CIPD (Chartered Institute of Personnel and Development) Foundation Level Certificate in Human Resources Practice level 3.
Please note this course is currently on a waiting list.
FOR WHOM IS THE COURSE INTENDED:
This course is aimed at students from a variety of business backgrounds and is suitable for persons who:
Are aspiring to, or embarking on a career in HR
Are working in the field of HR in a support role and wish to develop their knowledge and skills
Have responsibility for HR activities and decisions within an organisation without a specialist function
Want to understand the role of HR in context.
What modules are covered?
The learning programme emphasises active participation. You will study 7 units over the year:
Developing Yourself as an Effective Human Resources Practitioner (September - October):
Develop a sound understanding of the knowledge, skills and behaviour required for a professional HR or L&D practitioner. Know how to deliver timely and effective HR services to meet user needs. To be able to reflect on own practice and development needs, and maintain a plan for personal development.
Understanding Organisations and the role of HR (October - November):
An introduction to the role of HR and L&D operations in an organisation and environmental context. Develop an understanding of HR activities support and organisation'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 (November - December):
Develop an understanding of the important contribution that accurate data (stored manually or electronically) can make to the HR or L&D function. Understanding the legal implications of storing personnel data. To be able to record data and information and to interpretm, analyss 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.
Resourcing Talent (December - February):
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’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, short listing, 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 (February - April):
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. The unit assumes no prior understanding of employment law.
Developing Mentoring Skills (April - May):
This unit provides the