level 5 cipd assignments

How to Write a CIPD Level 5 Assignment(with Examples)

• October 28, 2023
• 4 Mins Read

Writing a CIPD Level 5 project may be a pleasant and demanding experience for both HR professionals and students. The Chartered Institute of Personnel and Development (CIPD) Level 5 qualification is intended to help individuals advance their knowledge of HR and L&D. It is critical to grasp how to produce good assignments in order to succeed in this program. We will walk you through the process of creating a CIPD Level 5 assignment in this blog article, including examples and recommendations to help you succeed.

Recognizing the Assignment Brief

It is critical that you properly comprehend the assignment brief before beginning to write your assignment. Identifying the important needs, such as word count, submission standards, and assessment criteria, is part of this. Consider the following assignment brief:

“Analyse the impact of employee engagement strategies on organizational performance in a case study company of your choosing.” Discuss the relevant theories and make suggestions for improvement. Your task should not be longer than 2,500 words.”

In this case, you must guarantee that your assignment is no more than 2,500 words long, that it focuses on employee engagement techniques and organizational success, and that it incorporates relevant ideas and recommendations.

Information Gathering and Research

Gather pertinent information and study materials next. This could contain academic articles, textbooks, industry reports, and case studies for a Level 5 assignment. Make certain that the sources you utilize are reliable and up-to-date. Here’s an example of how you could organize your research:

Review Academic Literature on Employee Engagement

Begin by studying academic literature on employee engagement and its impact on organizational performance. Cite applicable ideas and models, for example, Maslow’s Hierarchy of Needs or Herzberg’s Two-Factor Theory.

Choose a real-world company to serve as your case study. Collect information on their employee engagement strategies, such as surveys, policies, or success stories.

Interviews or Surveys

If possible, conduct interviews or surveys to collect primary data about the employee engagement activities of the case study company.

Organizing Your Assignment

A well-organized assignment is easy to read and evaluate. Consider the framework below for your CIPD Level 5 assignment:

Introduction (About 10% of Total Word Count)

Introduce the topic briefly and clarify the goal of the task.

Give a summary of the case study company and its significance.

Review of Literature (About 30% of Total Word Count)

Discuss pertinent theories and models concerning employee engagement and its impact.

Examine major discoveries from scholarly sources.

Methodology (About 10% of Total Word Count)

Describe your research methodologies, such as data gathering and analysis.

Justify your case study and research tools selection.

Case Study Analysis (About 30% of the Total Word Count)

Give a thorough examination of the case study company’s employee engagement practices.

Highlight their strengths and limitations in reference to the evaluated literature.

Recommendations (About 15% of the Total Word Count)

Provide ideas for the case study company to improve their employee engagement initiatives based on your investigation.

• Make sure your suggestions are practical and actionable.
• Conclusion (about 5% of total word count):
• Summarise the most important aspects of your assignment.
• Highlight the importance of your results and recommendations.

Use the appropriate referencing style (e.g., Harvard, APA, or Chicago) to cite all sources. Some tips that will help you;

Learn the Citation Style: Become acquainted with the citation style required by your discipline or institution. APA, MLA, Chicago, Harvard, and other styles are common. Get a style guide or use internet resources to learn about the rules and conventions of your preferred style.

Citation Management Software: Use citation management software such as EndNote, Zotero, Mendeley, or RefWorks. These tools let you automatically organize and cite your references, saving you time and eliminating errors.

Regular Practice

The more you practice referring, the better you’ll get. To hone your skills, create sample references and citations. It is advisable to practice with authentic materials such as articles, books, and websites.

When in doubt, consult style guidelines or instructions pertaining to your preferred citation style. These manuals contain detailed instructions on how to format references, in-text citations, and other aspects.

Use Online Reference Generators: Online reference generators can assist you in swiftly creating properly styled citations. Citation generators, such as Citation Machine and BibMe, can generate citations depending on the information you provide.

Check Your References: Before submitting your work, double-check your references to confirm they are correct. Author names, publication dates, page numbers, and URLs should all be double-checked. Errors can result in misunderstandings or lower grades.

Cite as You Write: Don’t wait until the end of your paper to add all of your sources. In order to keep your writing flowing, provide in-text citations as you write. This also aids in keeping track of your sources.

Examples to Consider

Some of the examples that I came across while working with CIPD level 5 assignment help are as under;

“Herzberg’s Two-Factor Theory suggests that both hygiene factors and motivators are critical for understanding employee satisfaction and performance (Herzberg, 1959).”

“According to a Gallup report, organizations with highly engaged employees experience 21% higher profitability (Gallup, 2020).”

“We conducted semi-structured interviews with 10 employees at XYZ Company to gain insights into their perceptions of the company’s engagement initiatives.”

“Based on our analysis, XYZ Company should consider implementing regular feedback mechanisms, such as quarterly surveys, to ensure ongoing employee engagement.”

“CIPD Report (2023) showed that you get the best input from the employees when they are adequately rewarded in a transparent way”.

A CIPD Level 5 assignment needs careful planning, extensive research, and excellent organization. You may design an engaging assignment that showcases your HR and L&D knowledge by comprehending the assignment brief, completing rigorous research, and adhering to a defined framework. Remember that real-world examples, case studies, and current research can help you create an impressive CIPD Level 5 project. Best wishes for your studies!

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Entry requirements.

To study this CIPD Associate Level 5 course, you should generally have at least one of the following:

• Some HR experience in an entry-level HR role
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• A degree and a desire to begin studying HR at a more advanced level than the  CIPD Foundation Certificate

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However, this isn't mandatory, and we're happy to review your case on an individual basis.

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Your CIPD Level 5 Associate course and assignments are fully online.

You'll study seven modules, made up of six core modules and your choice of one elective module.

Core modules

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

Elective modules (choose one) 

• 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**

For full details of what you’ll learn on each module, download our CIPD Associate Diploma course guide.

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You’ll complete written assignments for each module that you study, letting you demonstrate the new knowledge you’ve gained and the skills you’ve mastered.

You’ll submit your assignments online, and they’ll be marked by our assessors and moderated by CIPD.

Once you've passed all your assignments, you'll be awarded your new CIPD qualification! Please keep in mind that Assessment Briefs will be updated each year as part of the CIPD’s Assessment Change Cycle. 

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Which CIPD qualification is right for me?

There are three CIPD Human Resources qualifications to choose from.

The CIPD Foundation Certificate in People Practice is designed for those with no or minimal HR experience. It’s perfect if you’re looking for your first HR role.

The CIPD Associate Diploma in People Management is designed for those with some HR experience who are looking for a mid-level HR role. It’s also suitable if you have some experience of HR duties in a non-HR role (for example, as a manager), or if you're new to HR but have a degree and want to begin your studies at a higher level.

The CIPD Advanced Diploma in Strategic People Management is designed for those with considerable HR experience or an HR degree who are ready to take on postgraduate-level study. It’ll prepare you for strategic senior HR roles and allow you to apply for CIPD Chartered Membership once you have the necessary professional experience.

If you’d like to specialise in L&D, you could also study one of our CIPD Learning & Development courses .

We know everyone’s situation is different, so before you enrol, our CIPD Course Advisors will talk through your experience, education and ambitions to make sure you’re choosing the perfect course for you.

When can I start?

Right away! When you enrol, you’ll be able to log in to your course and get started within an hour.

There are no set start dates or schedules – everything is shaped around you.

On average it will take you between 12 to 15 months to study the CIPD Level 5 Foundation Certificate in People Practice, based on a typical study schedule of a few hours a week. There is nothing stopping you from completing the course in less time: the influencing factor is how much time you can dedicate to studying in a week. 

Balancing a full-time job, a family/a social life and study can be a challenge, so the exact time it takes you to complete your Level 5 qualification will depend on how much commitment you're willing to put in to your study. If you have more free time available that you put towards learning, you can probably complete the qualification faster. 

Thanks to the fact that the qualification is delivered entirely online, you'll be able to access course content and study whenever you want: all you need to do is log on. 

How will I be supported?

As an ICS Learn CIPD student, you'll always have a real person on hand to help you when you need it. From the moment you enrol, you'll have access to:

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On Demand learning offers flexibility with self-guided engagement, allowing you to progress through course materials at your own pace. Live Online learning offers the same opportunities to study flexibly, only it involves live-streamed CIPD workshops with other students, all led by your expert tutor.

Are there any specific specialisations or elective modules available at CIPD Level 5?

Yes, there are! When studying a CIPD Level 5 Associate Diploma in People Management, you'll be able to specialise in a particular subject area, by choosing your own elective module to study. This will allow you to enhance your understanding of an area of human resources that you have a professional interest in and help to develop your critical and analytical skills. 

In this qualification, you'll choose one elective module to study from this list:

• Advances in Digital Learning and Development

Specialist Employment Law is perfect if you're interested in employment legislation, how it's enforced and how to manage issues relating to it. You’ll explore employment regulation and how it’s used in business practice in the UK. You’ll explore the aims and objectives of employment law, the role played by the tribunal and courts in enforcing employment law, and how cases are settled before and after legal procedures. You’ll also examine the various elements of UK discrimination and redundancy law, as well as how to lawfully manage issues relating to pay, working time, and employment rights for flexible working.

Diversity and Inclusion  is ideal for professionals interested in exploring diversity, inclusion and equity in the modern workplace. Focusing on the value that diversity and inclusion has in the workplace and how a diversity and inclusion strategy can support your organisation, you’ll learn about organisational policies and practices in relation to diversity and inclusivity at work, and conduct an equality impact assessment on a people practice policy.

People Management in an International Context is well-suited to professionals who want to work in a global context, across many different countries. You’ll look at the context and complexities involved in international people management, assessing the drivers and benefits of employment in an international context.

You’ll also explore the varied approaches to policy and practice and learn the key factors affecting international recruitment, well as the challenges and cultural differences you’ll need to consider in your practice. 

Leadership and Management Development  is a good choice for those who are fascinated with how management and leadership can influence workplace culture. You’ll explore the fundamental elements that drive the need for leadership and management within organisations.

You’ll examine the roles that leaders and managers perform in different contexts and assess the skills and competencies they require, learning how people professionals can support the development of leaders and managers.

Wellbeing at Work  is suited to professionals are interested in the links between work, health and wellbeing. In this module, you'll explore how wellbeing connects with wider people management and organisational strategy, and understand how it can be managed to support business goals.

You’ll look at the main theories and issues surrounding wellbeing at work, and identify the stakeholders that are required to maintain wellbeing initiatives, developing a plan for your own workplace wellbeing programme.

Advances in Digital Learning and Development explores how technological development and  digital collaboration can impact the design and delivery of L&D over time, including the risks and challenges that technology-based learning and development poses for organisations. You’ll explore the systems used for delivering online and in-person learning and discuss the implications of these methods, as well as create engaging digital learning content to meet specific purposes and learning needs.

Are there any work experience or practical requirements associated with CIPD Level 5 courses?

As the CIPD Level 5 Associate Diploma in People Management is an undergraduate-level course, you'll usually need one of the following to be eligible to study the qualification:

• Some previous professional experience working in HR
• Experience performing HR duties in a non-HR role (for example, as a manager)
• A degree (any subject) and a genuine interest in studying HR at a more advanced level than the CIPD Foundation Certificate

The key thing to remember in terms of eligibility for the CIPD Level 5 Associate Diploma is the fact that any experience of HR or carrying out HR duties in a role will help you a lot when it comes to qualifying for the qualification. 

As well as having one of the above to be able to study the Level 5, you'll need to be able to demonstrate that you can speak and write in English to a high level. 

If English is your second language, we recommend that you have an IELTS 6.0/TOEFL 79/Cambridge Grade C or equivalent. We're happy to review your case on an individual basis if you're unsure though. 

If you're unsure about whether or not you're eligible to study the course, just contact one of our friendly course advisors who will be able to talk through whether your skills, experience and qualifications meet those required for study on this course. 

Can I pursue a CIPD Level 5 qualification if I have already completed Level 3?

Definitely! The CIPD Level 5 Associate Diploma in People Management is designed to follow on from the CIPD Level 3 Foundation Certificate in People Practice so it's the perfect qualification to study if you're looking to build your HR career in a dedicated, systematic way. If you've already successfully completed the CIPD Level 3 Foundation Certificate, you'll be eligible to study the Level 5 Associate Diploma. 

The Level 5 qualification builds on the foundation knowledge that you developed throughout the Level 3. Covering topics at a more advanced level than Level 3, the Level 5 will allow you to take your skills to the next level, enhance your existing skills and take the first steps towards specialising your HR practice based on your professional interests. 

Pursing the CIPD Level 5 qualification after gaining the CIPD Level 3 is recommended if you want to develop your career and achieve more senior roles. 

How does CIPD Level 5 differ from Level 3 in terms of content and complexity?

The CIPD Level 5 Associate Diploma in People Management is a mid-level qualification aimed at professionals who are looking to develop their current career in Human Resources and advance to more senior HR positions. It's at the undergraduate level, in terms of difficulty. 

It's ideal for HR professionals who have existing experience in human resources and people management, or for those who have successfully completed the CIPD Level 3 Foundation Certificate in People Practice. You'll need some prior work experience in the field to be eligible to study this course. 

A Level 5 course, this qualification will hone your professional knowledge and take your skills to the next level. It's designed to challenge your expertise and equip you with the specialist, critical and strategic HR skills for you to be able to perform intermediate HR roles successfully. 

The course is split into seven modules, six of which are core modules and one elective module which you'll choose yourself, based on your own professional interests:

In Talent Management and Workforce Planning , you'll explore how managing the workforce is vital to ensure long-term business success. In this module, you’ll look at contemporary labour market trends and understand their significance for workforce planning, including how organisations can position themselves in competitive labour markets.

You’ll also explore the techniques used to forecast supply and demand, study various approaches to succession and contingency planning and learn how to build diverse talent pools, manage contractual arrangements and onboarding, and develop and retain your organisation’s talent.

In Reward for Performance and Contribution , you’ll look at how to develop effective reward packages and how to gather and analyse data to support reward decisions. You’ll learn how internal and external business factors influence reward strategies and policies, the financial drivers of the organisation and the impact of reward costs.

In addition, you'll examine the principles of reward and its importance to workplace culture, performance management, and how policies and practices are implemented, and learn about the legislative requirements that impact reward, considering the role of HR in supporting managers to make fair, consistent and appropriate reward judgements.

Professional Behaviours and Valuing People will help you you evaluate what it means to be a people professional, how the role is evolving, and how you can apply personal and ethical values at work.

You’ll learn how to champion inclusive and collaborative strategies,  explore the human and business benefits of inclusive behaviours and the right to be fairly treated at work and evaluate solutions aimed at building positive working relationships.

Finally, you’ll assess your own strengths and weaknesses and formulate a Continuous Professional Development plan to guide your learning journey.

In Organisational Performance and Culture in Practice , you'll explore the connections between organisational structure and strategy and the wider world of work in a commercial context. Examining the factors and trends that impact business strategy and workforce planning, you'll look at the influence of culture as well as employee wellbeing and behaviour in delivering change and organisational performance and learn how to analyse and assess organisational priorities.

In Evidence-Based Practice , you'll develop an understanding of evidence-based practice and the tools and methods that you can use to diagnose workplace issues, challenges and opportunities.

You’ll also learn to evaluate the benefits, risks and financial implications of solutions aimed at improving people practice issues, as well as measure the impact and value people practice contributions make to organisations.

In Employment Relationship Management , you'll analyse the key approaches, practices and tools you can use to manage and enhance the employee relationship.

You’ll develop an understanding of practices aimed at supporting employees as well as review emerging trends and developments to inform approaches to employee engagement. You'll also examine collective employment law and employee representation, and gain practical skills in performance, disciplinary and grievance matters, acquiring the skills required for handling procedures effectively.

You can find out more about what you'll study on the CIPD Level 5 Foundation Certificate in People Practice in our blog, CIPD 101: A Complete Guide to CIPD HR

How can I pay for my CIPD level 5 course?

If you’re funding the course yourself, our flexible 0% payment plans allow you to spread the cost with interest-free* monthly instalments.

Plus, with our price match guarantee, we’ll match any provider’s price for a like-for-like CIPD course, so you’ll always get the best deal with us.

If your employer is funding all or part of your course,  we can invoice them directly for your course fees – just let your course advisor know and we’ll arrange everything.

We also accept funding through  ELCAS  for this course.  If you’re an Armed Forces member looking to use the Enhanced Learning Credits Scheme, speak to our course advisors for more details.

Do I need to be a CIPD member?

Yes, you must be a CIPD member for the duration of your studies. We can’t submit your assignments for moderation, give you assessment grades, or award your qualification unless you’re an active CIPD member, so you must register before submitting your first assignment.

We’ll give you full details of how to join as a Student Member after you enrol. You’ll pay an annual Student Membership fee – our CIPD Advisors can give you the most up-to-date costs.

What are the benefits of CIPD membership post-qualification?

When you complete your course, you’ll become an Associate Member of the most prestigious HR and L&D organisation in the world , the Chartered Institute of Personnel and Development (CIPD).

You’ll join a community of 160,000 ambitious, forward-thinking professionals across 120 countries, and have exclusive access to insights, advice and guidance from prominent HR and L&D experts. On top of offering you the professional credibility you need, CIPD membership has the potential to increase your earning potential even further than your CIPD qualification alone; up to £4,400** as an Associate Member or up to a whopping £17,200** as a prestigious Chartered Member in mid to senior-level HR roles!  If you’re interested in becoming a CIPD member, take a look at the new CIPD membership levels and how they’re aligned with  CIPD’s Profession Map .

Can I study a shorter version of the CIPD Level 5 course?

If you’re not ready to commit to the full qualification and would like to focus on only the essential modules of this course, you could study our CIPD Level 5 Core programme.

It covers 3 modules:

The programme has an average completion time of 6 months and a support period of 9 months. It costs £1,529 which can be paid in interest-free monthly instalments.

Bear in mind that the Core programme won’t give you a CIPD qualification, just the essential skills you need for mid-level HR roles.

If you complete the programme and then decide you’d like to move onto the full CIPD Level 5 Diploma, you won’t need to take the whole course again – you can simply complete the extra 4 modules and you’ll be CIPD qualified!

For more information on our CIPD Core programmes, get in touch with our course advisors by webchat, email or phone.

Can I fast-track the CIPD Level 5 course?

Yes, you can! If you enrol on our CIPD fast-track programme, you'll cover the same content on an accelerated timeline of 10 months, and you'll be expected to study for 8 to 10 hours each week (this includes attending classes, reading, working through content and writing assessments).  This type of accelerated study may be ideal for students who are balancing study with work or family commitments or may be tied to achieving a qualification for a performance review or appraisal.  For more information on our CIPD fast-track programmes, get in touch with our course advisors by webchat, email or phone.

What are the career prospects after completing a CIPD Level 5 qualification?

After you've successfully completed the CIPD Level 5 Associate Diploma in People Management, you'll be qualified to apply for a range of mid-level HR positions, including management positions.

After gaining your qualification, you'll be eligible to apply for more intermediate HR roles like:

• Talent Advisor
• Recruitment Advisor
• Diversity, Equity and Inclusion Advisor 

You'll also find that you could potentially be qualified for entry-level management roles like:

• HR Group Advisor

How do I enrol?

Get in touch with our CIPD Advisors on  0333 920 6013 .

They’ll talk through your experience, education and ambitions to make sure you’re choosing the right course, then get you enrolled with an interest-free payment plan. You can also verify that your course is budget-friendly when you use our handy affordability calculator . 

If you have any disabilities which you think might affect your studies or assessments, please tell your Course Advisor before you enrol so we can advise you on whether reasonable adjustments can be made to accommodate your needs.

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How to Write a CIPD Level 5 Assignments with Examples

Before delving into the topics of CIPD Level 5 assignments, we will first give a brief overview of what it is. The acronym stands for Chartered Institute of Personnel Development. It mainly focuses on the subjects of Human Resource and Learning and Development. This qualification is extremely valuable and is acceptable around the UK. Human…

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CIPD Profession Map: A concise guide to implementation and self-assessment The business world is booming at a considerable rate. With the growth of industries and changes in the dynamics of the major professions, companies need the expertise of talented Human Resource (HR) managers. Because why not? Behind every successful company and its operations is a…

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What Is The Difference Between CIPD Level 5 Certificate & Diploma

Are you planning to build your career specifically in Human Resources? If yes, then consider this piece of writing as a worthy guide. After knowing your career plans, did someone ever ask you whether you will acquire CIPD level 5 or the diploma? These questions might create confusing prospects for you but do not worry.…

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CIPD Level 5 HR Course Details

The CIPD Level 5 Diploma is designed for those who have some experience in human resources and wish to build a career in people management. During this course, you will build a stronger understanding of how to manage and develop the people management function within your organisation. 

You will gain the skills needed to evaluate contemporary theories and models and apply them strategically to enhance the performance of any organisation you work for. You will have an understanding of the external environment in which your company is operating and how this compares to other sectors of the economy.

Our academic and practical experience in delivering the CIPD Level 5 Diploma and modules will provide you with a clear progression pathway within any people management role.

The CIPD Level 5 qualifications are internationally recognised and equivalent to undergraduate degree level. Gaining a CIPD Level 5 Diploma in People Management means that you will be able to upgrade to CIPD Associate Membership and use 'Assoc CIPD' on your CV and LinkedIn profile.

Entry Requirements

In order to qualify to study the CIPD HR Level 5 Associate Diploma course, you must have at least one of the following: 

• Some HR experience in an entry-level HR role
• Experience undertaking HR-related duties in a non-HR role (as a manager, for example)
• A university degree and the desire to study HR at a more advanced level than the CIPD Level 3 Foundation Certificate

If English is your second language, we recommend that you have achieved one of the following (or an equivalent):

IELTS: 6.0 overall score with a minimum of 5.5 in each category TOEFL: 79 overall score with a minimum of 17 in each category Cambridge: Grade C or above However, this is not mandatory and we are happy to review your case on an individual basis.

You will be expected to complete a written assignment, up to 4,000 words, at the end of each module that you study, allowing you to demonstrate your newly acquired knowledge and skills, which you have mastered during the modules.

Your assignments will then be be submitted online and marked by our assessors, while moderated by CIPD.

Once you have successfully passed your assignments, you will then be awarded your new CIPD qualification. Along with that, you will also be able to progress to the next level and begin your Level 7 Advanced Diploma in Strategic People Management . 

Payment Details

We offer flexible 0% payment plans that allow you to spread the cost of your qualification with our interest-free* monthly payments options. You can also pay for your qualification in full during the enrolment process.

If, however, your employer is funding all or parts of your course on your behalf, we can directly invoice your organisation for your course fees. If you need some extra assistance, give our affordability calculator a try before you enrol. 

Career Options

HR Manager Average Pay**

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CIPD Level 5 HR Modules

You will study the 3 core and 3 specialist modules, along with 1 optional module of your choice during this course. 

Core: Organisational performance & culture in practice

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

Core: Evidence based practice

The aim of this module is to help you understand the importance of capturing quantitative and qualitative evidence, in order to gain insight and evaluate critical information. The module focuses on analysing evidence to improve decision-making and learn how measuring the impact of people practice is essential in creating value.

Core: Professional behaviours & valuing people

In this module you will learn how applying key professional behaviours including ethical practice, courage and inclusivity can build positive working relationships and support employee participation and well-being. It considers how developing and mastering new professional behaviours and practice can impact performance.

Specialist: Employment relationship management

This module focuses on looking at the key practices and tools that manage and build employee relationships, to ultimately create better working lives and leverage organisational performance.

Specialist: Talent management & workforce planning

This module examines the impact of effective workforce planning; the value of diverse talent pools and how to contract and onboard the workforce. It also involves analysis of the potential cost to the organisation (if poorly managed) and the tools and interventions required to mitigate this risk.

Specialist: Reward for performance & contribution

The focus of this module is to examine both internal and external business factors and how they influence reward strategies and policies, the financial drivers of the organisation and the impact of reward costs. It also considers the importance of the role of people practice in supporting managers to make professional reward judgments and the impact of rewarding performance.

Optional: Specialist employment law

The specialist employment law module looks at the key areas of employment legislation and its legal framework. It focuses on how people professionals are obliged to take account of legal requirements in different jurisdictions when carrying out the varied aspects of their role.

Optional: People management in an international context

This module is designed to help People Management practitioners to understand people practice from an international perspective. It concentrates on the challenges, considerations and importance of people practice in an international context. You will learn about the importance of people practice and the process and benefits of managing expatriates.

Optional: Diversity & inclusion

This module primarily focuses on how adapting leadership styles to manage, monitor and report on equality and diversity is essential for inclusive practice and legislation. The importance of promoting a diverse and inclusive workforce to drive a positive culture, and celebrate diversity and inclusion, increases organisational performance, as well as meeting the needs of employees and customers more effectively.

Optional: Leadership Management Development

This module reviews the fundamental elements that drive the need for leadership and management with organisation. Students will be able to identify the roles leaders and managers perform in different contexts, assessing the skills and competencies they require, while also learning how people professionals can support the development of leaders and managers. 

They will then go onto evaluating indicators of successful leadership programmes, while assessing the impact leadership and management development has on an organisation and its employees.

Optional: Wellbeing at Work

This module explores the vital links between work, health and wellbeing. Students will learn how wellbeing connects with wider people management and organisational strategy, and understand how it can be manager to support business goals.

They will also evaluate the main theories and issues surrounding wellbeing at work and identify the stakeholders that are required to maintain wellbeing initiatives.

Finally, they will have the chance to develop their own plan for a workplace wellbeing programme. 

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CIPD Level 5 FAQs

Why should i study live online with acacia learning.

Since 2007, Acacia Learning has been a premium education provider dedicated to personal and professional career development, with convenient and flexible learning options - and a 99% pass rate.  We help people elevate their careers and increase their earning potential with our internationally recognised professional qualifications, offering world-class content by leading practitioners. 

Which CIPD HR course is right for me?

Depending on what stage of your career you are in, you can enrol on one of the following options to get started on your Acacia Learning journey: 

The  CIPD Level 3 Foundation Certificate in People Practice  is the perfect introductory qualification to HR and L&D, aimed at those with no or limited industry experience. It is the ideal qualification for those looking to attain an entry-level role, such as HR Assistant.

The  CIPD Level 5 Associate Diploma in People Management  is designed for people professionals in mid-level positions, such as an HR Advisor or Manager. For those with some HR experience, whether that is working directly in HR or in a role that involves some aspects of HR, such as management, then this is the ideal course.

The Associated Diploma is also a great choice for newcomers to people management, who hold a university degree and want to begin their studies at a higher level. 

The  CIPD Level 7 Advanced Diploma in Strategic People Management  is ideal for people professionals with significant HR experience or those with an HR degree looking to progress further. This course acts as preparation for more strategic senior roles like HR Business Partner, HR Consultant or HR Director. 

We understand that every learner is different, so before you enrol with us, feel free to contact our Course Advisors to discuss your options. 

When can I begin my CIPD Level 5 HR course?

As our courses are fully flexible and taught Live Online, you are able to be fully flexible with your schedule and complete your online classes from anywhere.  Contact our course advisors for more details.

How will I be supported throughout my course?

At the beginning of your course, you will be granted access to our learning platform, 'mystudyspace', which includes a variety of carefully crafted resources to aid your learning and broaden your knowledge, including videos and podcasts you will need for each module.

In addition, your tutor will assist and guide you throughout your studies, answer your questions and provide relevant feedback on all coursework. They are there to support you throughout your studies as well as our helpful Student Support team, who you can also contact at any point during your course.

Am I required to be a CIPD member?

Yes, you are required to be a CIPD member for the duration of your CIPD studies.

Unless you are an active CIPD member, we cannot submit your assignments for moderation, provide you with assignment grades, or award you with your qualification. Therefore, you must be registered before you submit your first assignment. 

We will provide you with full details on how to join with a Student Membership, following your enrolment. You will then need to pay an annual CIPD Membership fee, for which our CIPD Advisors will give you the most up-to-date costs.

How can I pay for this course?

If you are planning to fund the course yourself, our flexible 0% payment plans allow you to spread the cost with our interest-free* monthly payment options , or additionally pay for the qualification in full during the enrolment process. 

We understand that enrolling on a professional qualification is a commitment and therefore will do our best to find a payment situation that works for you.  

If your employer is funding all or parts of your course on your behalf, we can directly invoice your organisation for your course fees. Simply make your advisor aware of the payment arrangements and we will take care of everything for you. 

Please note that a CIPD membership must be held to complete any CIPD courses and this is not included within our course fee.

Check out our affordability calculator

How can I enrol on the CIPD Level 5 HR course?

If you are interested in enrolling on a CIPD course with us, get in contact with our CIPD Advisors today. 

They will talk through your experience, education and professional ambitions to ensure you are choosing the right course for you. They will then help you get enrolled with our interest-free* payment plan.

If you have any disabilities which you think may affect your studies or assessments, please let your Course Advisor know before you enrol so we can provide you with guidance on whether reasonable adjustments can be made to accommodate your needs.

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CIPD Level 5 Course | Associate Diploma in People Management

Enhance your earning potential and advance your career in hr with a cipd level 5 intermediate certificate in people management.

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What is the CIPD Level 5 Associate Diploma in People Management?

The CIPD Level 5 HR is the intermediate level of qualification offered by Avado. It is designed for those who have some experience in human resources and wish to build a career in people management. It helps you deepen your understanding of HR management, covering areas such as employee relations, talent planning, employment law, and leadership. Avado’s CIPD Level 5 course aims to enhance both practical skills and theoretical knowledge, equipping HR professionals to apply advanced HR principles effectively in the workplace and advance your HR careers.

Completion of an Associate Diploma in People Management demonstrates a more advanced understanding of HR principles and practices, preparing individuals for roles with increased responsibility within the HR field. It serves as a stepping stone for further professional development and potentially pursuing higher-level qualifications within the CIPD framework. 

CIPD Level 5 HR course highlights

What’s included in your cipd level 5 hr online and distance learning course.

When you learn with Avado, you get access to our online learning Hub, which comes with lots of benefits. It’s no different when you’re working on your CIPD Level 7 courses online with us.* You’ll get:

24-hour access to the online campus

So you can complete your coursework when it suits your schedule.

Online, live classes

Regular online live classes with your tutor and classmates.

Flexibility

So you can focus on being productive while still developing yourself from home.

Instant Assignment Feedback (only at Avado)

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Exclusive HR community where professionals interact, share, and benefit.

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Subject matter expert tutors and a community for support through the course.

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Level 5 CIPD Assignment Samples

The Chartered Institute of Personnel and Development (CIPD) Level 5 qualifications are designed for HR practitioners looking to enhance their skills and knowledge in the field of human resource management. These qualifications focus on developing HR professionals who can provide strategic leadership, drive change, and support the organization’s goals and objectives.

The Level 5 CIPD assignments are typically more complex and challenging than the Level 3 and Level 4 assignments, as they require candidates to demonstrate a deeper understanding of the concepts and theories of HRM. These assignments are designed to assess a candidate’s ability to apply their knowledge and skills to real-world situations and provide evidence of their learning and development.

Some sample Level 5 CIPD assignments may include topics such as:                   

Managing and Coordinating the HR Function: This assignment may require candidates to demonstrate their understanding of the key responsibilities of the HR function, such as talent management, employee engagement, and workforce planning.

Understanding Organizational Culture and Change: This assignment may require candidates to explore the role of HR in facilitating organizational change and how to create a culture that supports the organization’s goals and objectives.

Developing Leadership and Management Skills: This assignment may require candidates to demonstrate their understanding of the different leadership styles and how to develop and implement effective management strategies.

Reward Management:

This assignment may require candidates to evaluate different approaches to reward management, such as performance-based pay, bonuses, and benefits.

To successfully complete these assignments, candidates will need to conduct research, analyze data, and apply critical thinking skills. They will also need to demonstrate effective communication skills and be able to present their findings in a clear and concise manner.

In conclusion, the Level 5 CIPD assignments are challenging and require candidates to demonstrate a deep understanding of the concepts and theories of HRM. However, by successfully completing these assignments, candidates can enhance their skills and knowledge in the field of HR and advance their careers.

What is Level 5 Assignment Samples Modules Covered

The Chartered Institute of Personnel and Development (CIPD) Level 5 qualification is designed for HR professionals looking to develop their knowledge and skills in the field of human resource management. The Level 5 CIPD assignment samples are typically more challenging than the Level 3 and Level 4 assignments as they require a deeper understanding of HRM concepts and theories. Here are some modules covered in the Level 5 CIPD assignment samples.

Managing and Coordinating the HR Function: This module is designed to provide an understanding of the key responsibilities of the HR function such as talent management, employee engagement, and workforce planning. The module helps learners to develop their skills and knowledge to manage the HR function effectively.

Understanding Organizational Culture and Change:

This module focuses on the role of HR in creating a culture that supports the organization’s goals and objectives. It covers topics such as organizational culture, change management models, and the role of HR in change management.

Developing Leadership and Management Skills:

This module provides an understanding of different leadership styles and management approaches. It aims to help learners develop and implement effective management strategies in organizations. Topics covered include leadership theory, management models, and team-building strategies.

This module covers the different approaches to reward management such as performance-based pay, bonuses, and benefits. It aims to help learners develop and implement effective reward management strategies that align with the organization’s goals and objectives.

Employment Law:

This module covers the key principles of employment law such as discrimination law, employment contracts, and termination of employment. The aim of this module is to provide learners with an understanding of the legal framework that governs the employment relationship and how to apply it in practice.

Organizational Design and Development:

This module covers the process of designing and developing organizations that are fit for purpose and align with the organization’s goals and objectives. Topics covered include organizational structure, design models, and change management.

Employee Relations:

This module focuses on the management of employee relations including the resolution of workplace disputes, employee engagement, and the development of effective employee relations policies and procedures.

Investigating a Business Issue from an HR Perspective: This module requires learners to conduct an independent research project on a business issue of their choice and present their findings in a written report. This module provides learners with an opportunity to apply their skills and knowledge to a real-world business issue.

In summary, the Level 5 CIPD assignment samples cover various modules that provide learners with the skills and knowledge they need to manage the HR function effectively. These modules cover areas such as organizational culture and change, leadership and management, reward management, employment law, organizational design and development, employee relations, and investigating a business issue from an HR perspective. To successfully complete the Level 5 CIPD assignments, learners need to apply their skills and knowledge to real-world situations, conduct research, analyze data, and develop evidence-based recommendations. Effective communication skills are also essential, as learners need to present their findings in a clear and concise manner. Overall, completing the Level 5 CIPD assignments can help HR professionals advance their careers by enhancing their skills and knowledge in the field of human resource management.

CIPD Level 5  Assignment samples  along with other Level Examples for Reference

·   5CO01 CIPD Assignment Help Examples Online

·   5CO02 CIPD Assignment Help Examples Online

·   5UIN CIPD Assignment Help Examples Online

·   5CHR CIPD Assignment Help Examples Online

·   5ODG CIPD Assignment Help Examples Online

·   5ODT CIPD Assignment Help Examples Online

·   5DVP CIPD Assignment Help Examples Online

·   5HRF CIPD Assignment Help Examples Online

·   3CO02 CIPD Assignment Help Examples Online

·   3CO03CIPD Assignment Help Examples Online

·   5HR01 CIPD Assignment Help Examples Online

You can refer our cipd assignment examples and check our quality. If you need any CIPD assignment help , please contact us on WhatsApp +1-646-948-8918 or submit your request  here .

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CIPD Level 5 Assignments Answer Sample for UK Students

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