Course Details

Course Objective

  • Understand the key contemporary business issues and main external factors affecting different operations and the impact on HR
  • Understand how organisational and HR strategies and practices are shaped and developed
  • Understand what is required to be an effective and efficient HR professional
  • Understand key contemporary labour market trends and their significance for workforce planning
  • Understand the research process and different research approaches
  • Understand the purpose and key objectives of the HR function in contemporary organisations
  • Understand the concept and components of employee engagement and evidence
  • Understand the concept of a high-performance working (HPW) and its contribution to creating and sustaining a high performance working organisation (HPWO)
  • Understand the nature, purpose and benefits of coaching and mentoring in organisations
  • Understand the different ways coaching and mentoring can be implemented in organisations

Targeted Audience

This qualification is ideal for those, who:

  • Aspire to become a professional member of the CIPD, as an Associate member
  • Seek to enhance and develop their professional HR knowledge
  • Are contributing to HR decision making at an operational or strategic level and seek to understand the role of HR in the wider context
  • Are an HR professional in a team who has a responsibility for HRM
  • Are responsible for the HR function and activities within an organisation without a specialist function
  • Are working as an independent or employed HRM consultant


Prospective candidates must demonstrate a high standard of both spoken and written English to register onto a CIPD qualification and must have undertaken an approved assessment in the last two years.

  • International English Language Testing System (IELTS)
    • Intermediate level programmes – a score of 6.0 overall with a minimum of 5.5 in each category.
  • Test of English as a Foreign Language (TOEFL) internet based test
    • Intermediate level programmes – a score of 79 overall with a minimum of 17 in each category.
  • Pearsons Test of English
    • Intermediate level programmes – a score of 54 overall with a minimum of 51 in each category.
  • Cambridge proficiency or advanced tests Grade C or above or equivalent.

Delivery Method

This Intermediate Diploma typically takes between 6-12 months to complete.

  • Recorded Induction Session: Includes a programme overview and an induction to the VLE
  • Role of Adviser: Eight 1:1 sessions with personal adviser, dates confirmed between candidate and adviser
  • Two progress Q+A webinars (live): An opportunity to ask questions about any aspect of your study alongside peers
  • Recorded content to view on VLE for core units, covering key aspects
  • Assessments are submitted after delivery of all webinars and by the end of 6 months from programme commencement date

Exam & Certification


There is no exam for this qualification. You need to submit assignments which will be marked by the assessors.


Based on the assignment evaluation, you’ll be awarded the CIPD Level 5 Intermediate Diploma in Human Resource Management.

Course Outline

  • Induction & CIPD Profession Map

Identify research topic. Primary and secondary research sources, conducting a review of relevant literature, form meaningful conclusions and produce a business report suitable for key stakeholders including a mix of diagrammatic/visual formats.

Understand CIPD CPD Map, key HR skills, Problem solving, decision making, project management, managing conflict, working in groups and teams, influencing/persuasion/ negotiation. Identifying personal development needs
and CPD.

Factors influencing HR, HR strategies and delivery. Strategy formulation. Analysis tools, business planning and using data to help the process. How HR contributes to business ethics. HR’s role in change management.

Labour market trends, factors influencing talent planning and recruitment, retaining employees, managing turnover. Good practice in areas of redundancy/retirement/dismissal.

Understanding of employee engagement, its links and differences to other related concepts.  Components of employee engagement and the processes through which high levels of engagement can be secured and sustained within an organisation. Application of HR policies, strategies and practices. Principles and applications for high performance working (HPW).

Concept of HPW and how line managers and HR contribute to this. How to build a high performance culture including trust and commitment, barriers to HPW.

Labour market trends, factors influencing talent planning and recruitment, retaining employees, managing turnover. Good practice in areas of redundancy/retirement/dismissal.

Understand coaching and mentoring and the value of both practices. Provide opportunities to enhance coaching and mentoring skills. Explore and differentiate between the concepts of coaching and mentoring. Benefits for different stakeholders. Different models of implementing coaching in organisations, the role of line managers and guidance to support coaching and mentoring activities in organisations.

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