examine how to build diversity and inclusion that aims to promote a positive culture. Finally, you will evaluate the relationship between the employee lifecycle and your work and how people practice connects and supports wider people and organisational strategies, focusing on how to support internal customer needs and ensure that business goals and objectives are delivered in line with customer requirements.
About this unit: This unit addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight to influence critical thinking. It focuses on analysing evidence through an ethical lens to improve decision-making and how measuring the impact of people practice is essential in creating value.
What you will learn: You will develop understanding of the concepts of evidence-based practice and the tools and methods that are applied to diagnose issues, challenges and opportunities. You will explain the principles of critical thinking and assess how different ethical perspectives can influence decision-making. Key insights and analysis tools and methods will be covered, and you will evaluate the benefits, risks and financial implications of solutions aimed at improving people practice issues. Finally, you will measure the impact and value people practice contributions make to organisations, through collation of key findings and scrutiny of key systems and data.
About this unit: This unit focuses on how applying core professional behaviours such as ethical practice, courage and inclusivity can build positive working relationships and support employee voice and wellbeing. It considers how developing and mastering new professional behaviours and practice can impact performance.
What you will learn: You will explore professional and ethical behaviours in the context of people practice by appraising what it means to be a people professional, how personal and ethical values can be applied, including contributing to discussions with confidence and conviction to influence others. You will learn how to champion inclusive and collaborative strategies, arguing the human and business benefits of inclusive behaviours and the right to be fairly treated at work. Additionally, you will design and evaluate solutions aimed at building positive working relationships. Finally, you will demonstrate personal commitment to learning, professional development and performance improvement by exploring how the role of a people professional is evolving. You will also assess your own strengths, weaknesses and development areas and formulate a range of CPD activities to support your learning journey.
Specialist Units
The specialist units are the Level 5 HR-specific modules. This is where the content will be slightly different if you’re wanting to study L&D
About this unit: This unit examines the key approaches, practices and tools to manage and enhance the employee relationship to create better working lives and the significant impact this can have on organisational performance.
What you will learn: You will develop understanding of practices aimed at supporting better working lives, differentiating between employee involvement and participation as well as reviewing emerging developments to inform approaches to employee voice and engagement. You will learn about conflict and misbehaviour, assessing emerging trends in conflict and industrial sanctions, third-party conciliation, mediation and arbitration. You will also learn about performance, disciplinary and grievance matters and explain the skills required for effective grievance and discipline-handling procedures. Finally, you will learn about the main provisions of collective employment law and the types of employee representation.
About this unit: This unit focuses on the impact of effective workforce planning in considering the development of diverse talent pools and how to contract and onboard the workforce. It also includes analysis of the potential cost to the organisation if this is poorly managed and the tools and interventions required to mitigate this risk.
What you will learn: You will extend your understanding of labour market trends and their significance for workforce planning. You will explain how organisations position themselves and the impact of a changing labour market on resourcing decisions. You will evaluate techniques to support workforce planning and explain approaches to succession and contingency planning, assessing the strengths and weaknesses of different methods of recruitment and selection aimed at building effective workforces. Additionally, you will examine turnover and retention trends, and compare different approaches to developing and retaining talent, looking at how organisations build talent pools. Finally, you will learn about the importance of managing contractual arrangements and onboarding.
About this unit: This unit focuses on how internal and external business factors influence reward strategies and policies, the financial drivers of the organisation and the impact of reward costs. It considers the importance of the role of people practice in supporting managers to make robust and professional reward judgements and the impact of rewarding performance.
What you will learn: You will evaluate the principles of reward and its importance to culture and performance management and how policies and practices are implemented. You will explain how people and organisational performance impacts approaches to reward and the different types of benefits offered by organisations. You will evaluate the most appropriate ways in which data can be gathered and measured and develop insight from benchmarking data. Additionally, you will develop reward packages and explain legislative requirements that impact reward practice. Finally, you will review the role of people practice in supporting managers to make consistent and appropriate reward judgements aligned to agreed approaches.
Optional Units
The optional units are where the training provider selects where they would like to focus the qualification they offer.
About this unit: This unit introduces wellbeing and its importance in the workplace. It explores existing links between work, health and wellbeing, examining how to manage wellbeing and how it links with other areas of people management practice, and wider organisational strategy. The unit considers key elements of wellbeing programmes and the stakeholders involved, examining organisational responsibilities and the outcomes of managing wellbeing for employees and employers.
What you will learn: You will explain how wellbeing can be managed to support organisational goals and you will evaluate key issues and theories related to wellbeing at work. You will identify the contributory stakeholders that are required to maintain wellbeing initiatives at work and how wellbeing interacts with other areas of people management practice. Finally, you will apply your learning and develop a plan for a wellbeing programme, considering how you will implement and monitor its success.
