The CIPD Diploma in Human Resource Practice – DHRP is the foundation level CIPD Qualification for the HR profession.
This qualification is ideal for practitioners looking to acquire a means of professional recognition through CIPD membership in the field of human resources practice. The qualification is designed to provide a solid foundation in HR, whether you are just starting out in your career or want to move to the next level. The course will help you develop practical and relevant HR skills allowing you to add real value to your HR function.
New to the HR function or those aspiring to a career in HR
Personnel assistants, administrators or HR officers whose role is to provide advice and support for line management
Line managers or supervisors with staff who wish to enhance their skills and knowledge in HR
Looking to further their HR career with a professional qualification
Describe how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors.
Define the knowledge and skills required to deliver planned HR activities.
Develop a sound understanding of the knowledge and acquire the practical skills required for HR delivery.
There is NO EXAMINATION for this programme.
Module 1. Understanding Organisations and the Role of Human Resources
This unit provides an introduction to the role of the human resources operation within an organisation and environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors.
Module 2. Developing yourself as an effective human resources practitioner
This unit is designed to help you develop a sound understanding of the knowledge, skills and behaviour required of a professional HR practitioner. It will enable you to develop a personal development plan, following a self-assessment of learning and development needs that meets your personal and professional requirements.
Module 3. Recording, Analysing And Using Human Resources Information
This unit develops the learner’s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources function. It covers the legal implications of storing personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision making to meet organisation-wide objectives and support HR solutions for individuals.
Module 4. Contributing To the Process of Job Analysis
The overall focus of this unit is to develop the learner’s understanding of the principles and practice of job analysis and job design. The unit content is designed as an introduction to the knowledge and skills required in the use of a number of methods of conducting job analysis. Specifically, the unit will enable the learner to articulate the purpose of job analysis and its role in providing the foundation for a number of broader human resources practices. It is designed to cover the ways job analysis is used, including recruitment and selection, job evaluation and equal pay. Learners will develop a better understanding of how job analysis and design fits within the broader professional area of organisation design.
Module 5. Resourcing Talent
Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process.
You’ll understand the factors that impact on an organisation’s resourcing and talent planning activities and will learn about the relationship between recruitment and selection by identifying the key stages in each process. Your knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting interviews, and contributing to job offer and rejection letters will also be developed.
Key recruitment and selection legislations will be covered, along with good practice in employee induction and retention, and the importance of collaborative working with other stakeholders.
Module 6. Supporting good practice in performance and reward management
This unit provides an introduction to the purpose and processes of performance and reward management and the role of human resources in promoting and supporting good practice. Studying this unit will enable learners to develop their understanding of how motivational theories and associated tools can be used within the context of performance and reward management and how these can have a positive impact on an organisation’s business objectives.
It also provides an overview of appropriate skills and good practice associated with performance management reviews and follow-up and the data management aspects. Additionally learners will understand the role of financial and non-financial benefits and important determinants of reward decisions.
On completion, learners should feel more confident in providing first-line support to managers and employees on the subject of performance and reward management.
Module 7. Developing coaching skills for the workplace
This unit provides the learner with the broad concepts that underpin coaching within the workplace. It is intended to provide learners with an introduction to the theoretical aspects of coaching and an opportunity to develop coaching techniques where appropriate, for example in the capacity of line manager. The unit is also appropriate for individuals who support learning and development (L&D) professionals who have responsibility for developing coaching culture/strategy within the organisation.
Module 8. Supporting change within organisations
This unit covers the main factors that need to be considered in the change process and will enable learners to understand why organisations need to change with reference to key internal and external factors. Change concepts and different ways of managing change will be introduced. People respond to change in different ways and this manifests itself in varying behaviours. This aspect will be given particular attention along with the implications for the HR function. Learners will develop a better understanding of the change process and enhance their ability to support the organisation and its employees.