What you will learn

Core Units

HR Management in context
(15 credits)

This unit provides you with an understanding of the environmental contexts of contemporary organisations within which managers, HR professionals and workers interact. It examines how organisation leaders respond to these dynamic environmental contexts. And, it explores how leaders, those in the HR function and line managers with HR responsibilities need to recognise that corporate decisions and HR choices are often shaped by forces beyond their immediate control.

Leading, managing and developing people
(15 credits)

This unit explores people management and development. It seeks to familiarise you with major contemporary research evidence on employment and effective approaches to HR and L&D practice. It introduces you to major debates about theory and practice in the specific fields of leadership, flexibility and change management, the aim being to help you become effective managers as well as effective HR specialists. The unit also introduces the major aims of HR and L&D and explores how these are achieved in practice.

Developing skills for business leadership
(15 credits)

A key purpose of this unit is to encourage you to develop a strong sense of self-awareness of your own strengths and weaknesses as managers and colleagues. The unit will help you develop and improve a range of definable skills that are pivotal to successful management practice and to effective leadership. The unit also seeks to develop further more specialised skills that are of particular significance to effective higher-level people management and provides opportunities for applied learning and continuous professional development.

Investigating a business issue from an HR perspective
(15 credits)

Key elements of professional competence are strategic awareness, a business orientation and a concern with adding value through HR practice. Qualified professionals should be able to research relevant topics and write reports that can persuade key stakeholders in the organisation to change or adopt a particular policy or procedure.

Options units which form part of the HR Management pathway

Leadership and management development
(15 credits)

This unit focuses on the development of leadership and management in facilitating organisational, team and individual change and growth. It recognises differing approaches and interpretations of the concepts of leadership and management within a range of organisational contexts including public, private, not-for-profit, large, small, national, international and multicultural organisations. The unit will enable you to develop a critical understanding of the complexities and contested nature of leadership and management and the contextual opportunities for development. It will help you to develop a range of personal and professional skills associated with the development of leadership and management strategies to facilitate organisational development and change. The unit requires you to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

Resourcing and talent management
(15 credits)

A major objective of the HR function is the mobilisation of a workforce. This unit focuses not only on the practical aspects of recruitment, selection, employee retention and dismissal, but also on the strategic aspects to equip you with the knowledge and skills required for resourcing and talent management within a global context.

Reward management
(15 credits)

This unit examines total rewards in an organisational and international context and provides you with the knowledge and understanding of environments in which reward professionals plan, implement and evaluate employee reward policies to support strategic organisational goals. You will acquire both a theoretical and normative understanding of the diverse approaches to reward management and be able to critically reflect on the strengths and limitations of these approaches. The foundations for pay and benefits management in modern organisations and how these traditions can be integrated into appropriate strategic designs is examined. You will be able to comprehend the relationship between traditional, contingent and developmental choices of rewards, the use of diagnostic and evaluative skills in designing flexible approaches to reward and associate challenges. Critical reflection on theory and practice from an ethical and professional standpoint and for continuous professional development is required.

Managing employee relations
(15 credits)

This unit will provide you with a comprehensive understanding of employment relations perspectives and debates from a theoretical and behavioural competency perspective. It will enable you to understand, analyse and evaluate competing theories and perspectives and their outcomes on organisational climate, employees and management. The unit provides opportunities for you to apply the activities, knowledge and behavioural competencies required for managing employment relations practices in union and non-union, small and large, private, public and indigenous and multinational organisations. You will also assess the impact of contextual changes on employment relations practices and organisational performance from a managerial perspective and gain insights into the creation and implementation of effective employment relations procedures and policies.

Employment law
(15 credits)

This unit will provide you with the knowledge, understanding and skills required to brief organisations on the consequences of employment law development, and give up-to-date and accurate advice concerning the practical application of legal principles at work in different jurisdictions. The unit will provide you with the key principles that underpin UK (or Irish) and EU employment law, their purpose, the major defences that employers are able to deploy when defending cases, and the potential organisational costs and reputational risks associated with losing them. Moreover, the focus is on situations that occur relatively regularly in workplaces. The unit promotes critical reflection on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

Options units which form part of the HR Development (L&D) pathway

Learning and talent development
(15 credits)

L&D and its contribution to talent management is recognised and acknowledged to be a significant lever in achieving economic, social and cultural aspirations, ambitions and objectives of governments, organisations and individuals. The contribution of learning and talent development to formulating and achieving objectives forms a core rationale and component of this unit. So too does the contextual nature of notions of talent and their connections with national and organisational policy and strategies. You will develop a critical understanding of the contribution of learning and talent development policies and strategies as well as intellectual, social, professional and personal skills to perform effectively in associated professional roles. The unit requires you to reflect critically on theory and practice from an ethical and professional standpoint, explores the implications for professional practice and provides opportunities for applied learning and continuous professional development.

Designing, delivering and evaluating L&D provision
(15 credits)

This unit develops a critical understanding of the role and influence of a range of contextual factors on the design, delivery and evaluation of L&D plans and interventions. A well-established body of knowledge and theory on learning processes and their application in instructional design and facilitating learning also forms a significant component of the unit. The unit will help you develop the professional knowledge and skills required to perform effectively in specialist roles associated with the design, delivery and evaluation of learning and development. It requires you to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

Knowledge management and organisational learning
(15 credits)

Organisational learning is argued to be a critical process affecting the success or otherwise of organisations. This unit will explore the connection between learning and knowledge to develop a critical understanding of the concepts of knowledge management and of organisational learning and associated theories and the personal and professional skills associated with designing and implementing knowledge management strategies that promote organisational learning. The unit explores the implications for professional practice and requires learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

Understanding and implementing coaching and mentoring
(15 credits)

Interest in and the use of coaching and mentoring in organisations, and as methods of personal, professional and management development have grown significantly. Both processes are more popular and prevalent in professional practice and have been subject to much academic and professional research and writing which suggest many issues and problems, as well as features of effective practice, that need to be taken into account when using the processes and methods. The research and writing also signals many unanswered questions about current practice and this module promotes an evidence-based approach to enable the development of intellectual, social and professional skills necessary to design, apply and practise coaching and mentoring programmes and services in work organisations and their application in supporting personal and performance development. 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 imitations of coaching and mentoring models, frameworks and associated theories. It explores the implications for professional practice and requires learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

 

CIPD Level 7 Advanced Qualifications