Level 3 -Certificate in People Practice

The four modules you’ll learn from to gain your level 3 Foundation Certificate in People Practice are: -

• Essentials of People Practice
• Core Behaviours for People Professionals
• Business, Culture, and Change in Context
• Principles of Analytics

Level 5 - Diploma in People Management

Core modules

• Professionals Behaviours and Valuing People
• Organisational Performance and Culture in Practice
• Evidence-Based Practice
• Employment Relationship Management
• Talent Management and Workforce Planning
• Reward for Performance and Contribution

Elective modules

• Specialist Employment Law
• Diversity and Inclusion
• People Management in an International Context
• Leadership and Management Development
• Wellbeing at Work
• Advances in Digital Learning and Development

Level 7 - Diploma In Strategic People Management

Core modules

• Work and Working Lives in a Changing Business Environment
• People Management and Development Strategies for Performance
• Personal Effectiveness, Ethics and Business Acumen
• Business Research in People Practice
• Resourcing and Talent Management to Sustain Success
• Strategic Reward Management
• Strategic Employment Relations

Elective modules

• Advanced Employment Law in Practice
• Learning and Development Practice
• Managing People in an International Context
• Advanced Diversity and Inclusion
• Wellbeing at Work
• Technology-Enhanced Learning

Level 5 - Recruitment Practice 

Core Modules

* Job Analysis

This module covers how to research who you need to recruit. It is the prerequisite step to planning your recruitment campaign and the first step towards your new employee starting employment.

Done correctly, job analysis forms the backbone of your entire recruitment campaign. Done incorrectly, job analysis can lead you down the incorrect path, ending in the hire of the wrong person for your job post.

* Recruitment Planning

By this stage you should know what skills, experience and knowledge is required to perform well in the vacant job post. Recruitment planning creates a bespoke recruitment process for your campaign, based solidly on your job post requirements.

* Recruitment Marketing

This module looks at how best to market your job vacancy. Whether this is through the more traditional medium of print or through a job board, there are a lot of points to consider.

Each method has a multitude of advantages and disadvantages. Making the right or wrong decision at this stage can be the difference between filling your job vacancy and not filling it.

* Shortlisting

Shortlisting is the process of deciding which of your applicants to take through to the next stage of your recruitment process, the assessment stage.
This module covers all you need to know about successfully shortlisting the right candidates. The module is focused on helping you become objective and accurate recruiters. 

* Giving Feedback

Feedback can be used for all sorts of situations, from a member of staff under performing to providing feedback to an unsuccessful candidate.

Done right it can be a valuable tool to help people progress, but done poorly it can impact on your organisation's reputation and demotivate the receiver.

* Assessment and Selection

Assessing candidates during the recruitment process involves understanding whether a candidate has the experience, talent, skills and values required to perform well in a particular job post.

It is the most essential part of the recruitment process as it allows you to select the right people for your job post. Research shows that as often as 74% of the time the wrong person will be hired for the job post.

* Candidate Sourcing

Candidate Sourcing is an important part of an organisation's recruiting strategy. Traditionally it is focused on advertising roles, searching candidate databases and approaching candidates through Social Media.

Recruiters who actively source candidates take an approach to go directly to candidates, rather than waiting for the candidates to come to them. Although it can be time consuming, active candidate sourcing can help to reduce time-to-fill and cost per hire.

Candidates found through this method also tend to be a better fit as the recruiters will have already conducted an initial screening of the candidate's skills and experience.

When searching for candidates it is also possible to invite candidates to a talent pool, potentially helping to cover current and future hiring needs in one process.

* The Offer Stage

Recruitment is often as much about selling your organisation to a candidate as it is about the candidate selling themselves to your organisation.

At the offer stage candidates must feel they are being offered a role with an organisation that values them and that aligns with their personal values.

Although it is one of the final stages of the recruitment process, the offer stage can instantly change the candidate's views and feelings about the organisation. Even when a good impression has been created during the earlier stages.

All recruitment takes effort and it is important that the process does not fall down at the final hurdle.