CIPD qualification – Level 5
CIPD is one of the world’s leading HR and professional development bodies, with over 160,000 members working in HR, education, people management, development and consulting. The internationally recognised CIPD certification brings together HR professionals and leaders and demonstrates professionalism and expertise in the area of human resources.
The CIPD Level 5 will help you to emphasize your skills in people management, expand your HR knowledge and grow your career. Besides the certified qualification leading to CIPD membership, you will gain the knowledge needed to manage key HR areas, manage talents, develop strategic HR plans and set fair remuneration rates.
Interview | CIPD qualification
Interview with a CIPD-certified Graduate
Check out our interview with a CIPD program graduate. What did the qualification bring to him? What drove his decision to pursue this study? And how did he end up participating in one of the biggest international HR events? Discover all this and more in our video interview.
Programme modules
- Module 1: Organisational performance and culture in practice
- Module 2: Evidence-based practice
- Module 3: Professional behaviours and valuing people
- Module 4: Employment relationship management
- Module 5: Talent management and workforce planning
- Module 6: Reward for performance and contribution
- Module 7: Leadership and management development
Module 1: Organisational performance and culture in practice
This module examines the connections between organisational structure and the wider world of work in a commercial context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.
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. 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-practise connects and supports wider people and organisational strategies, focussing on how to support internal customer needs and ensure that business goals and objectives are delivered in line with customer requirements.
After completing the module you will:
Understand the connections between organisational structure, strategy and the business operating environment,
Understand organisational culture and theoretical perspectives on how people behave at work,
Understand how to support business goals and objectives.
Module 2: Evidence-based practice
This module addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight to influence critical thinking.
You will develop understanding of the concepts of evidence-based practise and the tools and methods that are applied to diagnose issues, challenges and opportunities. You will develop the principles of critical thinking and assess how different ethical perspectives can influence decision-making. Finally, you will measure the impact and value that people-practise contributions make to organisations, through the collation of key findings and scrutiny of key systems and data.
After completing the module you will:
Understand strategies for effective critical thinking and decision-making,
Understand the importance of decision-making strategies to solve people practise issues,
Measure the impact and value of people practise to the organisation.
Module 3: Professional behaviours and valuing people
This module focuses on how applying core professional behaviours such as ethical practises and inclusivity can build positive working relationships and. It looks at how developing and mastering new professional behaviours and practise can impact performance.
You will explore professional and ethical behaviours in the context of people practise by finding out what it means to be a people professional, how personal and ethical values can be applied, including contributing to discussions with confidence and conviction to influence others. You will learn how to champion inclusive and collaborative strategies and how to design and evaluate solutions aimed at building positive working relationships. Finally, you will demonstrate personal commitment to learning, professional development and performance improvement by exploring how the role of a people professional is evolving.
After completing the module you will:
Be able to demonstrate professional and ethical behaviours, in the context of people practise,
Be able to champion inclusive and collaborative strategies for building positive working relationships,
Be able to demonstrate personal commitment to learning, professional development and performance improvement.
Module 4: Employment relationship management
This module examines the key approaches, practises and tools to manage and enhance the employee relationship to create better working lives and the significant impact this can have on organisational performance.
You will develop an understanding of practises aimed at supporting better working lives, differentiating between employee involvement and participation. You will learn about conflict and misbehaviour, assessing emerging trends in conflict and industrial sanctions, third-party conciliation, mediation and arbitration. You will also learn about performance, disciplinary and grievance matters and explain the skills required for effective grievance and disciplinary procedures. Finally, you will learn about the main provisions of collective employment law and the types of employee representation.
After completing the module you will:
Understand employee engagement and practises to support better working lives,
Understand different forms of conflict behaviour and dispute resolution,
Understand how to manage performance, disciplinary and grievance matters lawfully,
Understand the role of employee bodies in employment relations.
Module 5: Talent management and workforce planning
This module focusses on the impact of effective workforce planning. 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
You will extend your understanding of labour market trends and their significance for workforce planning. You will explain how organisations position themselves and the impact of a changing labour market on resourcing decisions. You will evaluate techniques to support workforce planning and explain approaches to succession and contingency planning, assessing the strengths and weaknesses of different methods of recruitment and selection aimed at building effective workforces. Additionally, you will examine turnover and retention trends, and compare different approaches to developing and retaining talent, looking at how organisations build talent pools. Finally, you will learn about the importance of managing contractual arrangements and onboarding.
After completing the module you will:
Understand key contemporary labour market trends and their significance for workforce planning,
Understand the purpose and importance of workforce planning,
Understand the purpose and impact of effective talent management,
Understand the importance of managing contractual arrangements and effective onboarding.
Module 6: Reward for performance and contribution
This module focusses 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 practise in supporting managers to make robust and professional reward judgements and the impact of rewarding performance.
You will evaluate the principles of rewards and their importance to culture and performance management. You will explain how people and organisational performance impacts approaches to rewards and the different types of benefits offered by organisations. You will evaluate the most appropriate ways in which data can be gathered and measured and develop insight from benchmarking data. Additionally, you will develop reward packages and explain legislative requirements that impact reward practise. Finally, you will review the role of people practise in supporting managers to make consistent and appropriate reward judgements aligned to agreed approaches.
After completing the module you will:
Understand the impact of reward approaches and packages,
Be able to develop insight from benchmarking data to inform reward approaches,
Understand the role of people professionals in supporting line managers to make reward decisions.
Module 7: Leadership and management development
This module builds on the fundamentals of learning and development, taking a closer look at the essential area of leadership and management and how this is critical in developing the right culture and behaviours to establish a working environment which is cohesive, diverse, innovative and high performing. Choosing the right tools and approaches to facilitate development will ultimately impact organisational effectiveness.
You will identify the roles leaders and managers perform in different contexts and assess the skills and competencies required. Additionally, you will explore the role of the people professional in supporting leadership and management development and the importance of ensuring that diversity and inclusion is an integral part of this. Finally, you will evaluate indicators of successful leadership programmes, find out about the range of stakeholders involved and assess the impact that leadership and management development have on the organisation.
After completing the module you will:
Understand the relevance of leadership and management and the knowledge, skills and behaviours required,
Understand a range of different learning and development initiatives in developing leaders and managers,
Understand the effectiveness of leadership and management development initiatives.
Programme details
The CIPD Associate Diploma in People Management is a 12-month programme consisting of 7 modules that contain interactive workshops and diverse educational activities.
Why study CIPD programme with PwC Academy?
PwC Academy is an approved study centre for CIPD qualifications,
During your studies, you will gain an overview of the latest approaches and trends in HR, build your knowledge in boosting employment relationships, talent management, performance management, and many other areas and take the next step up into a more senior people-profession role,
You will get familiar with best practises in HR and you will have the opportunity to participate in a discussion not only with the lecturer, but also with other participants in the programme with whom you will be able to share your previous experience,
Throughout the programme, you will complete written research assignments under the guidance of highly qualified and experienced HR experts from PwC, who are accredited to lead CIPD programmes and have extensive professional and training skills,
After completing the entire programme, you will receive an internationally recognised CIPD qualification that proves professional competence, enhances career prospects and offers a wealth of other benefits.
This qualification expands and promotes a deeper level of understanding in HR-related issues and develops human resources expertise. The programme will be appreciated by individuals who aspire for leadership positions and want to create added value in the organisation or plan to work as a manager and lead a team of people.
CIPD Level 5 is suitable for:
- People with up to 10 years of professional experience who manage an HR professional area (e.g., recruitment, reward, talent management, employee relations, people analytics, etc.),
- People working as HR Business Partners or lead the whole HR function and aspire to grow and make a bigger impact on business.
Fees
Following fees are not included in the course price: CIPD registration fee (140 GBP), entry fee (40 GBP), membership fee for 12 months (98 GBP) and renewal of membership fee for the next year (98 GBP).
When you complete your qualification, you will be awarded CIPD Associate Membership, and the designation “Assoc. CIPD” after your name. This establishes your credibility as a professional, raises your profile and opens doors to new job opportunities.
Vanda Šinková
Vanda Šinková has extensive experience in HR management. Currently, she is the leader of CIPD Centre of Excellence for the PwC Academies in CEE and is delivering CIPD qualifications in several CEE countries. In her HR leader role, Vanda has been responsible for the overall HR management agenda, as well as for the strategic HR and the change management, organisational and talent development.
Dates and details
| Date | Course | CPD points | Language | Place | Price (excl. VAT) | Registration |
15 January 2025 – 6 November 2025 |
75 | ENG | Online | 72,000 CZK* |
Register |
* Course fee does not include following items: CIPD registration fee (147 GBP), entry fee (40 GBP), 12 months membership fee (104 GBP) and renewal of membership fee for the next year (104 GBP).
| Structure of the programme | Timing of sessions | Date |
| Introductory webinar | 9 a.m. – 11 a.m. | 15 January 2025 |
| Module 1: Organisational performance and culture in practice | 9 a.m. – 1 p.m. | 16, 23 & 28 January 2025 |
| Module 2: Evidence-based practice | 9 a.m. – 1 p.m. | 5 & 12 March 2025 |
| Module 3: Professional behaviours and valuing people | 9 a.m. – 1 p.m. | 16 & 23 April 2025 |
| Module 4: Employment relationship management | 9 a.m. – 1 p.m. | 20 & 27 May 2025 |
| Module 5: Talent management and workforce planning | 9 a.m. – 1 p.m. | 30 June 2025 7 & 11 July 2025 |
| Module 6: Reward for performance and contribution | 9 a.m. – 1 p.m. | 3, 10 & 17 September 2025 |
| Module 7: Leadership and management development | 9 a.m. – 1 p.m. | 23 & 30 October 2025 6 November 2025 |
