The fifth level of the CIPD is Human Resources (HR) qualifications. This qualification is the equivalent to the CIPD Level 4 qualification and focuses on the professional’s skills in managing employees and providing general supervision and advice to them. There are certain key areas that an individual needs to study to be eligible for this course content. An applicant must be able to demonstrate that he/she has a knowledge and understanding of the relevant CIPD material and has passed the five-part test. The course content is divided into three main objectives, which are: employee recruitment, employee training and development and coaching and development.
The first objective covers the processes involved in recruiting people and finding the right candidates for the role. This objective can be made more specific by adding the various HR activities like interviewing, candidate screening, and hiring and training. This can be further subdivided into two objectives: recruitment and development and career management. Recruitment involves the recruitment of the right candidates into the organization and this objective can be further subdivided into three parts namely recruiting, candidate screening and hiring. Career management involves planning, developing and positioning the employee with strategic planning and objectives.
In the third objective of managing employment relations, the person will need to demonstrate that she/he has a skill in rewarding performance and this is achieved through the rewarding of bonuses and competitive compensations. Employees also need to know their rights and the employment law in relation to these matters. The aim of the human resource professionals in the third objective is to ensure the successful operation of the company through the management of employment relationships.
The fourth aspect of human resource management focuses on the development of the individual. This can be achieved through training and development. It is important for the professional to know the skills and abilities of the employees and the business so as to develop them. The person needs to know how to motivate them to work for the benefit of the company. Rewards and recognition play an important role in developing the employees through the qualification and the promotion processes.
The person has to make sure that she understands the qualification system and the process of acquiring the qualifications. The person will need to manage the entire process of acquiring the qualifications in order to ensure that she follows the system properly. When it comes to the promotion, the person must be able to show that she/he has attained the level of the higher qualified. The person will be progressing from the intermediate to the supervisory positions. Supervision entails a more specific set of responsibilities, especially when the employee is pursuing higher qualification. The person must possess skills in time management, supervisory skills and the ability to organize and manage the team effectively.
The person needs to know the length of the qualification or the period of study required to pursue the qualification. The certificate qualification from the Human Resource Department involves a span of seven years. It takes at least seven years of relevant experience for the candidates pursuing this qualification. In case, if a person has the skills of a consultant and he/she is offering the services in the area of human resource then he/she can acquire the certificate qualification of seven years with the additional five years of experience. However, the period of expertise is not specified in the recruitment process.
Once the person becomes eligible to take up the CIPD Level 5 qualification, he/she will be required to select two core units from the twelve possible core units. The person will have to choose between these core units and have to complete the six elective units within this year. The person has to choose the core units because there are certain core units which have been identified as very important by the human resource departments in different fields. The six elective units include leadership development, promoting diversity, reward management and development, talent management and performance.
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