Programme structure
The CIPD Certificate in HR Practice (CHRP) is made up of the following units:
- Developing yourself as an HR practitioner
- Understanding organisations and the role of HR
- Resourcing talent
- Performance and reward
- Managing the employment relationship
- Using HR information
You will need to complete all of the above units and you will progress through these with your original study group. This will enable you to share and develop ideas as well as providing networking opportunities and peer support.
CIPD Certificate in HR Practice (CHRP) units
Developing yourself as an HR practitioner
This unit will help you develop a sound understanding of the knowledge, skills and behaviour required of a professional HR practitioner. It will enable you to create a personal development plan, following a self-assessment of learning and development needs that meets your personal and professional requirements.
On completion of this unit, you will:
- understand the knowledge, skills and behaviours required to be an effective HR practitioner
- know how to deliver timely and effective HR services to meet users’ needs
- be able to reflect on your own practice and development needs and maintain a plan for personal development.
Understanding organisations and the role of HR
This unit provides an introduction to the role of HR operations within an organisation and environmental context. You will develop an understanding of how HR activities support organisation strategy and assist in the achievement of business objectives and how these are shaped by internal and external factors.
On completion of this unit, you will understand:
- the purpose of an organisation and its operating environment
- the structure, culture and functions of an organisation
- how HR activities support an organisation.
Resourcing talent
Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. It will help you understand the relationship between recruitment and selection and develop your knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting interviews and contributing to job offer and rejection letters. Key recruitment and selection legislations is covered, along with good practice in employee induction and retention and the importance of collaborative working with other stakeholders.
On completion of this unit, you will:
- be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy
- be able to identify appropriate recruitment and selection methods
- be able to contribute to the recruitment and selection interviewing process for a job role
- understand the importance of effective induction.
Performance and reward
This unit provides an introduction to the purpose and processes of performance and reward management and the role of HR in promoting and supporting good practice. You’ll develop your understanding of how motivational theories and associated tools can be used within the context of performance and reward management and how these can have a positive impact on your organisation’s business objectives. The unit provides an overview of skills and good practice associated with performance management reviews and follow-up as well as an understanding of the role of financial and non-financial benefits and other important determinants of reward decisions.
On completion of the unit you will be able to:
- explain the link between organisational success, performance management and motivation
- describe the relationship between performance management and reward
- contribute to effective performance and reward management in the workplace
- conduct and reflect upon a performance review.
Understanding HR information
This unit develops your understanding of the important contribution that accurate data can make to the HR function. During the unit you’ll look at information used for HR planning, recruitment and selection, performance and reward management, absence management and disciplinary and grievance procedures. It covers the legal implications of storing personnel data, how to record data and information and how to interpret, analyse and present information clearly and accurately in an appropriate format to support decision-making to meet organisation-wide objectives.
On completion of this unit, you will:
- understand what data needs to be collected to support HR practices
- know how HR data should be recorded, managed and stored
- be able to analyse HR information and present findings to inform decision-making.
Managing the employment relationship
Managing the employment relationship effectively is a key part of the role of an HR practitioner. This unit introduces a number of aspects of this task and provides an introduction to employment law within the context of employee relations. It will explain the employment relationship and the key parties that are involved within it. It will focus on different aspects of HR activity and look at good practice and legal requirements within each activity.
On completion of this unit, you will understand:
- the impact of employment law at the start of the employment relationship
- the main individual rights that the employee has during the employment relationship
- the issues to address at the termination of the employment relationship.
- How you will be assessed >>