The role of HR has developed dramatically over the years and now business leaders are recognising that people are the biggest drivers within their organisation providing them with the biggest risk and value, therefore need to be treated differently.
In response to these changes the CIPD have developed numerous courses which help develop HR professionals to help enhance your skills which will benefit your organisation.
Nottingham Business School has an established reputation for providing high quality CIPD approved courses and has offered the equivalent of a CIPD Foundation Level course for over 30 years.
The CIPD Certificate in Human Resource Practice is a foundation level course which provides you with a wide range of relevant practical skills in HR and development, enabling you to enhance your contribution to your organisation and assist in your own development.
This level is suitable for those:
- Wanting to gain the essential knowledge and skills required to move into HR or L&D
- Working in an HR or L&D support role but who do not hold a formal HR or L&D qualification
- Line managers with responsibility for people management and development
- Looking to become a professional member of the CIPD as an Associate member.
At the commencement of the course you will be required to join the CIPD as a Student member and upon successful completion of your qualification you will be automatically upgraded to Associate Membership of the CIPD (Assoc. CIPD). Graduates will receive a Certificate in Human Resources Practice (CHRP) from the CIPD.
What you'll study
The course is presented as a series of four study blocks, delivered in a series of one and two-day sessions.
The course runs for 19 days in total, which equates to 142.5 contact hours.
You will undertake a core module, which has the overarching theme of HR, the Organisation and You. The core module will cover the following CIPD Core Element units:
Understanding Organisations and the Role of HR
This module provides an introduction to the role of human resources (HR) within an organisation and the environmental context. By the end of this module the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors.
Developing Yourself as an Effective Human Resources Practitioner
The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge, skills and behaviours required by HR professionals. This module is designed to enable the student to develop a sound understanding of the knowledge, skills and behaviour required of a professional practitioner, whether their role is generalist in nature or specialist. It will enable students to develop a personal development plan, following a self assessment of learning and development needs that meet their personal and professional requirements.
Recording, analysing and using HR information
This module develops the student’s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the HR function. The module 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 and electronic record management for learning and development.
It covers the legal implications of collecting, storing and using personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision-making to meet organisation-wide objectives.
In addition to the Core Module, you will also study modules covering:
Organisational success depends on having the right skill mix. This module provides an introduction to the resourcing and talent planning process. Studying this module will enable students 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, shortlisting, conducting face-toface or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, students will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders.
Supporting Good Practice in Managing Employee Relations
Managing the employment relationship effectively is a key part of the role of the HR practitioner. This module aims to introduce a number of aspects of this task and to provide an introduction to employment law within the context of employee relations. The module 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 students need to have a basic understanding of employment law to enable them to operate effectively, but given this is a broad and complex area, it is acknowledged that this module only aims to provide students with the basic knowledge and assumes no prior understanding of employment law.
Supporting Good Practice in Performance and Reward Management
This module provides an introduction to the purpose and processes of performance and reward management and the role of HR in promoting and supporting good practice. Studying this module will enable students to develop their 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 an organisation’s business objectives.
It also provides an overview of appropriate skills and good practice associated with performance management reviews and follow-up and the data management aspects. Additionally students will understand the role of financial and non-financial benefits and important determinants of reward decisions. On completion, students should feel more confident in providing first-line support to managers and employees on the subject of performance and reward management.
How you’re taught
Study and support
The course is presented as a series of four study blocks, delivered in a series of one and two-day sessions. A wide range of teaching methods are employed including: lectures, guest lectures, group work, presentations, role play exercises and other opportunities to practice and perfect key skills in an encouraging and supportive environment.
A range of assessment methods will be used, including a variety of written assignments, skills assessments (involving assessed role-play exercises) and a Continuing Professional Development portfolio.
How many places are available?
There is no finite limit on the capacity of the course. Classes usually contain between 25 and 35 students.
Which building will the course be taught in?
It is intended that the course will be delivered wholly in the Newton building, although it may be necessary for some classes to be delivered elsewhere on the City campus from time to time.
Careers and employability
This course does not currently offer placements, but the course assignments are based on real-world issues. Applicants must therefore be in employment, or be able to gain access to an organisation upon which to base assignments.
"If you are considering a future, or possibly already working within HR and wish to formalize your experience with an academic qualification, the CHRP at Nottingham Trent University is a fantastic option to consider.
Personally I have worked within Recruitment and Selection for a number of years and felt that I lacked the insight and technical knowledge used within modern HR models.
The CHRP course is well designed and challenging, it requires commitment, dedication and of course the investment of time. Having completed and passed the course I can guarantee that the rewards make the personal investment worthwhile."
Eco Personnel (UK) Ltd
- The course is open to personnel and training practitioners and/or people with significant human resources content in their jobs, or those wishing to move into the field of human resources.
- Due to the practical nature of the course, you must either be in employment, or gain access to an organisation upon which to base your assignments.
How to apply
Applications should be made online using the apply online button at the top of the page
Initial diagnostic interview
As part of the application process for this course, applicants will be required to attend an initial diagnostic interview with the programme leader (or his/her nominated deputy). The main purposes of this initial interview will be to:
- Meet the applicant
- Explain the qualification and its requirements
- Check the applicant’s current ability to meet the requirements for achievement of the qualification
- Identify any opportunities for previous experience or certified learning that might be recognised through exemption credit transfer, and
- Identify any reasonable adjustments that may be required.
After this the applicant and the programme leader will agree:
- If the qualification is, in fact, suitable for the applicant and, if not, what else might be appropriate
- Terms and conditions
- Details of the qualification to enrol upon
- Next actions, time frames.
Interviews will be arranged for a mutually convenient date and time wherever possible. If attendance for interview by the applicant proves to be impracticable for whatever reason, a telephone interview may be arranged in exceptional circumstances.
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