This module examines the connections between organisational structure and the workplace in a business context. It also covers any trends that might impact the business strategy and workforce planning, whilst recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.

Learning outcomes

• Understand the connections between organisational structure, strategy and the business operating environment.

• Analyse external factors and trends and assess business priorities and issues including the scale of technology within organisations.

• Interpret theories and models of organisational and human behaviour and the drivers for change.

• Understand organisational culture and theoretical perspectives on how people behave at work.

• Evaluate the relationship between the employee lifecycle and your work and how people practice connects and supports people and organisational strategies to ensure business goals are delivered in line with customer requirements.

This module will help you to understand the importance of capturing quantitative and qualitative evidence to gain insight and evaluate critical information. You will learn how to measure the impact and value people practice contributions make to an organisation, through collecting and scrutinising key systems and data.

Learning outcomes

• Evaluate the concepts of evidence-based practice and the tools and methods that are applied to diagnose issues and opportunities.

• Explain the principles of critical thinking and assess how different ethical perspectives can influence decision making.

• Assess the benefits, risks and financial implications of solutions aimed at improving people practice issues.

• Measure the impact and value people practice contributions make to organisations through collation of key findings and scrutiny of key systems and data.

In this module you will learn how to apply key professional behaviours including ethical practice, courage and inclusivity in the workplace can build positive working relationships and support employee participation and well-being. You will explore what it means to be a people professional and how personal and ethical values care applied.

Learning outcomes

• Demonstrate professional and ethical behaviours by appraising what it means to be a people professional, and how personal and ethical values can be applied, including contributing to discussions with confidence and conviction to influence others.

• Champion inclusive and collaborative strategies, arguing the human and business benefits of inclusive behaviours and the right to be fairly treated at work.

• Recognise when and how you would raise matters which conflict with ethical values or legislation.

• Demonstrate personal commitment to learning, professional development and performance improvement by exploring how the role of a people professional is evolving.

• Reflect on your own strengths, weaknesses and development areas and formulate a range of CPD activities to support your learning journey.

This module focuses on how individuals are increasingly wanting to develop at their own pace, by their preferred method, and in a way that fits with their personal schedules and lifestyle. Additionally, you will learn the concepts of, and similarities between, self-directed and social learning and the underpinning theories, including evaluating the benefits and risks.

Learning outcomes

• Evaluate the benefits and risks of self-directed and social learning for both individuals and companies.

• Explain steps that organisations take to encourage learning and how digital and technological innovations encourage and enable self-directed and social learning.

• Design a range of learning resources including developing guidance which encourages and supports learners.

This unit looks at the relationship between the learning and development needs of employees and organisational objectives. You will establish L&D needs, evaluating methods for identifying organisational needs and key principles.

Learning outcomes

• Discuss a range of factors that need to be considered when designing learning and development including programmes for dispersed workforces and how inclusivity and accessibility can be embedded into the design stage.

• Assess learning and development needs, evaluating methods for identifying organisational needs and key principles.

• Conduct stakeholder analysis in relation to learning and development activity and convert relevant information into clearly stated learning and development objectives.

• Design engaging learning and development solutions to address identified objectives.

This module focuses on the effective facilitation of learning activities that have an impact. You will develop a range of personalised, accessible learning resources evaluating internal and external factors as part of your preparation. Additionally, you will explore a range of facilitation techniques, whether face-to-face or online, and the principles and ethics that underpin the delivery of a positive learning experience.

Learning outcomes

• Develop a range of personalised, accessible learning resources evaluating internal and external factors as part of your preparation.

• Discuss the concept of facilitation techniques to support learning and demonstrate techniques for monitoring the effectiveness of learning activities.

• Explore ethical factors involved in the facilitation of learning and will deliver an inclusive learning activity that meets objectives.

The specialist employment law module looks at the key areas of employment legislation and its legal framework. You will learn about the purpose of employment regulation and the way that it is enforced in practice.

Learning outcomes

• Learn about the purpose of employment regulation and the way that it is enforced in practice.

• Evaluate the aims and objectives, the role played by the tribunal and courts in enforcing employment law and how cases are settled before and after legal procedures.

• Explain the main principles of discrimination law, how to manage recruitment and selection activities lawfully as well as learning about redundancy law and changes in contracts.

• Discuss the legal requirements of equal pay and the legal implications of managing change.

This module is designed to help L&D practitioners to understand people practice from an international perspective. It focuses on the challenges, considerations and importance of people practice in an international context. Additionally, you will learn about the processes and benefits of managing overseas repatriation.

Learning outcomes

• Examine contextual factors in relation to international people management and assess the drivers and benefits of employment in an international context.

• Explain convergent and divergent approaches to policy and practice and learn about the factors relevant in selecting and resourcing, as well as the challenges and cultural differences to consider.

• Consider best practices and policies that are shaped by the international context and explain how people practice can support re-entry and resettlement of overseas workers.