Achieve Your CIPD Level 5 With Our Help
A client kindly shared their CIPD submissions in modules 1-8 to achieve their Level 5 in HR. With the help of this client, we would like to share these with you to help others with their HR journey and progression.
About CIPD Level 5
CIPD has been championing better work and working lives, for more than 100 years, by setting professional standards for HR and people development, as well as driving positive change in the world of work.
CIPD Level 5 is for those who are looking to progress in HR and Learning and Development who have some level of HR experience. This is suitable for those that may be looking to progress their career into managerial roles. Alternatively, this challenge would also be ideal for those who don’t have HR experience but that have studied at degree level.
This course will 9-12 months to complete if doing alongside full-time work.
Why Get CIPD Certified?
- CIPD is highly valued by employers as the course can help you develop a business understanding that employers look for.
- It increases your earning potential.
- It shows commitment to both your personal and professional development.
- CIPD is relevant and practical.
- It is a globally recognised qualification.
Below are the 8 final module submissions kindly shared by our client. We hope this helps you on your journey to being a great HR manager.
A study by The UK Commission on Employment and Skills (Campbell and Giles, 2009) defines HPW as: “a general approach to managing organisations that aims to stimulate more effective employee involvement and commitment to achieve high levels of performance”.
I believe that employment relations is a balance of power and not an exact science. The CIPD (2019) explain that the term ‘Employee relations’ replaced ‘Industrial Relations’ to represent the change in the need for individual relationships to be considered as well as taking a collective approach.
It is suggested that the aims and objectives of employment regulation are to regulate the employer and employee relationship (CIPD, n.d.) Employment regulation also known as employment law, enforces rules and sets expectations for both the employer and employee so there is fairness and consistency on both sides.
HR Professionals can be all-rounders, also known as a generalist or specialise in a particular field such as Payroll, Benefits, Recruitment or Learning and Development. From my experience, most HR professionals start their career as a generalist to gain a good all round knowledge of how a business works and then move into their preferred area of practice.
There are a range of internal and external factors that could impact our organisations business and the HR function and this can be highlighted by conducting a STEEPLE analysis. “Social factors are any variable which arises from culture, environment, community, family, organisation, society, government, the state, the media, technology , religion, ideology, discourse, language, communication, and which influences the individual to think and act in a certain way”.
As you can see by the diagram above, there are logical stages you should take when you are thinking about researching a process, procedure or product. The define stage, is simply to establish what you wish to research and this could be done by mind mapping with colleagues, looking at issues already highlighted by errors made or because there is specific interest to the person or company.
There are various definitions of employee engagement such as an approach taken by an organisation to increase business success through employee’s happiness, well-being and productivity (What is Employee Engagement – Engage for Success, 2019) or according to the CIPD (Gifford, 2019), they explain it as being a two way stream where both the company and employees benefit.
The HR function plays a pivotal role in any organisation regardless if it is in house or outsourced. Organisations may have very different structures and therefore the extent of their objectives would change. HR would generally be responsible for writing and sometimes delivering policies in-line with the company culture and behaviours