CIPD Certificate Human Resource Practice Level 3
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Description
Suitable For
- Those who are new to HR
- People who are interested in a move into HR.
- Those who are working in HR in a support role and wish to develop their knowledge and skills.
- Line managers who are involved in HR and those who have responsibility for HR activities and decisions within an organisation without a specialist function.
- HR staff who do not have sufficient qualifications to undertake CIPD intermediate - or advance - level qualifications.
Course Content
The new Certificate in HR Practice (CHRP) provides a firm foundation in all the areas of HR, as well as an understanding of HR in a business context. It will help students develop practical, relevant skills and above all, will give…
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Suitable For
- Those who are new to HR
- People who are interested in a move into HR.
- Those who are working in HR in a support role and wish to develop their knowledge and skills.
- Line managers who are involved in HR and those who have responsibility for HR activities and decisions within an organisation without a specialist function.
- HR staff who do not have sufficient qualifications to undertake CIPD intermediate - or advance - level qualifications.
Course Content
The new Certificate in HR Practice (CHRP) provides a firm foundation in all the areas of HR, as well as an understanding of HR in a business context. It will help students develop practical, relevant skills and above all, will give them the confidence to be more effective at work.
The Certificate in HR Practice is foundation - level qualification and is designed to reflect the CIPD HR professional map and the new professional membership criteria. The CHRP is the equivalent of the NVQ/SVQ Level 3 and requires a completed total of 28 credits. Students are able to gain credits for completed units and the total number achieved will equate to either an Award, Certificate or a Diploma.
To achieve the Diploma students are required to attain a total of 37 credits. The CHRP requires the completion of 3 core units and a combination of optional units which are pre - selected by the college. The core units include: Developing yourself as an effective Human Resources or Learning and Development practitioner The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge, skills and behaviours required by human resources (HR) and learning and development (L&D) professionals. This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviour required of a professional practitioner, whether their role is generalist in nature or specialist, for example L&D.
It will enable learners to develop a personal development plan, following a self - assessment of learning and development needs, that meets their personal and professional requirements. Understanding organisations and the role of HR This core unit provides an introduction to the role of human resources and learning and development (HR/L&D) within an organisation and the environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation
Entry Requirements
4 GCSE Grade A - C (ideally should include English Language). Those without this qualification should still apply if they have work or other experience which will indicate their ability to cope with the demands of the course.
s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors.Recording, analysing and using HR information This unit develops the learner{{Allitems.Item.$n.description2}}
s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources (HR) or learning and development (L&D) function. The unit is intended to span the remit of data management for all areas including but not limited to HR planning, recruitment and selection, performance and reward management, absence management, disciplinary and grievance procedures and electronic record management for L&D. It covers the legal implications of collecting, storing and using personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision - making to meet organisation - wide objectives and support L&D solutions for individuals and groups within the organisation.Additional Units Resourcing Talent Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation{{Allitems.Item.$n.description2}}
s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process.The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting face - to - face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders.
Supporting good practice in managing employment relations Managing the employment relationship effectively is a key part of the role of the human resources (HR) practitioner. This unit aims to introduce a number of aspects of this task and to provide an introduction to employment law within the context of employee relations. It starts with an explanation of the employment relationship and the key parties that are involved within it. It then focuses on different aspects of HR activity, looking at good practice and legal requirements within each activity. It is recognised that learners need to have a basic understanding of employment law to enable them to operate effectively, but given this is a broad and complex area, it is acknowledged that this unit only aims to provide learners with the basic knowledge and assumes no prior understanding of employment law.
Supporting good practice in performance and reward management This unit provides an introduction to the purpose and processes of performance and reward management and the role of human resources (HR) in promoting and supporting good practice. Studying this unit will enable learners to develop their 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 an organisation{{Allitems.Item.$n.description2}}
s business objectives. It also provides an overview of appropriate skills and good practice associated with performance management reviews and follow - up and the data management aspects. Additionally learners will understand the role of financial and non - financial benefits and important determinants of reward decisions.On completion, learners should feel more confident in providing first - line support to managers and employees on the subject of performance and reward management Recording, analysing and using HR information This unit will develop an understanding of the important contribution that accurate data (stored manually or electronically) can make to the HR or L&D function. Students will develop an understanding the legal implications of storing personnel data. Students will be able to record data and information and to interpreting, analysis and present information clearly and accurately in an appropriate format in support of decision making to meet organisation - wide objectives and support L&D solutions.
Assessment Method
Students will be assessed using a variety of methods including short business reports, written assignments and practical assessments.
Progression
Students who have successfully completed the Certificate would have the opportunity to complete two additional units in year two to qualify for a Foundation Diploma in HR Practice. The two additional units run over twelve weeks and look at the design and delivery of training and development activities. Students will also be able to progress to intermediate or advanced level qualifications at other institutions.
Additional Information
The course is run for 3 hours per week for 35 weeks and students will be required to attend assessment days on 4 weekends throughout the year.
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