Introduction:

The CIPD Level 5 Associate Diploma represents a structured qualification in people management, focusing on professional frameworks and institutional standards within the HR field. It addresses the integration of organizational strategy with people practices through established models and theories. The diploma examines institutional approaches to leadership, employee experience, and organizational development within defined HR systems. This training program provides structured knowledge that supports professional growth and institutional advancement.

Program Objectives:

By the end of this program, participants will be able to:

• Analyze theoretical models of people management and organizational development.

• Evaluate institutional frameworks for professional behavior and leadership.

• Classify methods of resourcing, talent development, and workforce planning.

• Assess strategies for supporting employee experience and organizational culture.

• Explore models for sustaining professional HR contributions within institutions.

Target Audience:

• HR professionals.

• Middle managers with people management responsibilities.

• Talent development and L&D specialists.

• Organizational development officers.

Program Outline:

Unit 1:

Professional and Ethical Practice in People Management:

• Principles of professional behavior and ethical conduct.

• Institutional codes and HR governance frameworks.

• Models of professional credibility and influence.

• The role of ethics in people management decisions.

• Strategies for embedding professionalism across HR functions.

Unit 2:

Leadership and Employee Experience:

• Theoretical models of leadership in HR contexts.

• Institutional approaches to employee engagement.

• Frameworks for supporting employee well-being and inclusion.

• The role of HR in shaping organizational culture.

• Leadership models that align with strategic HR outcomes.

Unit 3:

Resourcing and Talent Management:

• Workforce planning frameworks and institutional models.

• Methods of recruitment, retention, and succession planning.

• Theoretical approaches to learning and development.

• Institutional strategies for capability building.

• Structures for measuring talent management effectiveness.

Unit 4:

Evidence Based Practice in HR:

• Models of data driven HR decision making.

• Analytical frameworks for interpreting HR metrics.

• Institutional approaches to evidence based problem solving.

• The role of research in shaping HR strategies.

• Structures for evaluating HR interventions.

Unit 5:

Organizational Performance and Reward Systems:

• Institutional models of performance management.

• Methods of linking reward strategies to organizational goals.

• Frameworks for performance appraisal and role evaluation.

• Structures of compensation, benefits, and incentive systems.

• The role of reward policies in supporting organizational sustainability.