June 12, 2015

CIPD Level 5 HR Business Case

CIPD Intermediate Level 5 Diploma in Human Resource Management

This document is designed to help you structure a business case, assisting you in gaining organisational backing to undertake your Level 5 Intermediate Diploma. It is provided in Word so you can utilise and edit the parts that are relevant to you. If you need any further information or assistance in completing your business case we’d be happy to help, you can contact DPG’s CIPD team on 0330 660 0220 or CIPD@dpgplc.co.uk

Following my performance review and our discussion around my development needs for this year, I have researched the options available both internally and externally as suggested.

My research concludes that I need to enhance my HR knowledge, skills and understanding through a professional CIPD qualification.

The qualification I am recommending is the CIPD qualification aimed at aspiring or existing HR Mangers and DPG plc was the first national CIPD provider to launch this programme in December 2010 across the UK. The programme will enable me to gain new HR consultancy skills, to ensure that HR adds strategic value to our organisation and that we are helping to drive enhanced organisational performance.

Budget Required: *L3,490 + VAT

*(DPG are so confident in the quality of their programme and have a unique guaranteed pass or fees are refunded.? As long as I attend all the workshops and submit my assessments on time DPG will honour this).

Why do I need the CIPD Diploma in HR Management?

???? HR is a specialist area and although I have gained management and operational experience within my role, I now need to look at our HR strategy and plans from a different viewpoint. I can only gain this through stepping away from our internal environment and benchmarking our HR efforts against proven good practice in the HR field
???? I will be able to evaluate our HR efforts from an organisational performance point of view – demonstrating added value through return on investment and expectations
???? At present I ensure that all our HR team have the CIPD level 3 qualifications – the Certificate in HR Practice (formerly the Certificate in Personnel Practice).? This qualification is a must have for HR administrators and officers and ensures we have consistency and professional standards across the team.? As the Manager of the HR team I need to achieve the Level 5 Diploma in Human Resource Management to enable me to professionally lead the team from a more strategic, business focussed and insight driven approach
???? In the constantly changing environment within which the business operates it is essential that as a HR Manager I am performing at the highest level to work with the business to implement HR changes and this programme will enable me to do this
???? Good practice highlights that Line Managers play a critical role in driving performance.? The HR Diploma programme will enable me to explore this further and help me to understand how to develop essential skills in performance monitoring and coaching
???? The programme will enable me to explore many areas of proven good HR practice, to keep our organisational context in mind and to then recommend options that will ‘best fit’ our organisation and our objectives
???? In HR we need to keep pace with contemporary developments – the programme explores HR in range of different contexts and will enable me to gain an insight into new HR practices.

The qualification
I have reviewed the content of the programme and highlighted below some of the main areas that I will be able to put into practice:

Business issues and the context of HR
The programme stresses that HR must take a business centred approach – our HR efforts must be fully aligned to our business strategy. We must ask our stakeholders how HR can add strategic value and then set about to meet their expectations in a highly focussed way. As HR professionals we need to be commercially aware and to communicate with senior managers in a language that helps to build our credibility through a collaborative, partnership approach.

Managing and co-ordinating the HR function
This unit will enable me to explore different ways in which HR can be managed to ensure we deliver value. It explores outsourcing, consultancy, the role of line managers etc. together with the need to drive a business partnership approach to HR.

Contemporary development in Employee Relations
This unit will help me to understand key developments in the theory/practice of employment relations across different organisational contexts.? Building on my existing knowledge and experience this unit will help me to develop the skills required to make informed and effective employment relations judgments.?

Every unit on the programme has a number of assessments linked to it – with DPG these assessments are aligned to our organisation so completing these will add value to our organisation by ensuring HR improves our organisational performance.

I have included the full unit summaries for the Level 5 Diploma in HR Management Appendix 1 for your review.

The Provider
DPG has been in the people management & development business for over twenty years and is a leading national provider of CIPD qualifications. They were the first CIPD provider to launch the CIPD’s new qualifications and are ahead of the rest. The CIPD commended their programme materials as being ‘excellent’.

Guaranteed Pass
DPG are so confident in the quality of their programmes and support that they even guarantee I will pass or will refund the cost of the programme.? I have checked the conditions of this guarantee and there are no strings attached- all I need to do is to attend all of my workshops and submit my assessments on time.

Recommendation Rate
DPG evaluate their programmes via online surveys twice during each programme. Recent feedback shows that 98% of DPG’s participants would recommend their CIPD programmes to colleagues and friends.

When/Where/Duration
DPG run their programmes twice a year and I have received the dates for a programme in xxxxxx starting on xxxxxx.? As the programme runs on a flexible learning basis I only need to attend 6 workshops over 9 months – minimising my time out of the office.? I am then required to commit between 8-10 hours self-study per week. Outside of the monthly workshop events my facilitator for the programme will run conference calls with our group and can be contacted by phone and email if I need any additional support.

Confirmation programme will go ahead
DPG are the largest provider of this qualification and guarantee that the programme that I have selected will go ahead.? Other providers often advertise dates and then cancel them due to low take up.?

Programme Materials
All of DPG’s materials are hosted via the internet so I can access them anytime, anywhere. All the materials are also included in the price – including 2 CIPD recommended textbooks and access to a huge range of HR online resources.

Quality of facilitators
DPG use CIPD qualified HR practitioners to facilitate their programmes.? Their programmes are highly practical and designed with accelerated learning techniques in mind.? This ensures that learning takes place in an effective and fun way. The techniques that DPG use will help me to improve our own learning interventions too.

Next steps
Once you have confirmed that I have the budget approval I can call or email DPG to reserve my place for the next programme starting in Spring 2015. It is recommended that I reserve my place ASAP as the demand for this programme is very high.
?
Appendix 1: CIPD Intermediate Level 5 Diploma in HR Management programme units

1. Developing Professional Practice
This unit is designed to enable you to develop a sound understanding of the knowledge, skills and behaviours required by HR professionals. In this unit you will assess your strengths and identify a continuing professional development (CPD) plan, based on these competencies and the capabilities required for ethical, business focused and interpersonal professional conduct.

2. Business Issues and the context of Human Resource
As an HR professional you need to understand how the external environment affects business developments and then identify the impact and implication on the HR function. In this unit you examine HR’s role in strategy formulation and implementation.

3. Managing and coordinating the HR function
The unit introduces you to HR activity and the role of the HR function in organisations. It focuses on the aims and objectives of HR departments and particularly on the ways that these are evolving. In it you will explore different ways of delivering HR objectives, as well as the methods that can be used to demonstrate that the HR function adds value.

4. Resourcing and Talent Planning
In this unit you are introduced to the key operational tools, techniques and practices used to resource organisations effectively e.g. recruitment, selection, workforce planning, staff retention, succession planning, retirement and dismissal processes. The purpose of this unit is to provide an overview of the way different organisations are managing these activities and which are the most effective.

5. Reward Management
This unit provides you with a broad understanding of how the business context drives reward strategies and policies. In this unit you will acquire knowledge of the, principles and policies of reward from a theoretical and strategic focus and how to implement them in practice. You are required to gather and evaluate intelligence on a wide range of reward data and show how this impacts upon business decisions.?

6. Contemporary development in Employee Relations
HR professionals need to understand key developments in the theory and practice of employment relations, both within and beyond their immediate organisational contexts. This unit allows you to build on your knowledge and experience to develop the skills required to make informed and effective employment relations judgments.? The unit is designed to encourage you to assess and understand broader developments that influence the effective management of the employment relationship in a variety of organisational contexts.?

7. Using information in HR
HR professionals need to present a viable and realistic case for improvements based on sound evidence. This unit helps you to develop the skills you need to present business cases for HR improvement. You will identify and use appropriate data sources to support investigations, and then evaluate the role of HR to prepare a case for improvement.

8. Employment Law
Recent decades have seen a substantial increase in the extent to which the employment relationship in the UK, Eire and the EU is regulated through employment legislation. As a result, human resources (HR) professionals are now obliged to take account of legal requirements in different jurisdictions when carrying out many central aspects of their role. They are also obliged to take responsibility for the defence and settlement of claims lodged with employment tribunals by aggrieved employees or former employees. The purpose of this unit is to introduce the major areas of employment legislation and the employment law system, focusing in particular on ways in which day-to-day HR activities are subjected to some form of regulation. The unit is intended to provide an overview, rather than to focus in detail on the operation of specific employment laws, for those who need to understand and be able to evaluate emerging developments in the management of the employment relationship in local and international jurisdictions.