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Level 4+

CIPD L5 Assoc Dip in People Management


This qualification builds on the CIPD Level 3 Foundation Certificate in People Practice and is aimed at further expanding learners’; independent practice to enable them to evolve into more senior roles within organisations as people professionals.

Learners’; work will be mainly operational with some complexity. They will contribute to the thinking around their work, analysing information to inform choices and actions. Working with and influencing others through their work will create short-term value for a wider audience.

Using a framework of HR and L&D understanding, behaviours and skills development, this qualification offers opportunity for learners to transition to employment as people managers.

Dates: 12 September 2024 or 2 December 2024 or 24 February 2025.

To accommodate workplace commitments we are able to offer the study programme in one of the three options below:

1) Thursdays, all day 9am – 5pm

2)Thursday afternoon/evening, 1.30pm – 9.00pm


3) 2 evenings per week, Mondays and Thursdays 5.30pm – 9.00pm.


Unit title


Organisational performance and culture in practice

You will learn about the connections between organisational structure, strategy and the business operating environment. You will analyse external factors and trends and assess organisational priorities and issues, including the scale of technology within organisations. You will also interpret theories and models of organisational and human behaviour and the drivers for change. In addition, you will examine how to build diversity and inclusion that aims to promote a positive culture. Finally, you will evaluate the relationship between the employee lifecycle and your work and how people practice connects and supports wider people and organisational strategies, focusing on how to support internal customer needs and ensure that business goals and objectives are delivered in line with customer requirements.


Evidence-based practice

This unit addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight to influence critical thinking. It focuses on analysing evidence through an ethical lens to improve decision making and how measuring the impact of people practice is essential in creating value.


Professional behaviours and valuing people

This unit focuses on how applying core professional behaviours such as ethical practice, courage and inclusivity can build positive working relationships and support employee voice and wellbeing. It considers how developing and mastering new professional behaviours and practice can impact performance.

Plus three specialist units


Unit title


Employment relationship management

This unit examines the key approaches, practices and tools to manage and enhance the employee relationship to create better working lives and the significant impact this can have on organisational performance.


Talent management and workforce planning

This unit focuses on the impact of effective workforce planning in considering the development of diverse talent pools and how to contract and onboard the workforce. It also includes analysis of the potential cost to the organisation if this is poorly managed and the tools and interventions required to mitigate this risk.


Reward for performance and contribution

This unit focuses on how internal and external business factors influence reward strategies and policies, the financial drivers of the organisation and the impact of reward costs. It considers the importance of the role of people practice in supporting managers to make robust and professional reward judgements and the impact of rewarding performance.

Plus one additional specialist unit


Unit title

5OS01 Specialist employment law

This unit considers key areas of employment legislation and its legal framework, focusing on how people professionals are obliged to take account of legal requirements in different jurisdictions when carrying out the varied aspects of their role. What you will learn: You will learn about the purpose of employment regulation and the way that it is enforced in practice. You will evaluate the aims and objectives and the role played by the tribunal and courts in enforcing employment law. You will 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. Finally, you will learn about managing issues relating to pay and working time in a lawful way and employment rights for flexible working.

These are the new CIPD qualifications introduced in 2021. Based on the new Profession Map, the qualifications focus on the knowledge and behaviours required to create value and make an impact in the changing world of work.

Induction dates:

12/09/2024 or 14/11/2024 or 06/03/2025


The CIPD qualification at Intermediate level offers the perfect platform to further develop your HR knowledge after studying a CIPD Foundation level qualification. Alternatively if you’re working in HR, but have no professionally-recognised HR qualifications, you can choose to study CIPD Intermediate level qualifications if you have HR experience and the required education level (A level and above). L3 CIPD HR Qualification completed.


Our range of leisure and hobby courses keeps growing, with even more fun and exciting courses starting throughout 2024.

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