June 15, 2015
CIPD Level 3 HR Business Case
CIPD Foundation Level 3 Certificate in Human Resource Practice
This document is designed to help you structure a business case, assisting you in gaining organisational backing to undertake your CIPD Foundation Level 3 Certificate. 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 [email protected]
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 and skills through a professional CIPD qualification.
There is a CIPD qualification available to aspiring or existing HR Officers/Administrators and DPG plc was the first national CIPD provider to launch this programme in December 2010.
The programme will enable me to gain new HR skills, to ensure that HR adds strategic value to our organisation and that we are helping to drive enhanced organisational performance.
Why do I need the CIPD Certificate in HR Practice Qualification?
The CIPD Certificate in HR Practice will provide me with a firm foundation in all areas of HR, as well as an understanding of HR in a business context. It will help me develop practical, relevant skills and above all, will give me the confidence to be more effective at work.
- HR is a specialist area and although I have some experience within my role, I now need to look at our HR 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 – demonstrating added value through return on investment and expectations
The Certificate in HR Practice (formerly the Certificate in Personnel Practice) is a must have for HR administrators and officers and ensures we have consistency and professional standards across the team.
- By studying and successfully achieving the qualification I will be able demonstrate that I am committed to achieving a high standard of professionalism, and have the skills knowledge and understanding and drive to maximise my contribution to the HR function and overall business performance.
I have reviewed the content of the programme and highlighted the areas that I will be able to put into practice:
1. Understanding organisations and the role of HR
2. Developing yourself as an effective HR practitioner
3. Supporting good practice in managing employment relations
4. Resourcing Talent
5. Supporting good practice in performance and reward management
6. Recording, analysing and using HR information
I have included the full unit summaries for the Level 3 Certificate qualification ( Appendix 1) for your review.
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 a workshop, one day per month – minimising my time out of the office. I am then required to commit between 6-8 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.
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 1 CIPD recommended textbook and access to a huge range of HR online resources. CIPD membership provides access to a huge range of resources, including free specialist HR CPD events throughout the year.
DPG has been a CIPD Centre for twenty years and is a leading provider of CIPD qualifications. They were the first national CIPD provider to launch the CIPD’s new qualifications and are ahead of the rest. The CIPD has stated their CIPD materials as being ‘excellent’ and after recent feedback from their CIPD delegates 98% said would recommend their programmes to colleagues and friends.
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.
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.
Once you have confirmed that I have the budget approval I can call or email DPG to reserve my place for the next programme.
1. Understanding organisations and the role of HR:
This unit provides an introduction to the role of human resource operations within an organisation and environmental context. By the end of this unit I will have developed an understanding of how HR activities support our organisation’s strategy and assists in the achievement of our business objectives and how these are shaped by internal and external factors.
2. Developing yourself as an effective HR practitioner:
The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge, skills and behaviours required by human resource and development professionals. This unit is designed to enable me to develop a sound understanding of the knowledge, skills and behaviour required of a professional practitioner, whether my role is generalist e.g. HR based or specialist in nature e.g. Learning and Development based. This unit will enable me to develop a personal development plan (PDP), following a self-assessment of learning and development needs that meets my personal and professional requirements.
3. 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.
4. Resourcing Talent:
Organisational success depends on having the right skills mix. This unit provides me with an introduction to the resourcing and talent planning process. I will gain insight into the factors that impact on our organisation’s resourcing and talent planning activities and I 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. As an outcome of this unit I will be able to make a positive contribution to the recruitment and selection process by:
- developing my knowledge and skills in defining and writing job descriptions
- contributing to the job advertisement process
- conducting face-to-face or telephone interviews
- contributing to job offer and rejection letters.Key legislation relating to recruitment and selection will also be covered throughout this unit. I will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders.5. Supporting good practice in performance and reward management
This unit provides me with an introduction to the purpose and processes of performance and reward management and the role of human resources in promoting and supporting good practice. I will develop my 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 our organisation’s business objectives.In addition I will gain an understanding of the appropriate skills and good practice associated with performance management reviews, follow-up and the data management aspects. I will understand the role of financial and non-financial benefits and important determinants of reward decisions. On completion, I will feel more confident in providing first-line support to managers and employees on the subject of performance and reward management.6. Recording, analysing and using HR information
This unit will help me to develop my understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources 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
- electronic record management for HR.It covers the legal implications of storing HR data and will enable me to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format. The presentation of this data/information will be used to support decision-making to meet our organisations objectives and support HR solutions for individuals and groups within your organisation. The unit also introduces you to the key concept of return on investment (ROI). Here are a couple of testimonials from DPG’s website:
“It is a fully comprehensive CIPD learning experience. I think the blended approach works really well and that the workshop timings (one per month) are about right. The standard of facilitation and feedback has been consistently high.”
“I think the CIPD programme content is excellent on the whole, and as a newcomer to training is providing a massive help. The range of methods used to deliver the material is also helpful.” – Stuart Applewhite, Lease Direct Finance
“Completing the CIPD programme with DPG was one of the best moves I’ve made with regard to personal development. Many Thanks”.
“The CIPD programme supplied me with good knowledge on what training is and how it should be designed. It was very useful and it provided me with the confidence, the skills and the knowledge needed to become professional in what I do”. – Andrew Brazier, Schering-Plough
Please note that the HR qualifications that appear on this page will be replaced in 2021. For more information on this change please read the CIPD’s announcement here.