PMP Hadaf

Acacia Learning CIPD Level 5 Diploma in Human Resource Management Training Course

15 Days Instructor Led Course

Training Schedule for Acacia Learning CIPD Level 5 Diploma in Human Resource Management

City Date Duration Time Language Price Venue Registration
Riyadh 21 Apr 2019 - 01 Aug 2019 15 Days Weekday:
Sun/Mon/Tue/Wed/Thur 21 - 25 Apr
Sun/Mon/Tue/Wed/Thur 23 - 27 Jun
Sun/Mon/Tue/Wed 28 - 31 Jul
Thur 1 Aug -
All days: 09:30am - 04:30pm
English SAR 35,000 TBD Enroll
Dammam 09 Jun 2019 - 29 Aug 2019 15 Days Weekday:
Sun/Mon/Tue/Wed/Thur 9 - 13 Jun
Sun/Mon/Tue/Wed/Thur 14 - 18 Jul
Sun/Mon/Tue/Wed/Thur 25 - 29 Aug -
All other days: 09:30am - 04:30pm
English SAR 35,000 TBD Enroll
Jeddah 15 Sep 2019 - 28 Nov 2019 15 Days Weekday:
Sun/Mon/Tue/Wed/Thur 15 - 19 Sep
Sun/Mon/Tue/Wed/Thur 20 - 24 Oct
Sun/Mon/Tue/Wed/Thur 24 - 28 Nov -
All other days: 09:30am - 04:30pm
English SAR 35,000 TBD Enroll
Riyadh 13 Oct 2019 - 26 Dec 2019 15 Days Weekday Evening:
Sun/Mon/Tue/Wed/Thur 13 - 17 Oct
Sun/Mon/Tue/Wed/Thur 17 - 21 Nov
Sun/Mon/Tue/Wed/Thur 22 - 26 Dec -
All days: 09:30am - 04:30pm
English SAR 35,000 TBD Enroll

Do you prefer a personalized learning experience? You can customize your course to suit your training needs, by having:

  • Training assessment before start
  • Tailored curriculum
  • Focus on work cases
  • Start from Any Date
  • Flexibility in scheduling
  • and more..

Click here to read about our customized training services.

Course Objective

The intermediate level enables you to compare, contrast and evaluate developments in theory and practice that influence the design, delivery and management of HR. This allows you to help drive sustained business performance and anticipate future organisational needs. This course will help you understand how to evaluate the effectiveness of HR and L&D models and practices, whilst developing your planning, analytical and problem-solving skills.

Targeted Audience

  • Those already working in HR or L&D and want to develop their knowledge and skills
  • Those seeking to progress their career in HR and L&D management by gaining a professional qualification
  • Students wanting to understand the role of HR or L&D in the wider organisational and environmental context

Delivery Method

  • Instructor-Led, 15 days training course
  • Coursework activities and assignments to be given during class

Human Resources (HR) professionals need to understand key developments in the business and external contexts within which HR operates. This unit enables learners to identify and review the business and external contextual factors affecting organisations and to assess the impacts of these factors on the HR function. The unit also examines HR’s role in strategy formulation and implementation. The unit is designed to encourage learners to adopt a critical perspective of these contexts and to provide workable organisational and HR solutions to address them.

On completion of this unit learners will be able to:

  • Understand the key contemporary business issues and main external factors affecting different organisations and the impact on HR.
  • Understand how organisational and HR strategies and practices are shaped and developed.
  • Know how to identify and respond to changes.

The purpose of this unit is to introduce learners to human resources (HR) activity and to the role of the HR function in organisations in general terms. It focuses on the aims and objectives of HR departments in contemporary organisations and particularly on the ways that these are evolving. Different ways of delivering HR objectives and emerging developments in the management of the employment relationship are explored as well as the methods that can be used to demonstrate that the function adds value for organisations. The unit also aims to inform learners about published research evidence linking HR activity with positive organisational outcomes. The case for professionalism and an ethical approach to HR is introduced, as is the role played by HR managers in facilitating and promoting effective change management.

On completion of this unit, learners will:

  • Understand the purpose and key objectives of the HR function in contemporary organisations.
  • Understand how HR objectives are delivered in different organisations.
  • Understand how the HR function can be evaluated in terms of value added and organisation performance.
  • Understand the relationship between organisational performance and effective HR management and development.

This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by Human Resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD Profession Map. The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a Continuing Professional Development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct.

On completion of this unit, learners will:

  • Understand what is required to be an effective and efficient HR professional.
  • Be able to perform efficiently and effectively as an HR professional.
  • Be able to apply CPD techniques to construct, implement.

Human Resources (HR) professionals need to be able to present a viable and realistic case for improvement based on sound work-based research and an understanding of what is considered good practice. This core unit develops the skills of research and enquiry in order to enable learners to identify appropriate data sources to support an investigation into an area of HR practice and to synthesise and apply this data, to evaluate the role of HR in business and strategy formulation and implementation, and to prepare and present a business case for improvement.

On completion of this unit, learners will:

  • Understand the research process and different research approaches.
  • Be able to conduct a critical review of information sources in an area of HR/business practice and analyse the findings.
  • Be able to draw meaningful conclusions and evaluate options for change.
  • Know how to deliver clear, business-focused reports on an HR issue.

A fundamental part of the Human Resource (HR) management role is concerned with the mobilisation of a workforce, taking responsibility for ensuring that the organisation is able to access the skills it needs at the time and in the places that it needs them to drive sustained organisation performance. This involves attracting, retaining and, from time to time, managing the departure of staff from the organisation. Achieving this requires insight-driven strategic and operational activity. Organisations are obliged to compete with one another to secure the services of a workforce in labour markets that are continually evolving. One of the major aims of this unit is thus to introduce learners to the strategic approaches that organisations take to position themselves as employers in the labour market and to plan effectively so that they are able to meet their current and anticipated organisational skills needs. Another is to introduce the key operational tools, techniques and practices that organisations use to resource their organisations effectively. These encompass recruitment, selection, workforce planning, staff retention, succession planning, retirement and dismissal processes. The purpose of this unit is to provide an overview of the way different organisations are managing these activities and which are the most effective in the context of diverse and distributed locations.

On completion of this unit, learners will:

  • Understand key contemporary labour market trends and their significance for workforce planning.
  • Be able to undertake talent planning and recruitment activities.
  • Understand how to maximise employee retention.
  • Know how to manage dismissal, redundancy and retirement effectively and lawfully.

This unit is intended to provide learners with a broad understanding of what is meant by employee engagement, including how it can be linked to and yet be distinguished from other related concepts. It covers the components of employee engagement and the processes through which high levels of engagement can be secured and sustained within an organisation, with special reference to the comprehensive application of human resources (HR) policies, strategies and practices. The unit also introduces the learner to the principles of and applications for high-performance working (HPW).

On completion of this unit, learners will:

  • Understand the concept and components of employee engagement and evidence showing its contribution to achieving business outcomes.
  • Understand the importance of employee engagement as a contributor to positive corporate outcomes.
  • Know how to implement HR strategies and practices to raise levels of employee engagement in a specific organisational context.

This unit introduces the learner to how organisations can drive sustained organisation performance by creating a high performance work organisation (HPWO) and involving line managers in the performance management process. The unit assesses the different conceptual frameworks of high performance working (HPW) and examines its impact on organisational performance, competitive advantage, employee engagement and employee well-being. It provides the learner with the business case for, and the barriers to, HPW as well as the role of people management in improving organisational performance. Furthermore, the unit examines the contribution of the performance management process and shows how the involvement and commitment of line managers, and the use of effective and inclusive collaborative working and communication techniques, can support the building of a high-performance culture that promotes diversity, trust, enthusiasm and commitment and that recognises critical skills, capabilities, experience and performance.

On completion of this unit, learners will:

  • Understand the concept of high-performance working (HPW) and its contribution to creating and sustaining a high performance work organisation (HPWO).
  • Understand the contribution of performance management to high levels of performance and the role of line managers in the process.
  • Know how to create and sustain a community of practice to build a high-performance culture.

The purpose of this unit is to develop the learners’ understanding of both coaching and mentoring and of the potential value of both practices within organisations. The unit will also provide opportunities for the learners to enhance their coaching and mentoring skills. The unit begins by exploring and differentiating between the concepts of coaching and mentoring. The benefits for different stakeholders including the coach/coachee and mentor/ mentee will be explored. The unit goes on to look at different models of implementing coaching and mentoring in organisations, the role of line managers in both the practices and the factors that all need to consider before implementation. The unit provides the learners with guidance on how they can support the implementation of coaching and mentoring activity in organisations.

On completion of this unit, learners will:

  • Understand the nature, purpose and benefits of coaching and mentoring in organisations.
  • Understand the different ways coaching and mentoring can be implemented in organisations.
  • Be able to support the implementation of coaching and/or mentoring programmes within an organisation.

Eligibility Requirements

  • English proficiency (preferably IELTS, TOFEL or an equivalent)
  • Undergraduate level academic qualification

No, this diploma has assignments & each assignment is to be submitted at the end of every block.

This diploma is for individuals who want to expand their knowledge in the HR field. Thus, no specific years of experience are required for this diploma.

  • English proficiency (preferably IELTS, TOFEL or an equivalent).
  • Undergraduate level academic qualification.

The duration of the CIPD Level 5 diploma is 15 days, distributed over a three months period.

It’s accredited from Acacia Learning,the approved CIPD Training provider, in partnership with Bakkah.

It’s not a must, but you need to have high levels of English language proficiency. CIPD recommend IELTS 5.5

Yes this certificate is supported by HRDF. For more details on the amount and conditions, you may contact HRDF.​

If you fail on the first time, then you are given a chance to resubmit within 2 weeks. If you submit it again and it gets rejected for the second time, then you fail the entire module and will have to retake it again with specific fees.

To fulfil CIPD and Acacia Learning requirements learners are required to attend a minimum of 80% per unit in order to be certificated at the end of the programme.

After successful completion and passing all units your certificate is claimed by Acacia Learning UK and takes 8-12 weeks to deliver.

+ Upcoming Training Schedule

Training Schedule for Acacia Learning CIPD Level 5 Diploma in Human Resource Management

City Date Duration Time Language Price Venue Registration
Riyadh 21 Apr 2019 - 01 Aug 2019 15 Days Weekday:
Sun/Mon/Tue/Wed/Thur 21 - 25 Apr
Sun/Mon/Tue/Wed/Thur 23 - 27 Jun
Sun/Mon/Tue/Wed 28 - 31 Jul
Thur 1 Aug -
All days: 09:30am - 04:30pm
English SAR 35,000 TBD Enroll
Dammam 09 Jun 2019 - 29 Aug 2019 15 Days Weekday:
Sun/Mon/Tue/Wed/Thur 9 - 13 Jun
Sun/Mon/Tue/Wed/Thur 14 - 18 Jul
Sun/Mon/Tue/Wed/Thur 25 - 29 Aug -
All other days: 09:30am - 04:30pm
English SAR 35,000 TBD Enroll
Jeddah 15 Sep 2019 - 28 Nov 2019 15 Days Weekday:
Sun/Mon/Tue/Wed/Thur 15 - 19 Sep
Sun/Mon/Tue/Wed/Thur 20 - 24 Oct
Sun/Mon/Tue/Wed/Thur 24 - 28 Nov -
All other days: 09:30am - 04:30pm
English SAR 35,000 TBD Enroll
Riyadh 13 Oct 2019 - 26 Dec 2019 15 Days Weekday Evening:
Sun/Mon/Tue/Wed/Thur 13 - 17 Oct
Sun/Mon/Tue/Wed/Thur 17 - 21 Nov
Sun/Mon/Tue/Wed/Thur 22 - 26 Dec -
All days: 09:30am - 04:30pm
English SAR 35,000 TBD Enroll

Do you prefer a personalized learning experience? You can customize your course to suit your training needs, by having:

  • Training assessment before start
  • Tailored curriculum
  • Focus on work cases
  • Start from Any Date
  • Flexibility in scheduling
  • and more..

Click here to read about our customized training services.

+ Course Details

Course Objective

The intermediate level enables you to compare, contrast and evaluate developments in theory and practice that influence the design, delivery and management of HR. This allows you to help drive sustained business performance and anticipate future organisational needs. This course will help you understand how to evaluate the effectiveness of HR and L&D models and practices, whilst developing your planning, analytical and problem-solving skills.

Targeted Audience

  • Those already working in HR or L&D and want to develop their knowledge and skills
  • Those seeking to progress their career in HR and L&D management by gaining a professional qualification
  • Students wanting to understand the role of HR or L&D in the wider organisational and environmental context

Delivery Method

  • Instructor-Led, 15 days training course
  • Coursework activities and assignments to be given during class
+ Course Outline

Human Resources (HR) professionals need to understand key developments in the business and external contexts within which HR operates. This unit enables learners to identify and review the business and external contextual factors affecting organisations and to assess the impacts of these factors on the HR function. The unit also examines HR’s role in strategy formulation and implementation. The unit is designed to encourage learners to adopt a critical perspective of these contexts and to provide workable organisational and HR solutions to address them.

On completion of this unit learners will be able to:

  • Understand the key contemporary business issues and main external factors affecting different organisations and the impact on HR.
  • Understand how organisational and HR strategies and practices are shaped and developed.
  • Know how to identify and respond to changes.

The purpose of this unit is to introduce learners to human resources (HR) activity and to the role of the HR function in organisations in general terms. It focuses on the aims and objectives of HR departments in contemporary organisations and particularly on the ways that these are evolving. Different ways of delivering HR objectives and emerging developments in the management of the employment relationship are explored as well as the methods that can be used to demonstrate that the function adds value for organisations. The unit also aims to inform learners about published research evidence linking HR activity with positive organisational outcomes. The case for professionalism and an ethical approach to HR is introduced, as is the role played by HR managers in facilitating and promoting effective change management.

On completion of this unit, learners will:

  • Understand the purpose and key objectives of the HR function in contemporary organisations.
  • Understand how HR objectives are delivered in different organisations.
  • Understand how the HR function can be evaluated in terms of value added and organisation performance.
  • Understand the relationship between organisational performance and effective HR management and development.

This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by Human Resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD Profession Map. The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a Continuing Professional Development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct.

On completion of this unit, learners will:

  • Understand what is required to be an effective and efficient HR professional.
  • Be able to perform efficiently and effectively as an HR professional.
  • Be able to apply CPD techniques to construct, implement.

Human Resources (HR) professionals need to be able to present a viable and realistic case for improvement based on sound work-based research and an understanding of what is considered good practice. This core unit develops the skills of research and enquiry in order to enable learners to identify appropriate data sources to support an investigation into an area of HR practice and to synthesise and apply this data, to evaluate the role of HR in business and strategy formulation and implementation, and to prepare and present a business case for improvement.

On completion of this unit, learners will:

  • Understand the research process and different research approaches.
  • Be able to conduct a critical review of information sources in an area of HR/business practice and analyse the findings.
  • Be able to draw meaningful conclusions and evaluate options for change.
  • Know how to deliver clear, business-focused reports on an HR issue.

A fundamental part of the Human Resource (HR) management role is concerned with the mobilisation of a workforce, taking responsibility for ensuring that the organisation is able to access the skills it needs at the time and in the places that it needs them to drive sustained organisation performance. This involves attracting, retaining and, from time to time, managing the departure of staff from the organisation. Achieving this requires insight-driven strategic and operational activity. Organisations are obliged to compete with one another to secure the services of a workforce in labour markets that are continually evolving. One of the major aims of this unit is thus to introduce learners to the strategic approaches that organisations take to position themselves as employers in the labour market and to plan effectively so that they are able to meet their current and anticipated organisational skills needs. Another is to introduce the key operational tools, techniques and practices that organisations use to resource their organisations effectively. These encompass recruitment, selection, workforce planning, staff retention, succession planning, retirement and dismissal processes. The purpose of this unit is to provide an overview of the way different organisations are managing these activities and which are the most effective in the context of diverse and distributed locations.

On completion of this unit, learners will:

  • Understand key contemporary labour market trends and their significance for workforce planning.
  • Be able to undertake talent planning and recruitment activities.
  • Understand how to maximise employee retention.
  • Know how to manage dismissal, redundancy and retirement effectively and lawfully.

This unit is intended to provide learners with a broad understanding of what is meant by employee engagement, including how it can be linked to and yet be distinguished from other related concepts. It covers the components of employee engagement and the processes through which high levels of engagement can be secured and sustained within an organisation, with special reference to the comprehensive application of human resources (HR) policies, strategies and practices. The unit also introduces the learner to the principles of and applications for high-performance working (HPW).

On completion of this unit, learners will:

  • Understand the concept and components of employee engagement and evidence showing its contribution to achieving business outcomes.
  • Understand the importance of employee engagement as a contributor to positive corporate outcomes.
  • Know how to implement HR strategies and practices to raise levels of employee engagement in a specific organisational context.

This unit introduces the learner to how organisations can drive sustained organisation performance by creating a high performance work organisation (HPWO) and involving line managers in the performance management process. The unit assesses the different conceptual frameworks of high performance working (HPW) and examines its impact on organisational performance, competitive advantage, employee engagement and employee well-being. It provides the learner with the business case for, and the barriers to, HPW as well as the role of people management in improving organisational performance. Furthermore, the unit examines the contribution of the performance management process and shows how the involvement and commitment of line managers, and the use of effective and inclusive collaborative working and communication techniques, can support the building of a high-performance culture that promotes diversity, trust, enthusiasm and commitment and that recognises critical skills, capabilities, experience and performance.

On completion of this unit, learners will:

  • Understand the concept of high-performance working (HPW) and its contribution to creating and sustaining a high performance work organisation (HPWO).
  • Understand the contribution of performance management to high levels of performance and the role of line managers in the process.
  • Know how to create and sustain a community of practice to build a high-performance culture.

The purpose of this unit is to develop the learners’ understanding of both coaching and mentoring and of the potential value of both practices within organisations. The unit will also provide opportunities for the learners to enhance their coaching and mentoring skills. The unit begins by exploring and differentiating between the concepts of coaching and mentoring. The benefits for different stakeholders including the coach/coachee and mentor/ mentee will be explored. The unit goes on to look at different models of implementing coaching and mentoring in organisations, the role of line managers in both the practices and the factors that all need to consider before implementation. The unit provides the learners with guidance on how they can support the implementation of coaching and mentoring activity in organisations.

On completion of this unit, learners will:

  • Understand the nature, purpose and benefits of coaching and mentoring in organisations.
  • Understand the different ways coaching and mentoring can be implemented in organisations.
  • Be able to support the implementation of coaching and/or mentoring programmes within an organisation.
+ Eligibility Requirements

Eligibility Requirements

  • English proficiency (preferably IELTS, TOFEL or an equivalent)
  • Undergraduate level academic qualification
+ FAQs

No, this diploma has assignments & each assignment is to be submitted at the end of every block.

This diploma is for individuals who want to expand their knowledge in the HR field. Thus, no specific years of experience are required for this diploma.

  • English proficiency (preferably IELTS, TOFEL or an equivalent).
  • Undergraduate level academic qualification.

The duration of the CIPD Level 5 diploma is 15 days, distributed over a three months period.

It’s accredited from Acacia Learning,the approved CIPD Training provider, in partnership with Bakkah.

It’s not a must, but you need to have high levels of English language proficiency. CIPD recommend IELTS 5.5

Yes this certificate is supported by HRDF. For more details on the amount and conditions, you may contact HRDF.​

If you fail on the first time, then you are given a chance to resubmit within 2 weeks. If you submit it again and it gets rejected for the second time, then you fail the entire module and will have to retake it again with specific fees.

To fulfil CIPD and Acacia Learning requirements learners are required to attend a minimum of 80% per unit in order to be certificated at the end of the programme.

After successful completion and passing all units your certificate is claimed by Acacia Learning UK and takes 8-12 weeks to deliver.


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