"Programme Specification for Chartered Institute of Personnel and"
Programme Specification for Chartered Institute of Personnel and Development Certificate in Personnel Practice 2008/2009 Teaching Institution: London South Bank University Accredited by: Chartered Institute of Personnel and Development Faculty of origin: BCIM Highest Award within the Programme: Chartered Institute of Personnel and Development Certificate in Personnel Practice Other Awards within the Programme: No other awards. Reference Points: Internal: LSBU Mission Statement and Strategic Plan LSBU Core Skills Policy LSBU Academic Regulations External: Framework for Higher Education Qualifications (QAA, 2001) CIPD Support Level Standards Rationale & Aims: The CPP Programme seeks to encourage and re-orientate people back into a learning and educational environment. Students study five distinct Units which cover crucial personnel/human resource areas and give a practical understanding of the behaviour of people within organisations, and an appreciation of the scope and nature of personnel/human resource management. The Units are designed to enable participants to develop and update a range of skills and knowledge required in the practice of personnel/human resource 0_5B11_0809 finalised on 30/06/2009 by Margaret Farrell (1/5) management and to provide them with an understanding and appreciation of role and range of activities undertaken by personnel/human resource professionals. The CIPD CPP Support Level Standards outline the aims of the CPP which are intended to:- · Develop the skills needed in personnel work · Serve as an introduction to the personnel department’s work · Provide awareness of: – the context of personnel functions the key issues that impact on personnel issues · Provide a platform for studies in personnel In order to fulfil its aims the CPP Programme has the following learning objectives as identified in the CIPD CPP Professional Standards:- 1 - Human Resource Plans and Organisational Context:- Operational Indicators – OI 1. Contribute to the development and implementation of a human resource plan that meets business objectives for both expansion and contraction. OI 2. Contribute to the collection, maintenance, reporting on and interpretation of computerised personnel information. Knowledge Indicators – KI 1. The organisational context of the personnel function - political, economic, social, technological, environmental and labour-related. KI 2. The key roles and tasks of the personnel function and its contribution to organisational success as a line management and as a specialist function. KI 3. Basic employment legislation affecting personnel practice, including: \ employment contracts \ health and safety \ equal opportunities \ diversity. KI 4. The basic principles of human resource planning. KI 5. The benefits and principles of a computerised personnel system and the professional and legal requirements for confidentiality and security of personnel records 0_5B11_0809 finalised on 30/06/2009 by Margaret Farrell (2/5) 2 – Recruitment and Selection:- Operational Indicators – OI 1. Identify training needs. OI 2. Design a learning event to meet identified needs. OI 3. Prepare and deliver a learning event. OI 4. Evaluate training and development events. Knowledge Indicators – KI 1. The key stages of recruitment and selection and the use of appropriate media and selection processes in differing circumstances. KI 2. The basic legislation underpinning the recruitment and selection process and the impact that equal opportunities legislation has on the process, and on organisational policy and practice. 3 - Training and Development:- Operational Indicators – OI 1. Identify training needs. OI 2. Design a learning event to meet identified needs. OI 3. Prepare and deliver a learning event. OI 4. Evaluate training and development events. Knowledge Indicators – KI 1. The indicators of training and development needs and the range of methods for identifying needs. KI 2. The principles of learning and their impact on training design and delivery. KI 3. The principles of training design and delivery, the range of options and media and the respective advantages and disadvantages. KI 4. Evaluations of training and development. KI 5. Key government training initiatives. 4 - Performance Management and Employee Relations:- Operational Indicators – OI 1. Conduct an appraisal interview. OI 2. Agree and review performance targets. 0_5B11_0809 finalised on 30/06/2009 by Margaret Farrell (3/5) OI 3. Contribute to grievance and disciplinary interviews. OI 4. Contribute to the operation of pay and reward systems. Knowledge Indicators – KI 1. The purposes of performance management, appraisal and review, and the link with business objectives. KI 2. The legislation and organisational good practice relating to:- \ grievance \ discipline \ reward management \ termination of employment \ performance management KI 3. The components of an effective pay and reward system and its administration. KI 4. Common processes for consultation and participation. Programme Outcomes 100% of the Indicative Content relating to the CIPD CPP Support Level Standards is included in the CPP Programme. The Common Eelements for all CIPD certificate programmes identified in the CIPD CPP Support Level Standards covering the following areas of knowledge, skills and competencies are incorporated throughout the CPP Programme:- \ Communication \ Self-management (improving own learning and performance) \ Understanding the work context \ Relevant legislation The CPP Programme provides opportunities for students to develop and demonstrate knowledge and understanding, skills and other attributes in the following areas as set out in the Operational and Knowledge Indicators of the CIPD CPP Support Level Standards. It is a CIPD requirement that LSBU additionally maps 80% of these outcomes to formal, peer or individual assessment and this is achieved by a combination of tutor, peer and self assessment. Entry Requirements LSBU:- No formally stipulated academic qualifications are required. However, it is essential to be in current employment, preferably relevant employment in a personnel/human resource management function. In addition applicants need to be confident of having organisational support (in order to contribute in class and to undertake assignments and in particular to undertake the project which is work based). 0_5B11_0809 finalised on 30/06/2009 by Margaret Farrell (4/5) CIPD:- It is a CIPD requirement that all students studying for the Certificate in Personnel Practice become members of the Institute. It is therefore the individual responsibility of all students to join the CIPD and pay all associated membership fees (these include a one off joining fee and an annual membership fee – actual fees are obtainable via the CIPD website). The CIPD anticipates that membership will not just be taken out for the duration of the course but will be renewed year on year. Programme Structure The CPP Programme is run over 26 weeks of attendance (one day per week ie Friday 9.30 am – 4.30 pm) and is structured into five distinct Units:- 1. Project and Learning Portfolio 2. Human Resource Plans and Organisational Context 3. Recruitment and Selection 4. Training and Development 5. Performance Management and Employee Relations 0_5B11_0809 finalised on 30/06/2009 by Margaret Farrell (5/5)