CIPD Level 5 Associate Diploma in Organisational L&D

This unit examines the connections between organisational structure and the workplace in a business context. It also considers the factors and trends that may impact business strategy and workforce planning, whilst recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.

Learning outcomes

• Understand the connections between organisational structure, strategy and the business operating environment.

• Analyse external factors and trends and assess business priorities and issues including the scale of technology within organisations.

• Interpret theories and models of organisational and human behaviour and the drivers for change.

• Examine how to build diversity and inclusion that aims to promote a positive culture.

• Evaluate the relationship between the employee lifecycle and your work and how people
practice connects and supports people and organisational strategies to ensure business goals are delivered in line with customer requirements.

This unit will help you to understand the importance of capturing quantitative and qualitative evidence to gain insight and evaluate critical information. It focuses on analysing evidence to improve decision-making and learn how measuring the impact of people practice is essential in creating value.

Learning outcomes

• Develop understanding of the concepts of evidence-based practice and the tools and methods that are applied to diagnose issues and opportunities.

• Explain the principles of critical thinking and assess how different ethical perspectives can influence decision making.

• Evaluate the benefits, risks and financial implications of solutions aimed at improving people practice issues.

• Measure the impact and value people practice contributions make to organisations through collation of key findings and scrutiny of key systems and data.

In this module you will learn how applying key professional behaviours including ethical practice, courage and inclusivity can build positive working relationships and support employee participation and well-being. It considers how developing and mastering new professional behaviours and practice can impact performance.

Learning outcomes

• Demonstrate professional and ethical behaviours by appraising what it means to be a people professional, and how personal and ethical values can be applied, including contributing to discussions with confidence and conviction to influence others.

• Champion inclusive and collaborative strategies, arguing the human and business benefits of
inclusive behaviours and the right to be fairly treated at work.

• Design and evaluate solutions aimed at building positive working relationships.

• Demonstrate personal commitment to learning, professional development and performance improvement by exploring how the role of a people professional is evolving.

• Assess your own strengths, weaknesses and development areas and formulate a range of CPD activities to support your learning journey.

This module is about recognising how individuals are increasingly wanting to learn at their own pace, by their preferred method, and in a way that fits with their personal schedules and lifestyle. In addition, you will learn how effective organisational learning embraces formal and informal socialised activities. You will also understand the benefits of driving performance through learning and understand how L&D professionals must facilitate approaches for those who learn in these ways.

Learning outcomes

• The concepts of, and connections between, self-directed and social learning and the underpinning theories, including evaluating the benefits and risks.

• Explain steps that organisations take to encourage learning and how digital and technological innovations encourage and enable self-directed and social learning.

• Support learning through the curation of learning resources including developing guidance which encourages and supports learners.

This module examines the relationship between the learning and development needs of employees and organisational goals. It focuses on the elements of theoretical and contextual learning design in facilitating impactful learning experiences that support performance and productivity.

Learning outcomes

• Different factors that need to be considered when designing learning and development including programmes for dispersed workforces and how inclusivity and accessibility can be built into the design stage.

• Establish learning and development needs, evaluating methods for identifying organisational needs and key principles.

• Conduct stakeholder analysis in relation to learning and development activity and convert relevant information into clearly stated learning and development objectives.

• Design engaging learning and development solutions to address identified objectives.

This module focuses on the effective facilitation of learning activities that have an impact. This includes knowing how to prepare an effective intervention, making use of pre-learning activities and personalisation to create learning that can be transferred back into the business context. In addition, it explores facilitation techniques, whether face-to-face or online, and the principles and ethics that underpin the delivery of a positive learning experience.

Learning outcomes

• Develop a range of personalised, accessible learning resources evaluating internal and external factors as part of your preparation.

• Discuss the concept of facilitation and facilitation techniques to support learning and demonstrate techniques for monitoring the effectiveness of learning activities, differentiating these according to the needs of learners.

• Explore ethical factors involved in the facilitation of learning and will deliver an inclusive learning activity that meets objectives.

• Explain the concept of ‘transfer of learning’ and evaluate the role of line managers in supporting this.

The specialist employment law module looks at the key areas of employment legislation and its legal framework. It focuses on how people professionals are obliged to take account of legal requirements in different jurisdictions when carrying out the varied aspects of their role.

Learning outcomes

• Learn about the purpose of employment regulation and the way that it is enforced in practice.

• Evaluate the aims and objectives, the role played by the tribunal and courts in enforcing employment law and how cases are settled before and after legal procedures.

• Explain the main principles of discrimination law, how to manage recruitment and selection activities lawfully as well as learning about redundancy law and changes in contracts.

• Learn about managing issues relating to pay and working time in a lawful way and employment rights for flexible working.

This module is designed to help People Management practitioners to understand people practice from an international perspective. It focuses on the challenges, considerations and importance of people practice in an international context. You will learn about the importance of people practice and the process and benefits of managing expatriates.

Learning outcomes

• Examine contextual factors in relation to managing people from an international perspective and assess the drivers and benefits of employment in an international context.

• Explain convergent and divergent approaches to policy and practice and learn about the factors relevant in selecting and resourcing, as well as the challenges and cultural differences to consider.

• Evaluate the reasons expatriates are used for international working and the formation of appropriate policies and processes for selecting, preparing and managing overseas repatriation.