Build capabilities and professionalise your people teams

Our CIPD qualifications are the perfect way to transform and develop the skills of your team.

Elevate your team with up to 25% off our CIPD courses*

People Professionals sit in the centre of any organisation: supporting your employees and making your organisation a great place to work.

Our CIPD qualifications ensure that your team has the knowledge and skills that your organisation needs so you know that you can rely on them to deliver your business objectives.

*Discounts available until 31st March 2023.

Client Logos Uk

"Avado were very helpful"

"Avado really went the extra miles and supported me, my learners and the company as we went through the various programmes. I found all the client services very helpful and they were always on hand when I had a query and resolved any issues promptly."

Our CIPD courses

Our courses cover all levels: for team members new to the people profession we would recommend the CIPD Foundation Certificate in People Practice, for team members looking to progress into people management we would recommend the CIPD Associate Diploma in People Management and those who are Senior HR Managers and at Director level, we would recommend the CIPD Advanced Diploma.

CIPD Foundation Certificate in People Practice (L3)

Looking to develop those new to people practice on your team? Or perhaps they just need a refresher. Give them a strong base with the Foundation Certificate in People Practice.

This Certificate, as with all CIPD’s updated qualifications, is based on the CIPD Profession Map, which defines the knowledge, behaviours and inherent values underpinning today’s people profession.

The CIPD Level 3 Foundation Certificate is ideal for team members who are just starting their people professional career  and are working in an entry-level position like an HR Assistant or Administrator.

Four core units:

Unit 1: Business, culture and change in context:

  • The external influences that impact businesses, including goal setting.
  • How to define workplace culture and how people’s behaviour shapes it.
  • How organisations are whole systems and how your actions affect others.
  • How people learn, adapt and develop in different ways.
  • How people professionals impact people, and best to manage change

Unit 2: Principles of analytics:

  • How evidence-based practice informs outcomes.
  • How to use data to inform decision making and interpret financial information.
  • The concept of creating value for both customers and stakeholders.
  • The role of analytics and other technology in enhancing working practices

Unit 3: Core behaviours for people professionals:

  • Developing insight into different approaches using ethical principles
  • Ethical values and how to contextualise them within your work.
  • How to rectify issues and contribute opinions in a respectful and inclusive manner.
  • Ways to recognise and accept your own mistakes and show empathy to others.
  • Reflecting to consolidate and improve your knowledge, skills and experience

Unit 4: Essentials of people practice

  • Effective recruitment of individuals through the assessment of employee lifecycles.
  • Different recruitment methods that support your application of skills.
  • Ways of preparing material for job roles and how to attract candidates.
  • How to shortlist candidates, hold interviews and the associated follow-up actions.
  • Diversity and inclusion in recruitment, employee relationships, and performance

Typically 8 months completion time with typically 6 - 8 hours per week.

  • This Certificate is achieved by continuous assessment, learner must pass all marked assignments
  • The CIPD will set the assignment for each unit
  • Avado's expert team of markers will grade the assignment and send feedback to the learner
  • The learner will be awarded a PROVISIONAL PASS or a REFER where they have not met one or two assessment criteria, we refer the submission back to the learner with constructive feedback. The learner carries out the additional work and submits it again to us to mark.
  • The CIPD will select a number of assignments for moderation to check that the assignments have been marked correctly BEFORE the FINAL scores are released to all the learner.

CIPD Associate Diploma in People Management (L5)

Open the door to great People Managers - Building on their existing knowledge, your team members will get a sound understanding of how HR fits into achieving strategic objectives and how data can be used to improve performance.

This Diploma, as with all CIPD’s updated qualifications, is based on the CIPD Profession Map, which defines the knowledge, behaviours and inherent values underpinning today’s people profession.

The CIPD Level 5 Associate Diploma is ideal for team members who have some HR experience and are looking to progress to the management level by building on their existing knowledge.  Typical roles suitable for this programme include HR Analyst/Advisor, HR Business Partner and People Manager.

Three core units:

Unit 1: Organisational performance and culture in practice

  • The connections between organisational structure and strategy.
  • Organisational priorities, how to interpret theories and what drives change.
  • How to build diversity and inclusion.
  • How people practice connects and supports wider strategies.

Unit 2: Evidence-based practice

  • The methods re applied to diagnose challenges and opportunities.
  • Critical thinking and how different ethical perspectives can influence decisions.
  • The benefits and risks of solutions for improving people practice issues.
  • How to measure the impact people practice makes to organisations.

Unit 3: Professional behaviours and valuing people

  • How to champion inclusive and collaborative strategies.
  • How to design and evaluate solutions for positive working relationships.
  • How the role of a people professional is evolving.
  • How to assess your own strengths, weaknesses and development areas.

Three specialist units:

Unit 1: Employment relationship management

  • How to develop practices aimed at supporting better working lives.
  • How to differentiate between employee involvement and participation.
  • Emerging trends in conflict, mediation and arbitration.
  • Performance, disciplinary and grievance matters.
  • Employment law and the types of employee representation.

Unit 2: Talent management and workforce planning

  • Labour market trends and their significance for workforce planning.
  • The impact of a changing labour market on resourcing decisions.
  • Supporting succession and contingency planning.
  • Turnover and retention trends, and how organisations build talent pools.
  • The importance of managing contractual arrangements and onboarding.

Unit 3: Reward for performance and contribution

  • The principles of reward and how policies and practices are implemented.
  • How people and organisational performance impacts approaches to reward. • How data can be gathered and measured and used in benchmarking.
  • Developing reward packages and the legislative requirements that impact them.
  • The role of people practice in supporting managers to make reward judgements.

One of two additional specialist units:

Unit 1: Specialist employment law

  • The purpose of employment regulation and the way it’s enforced.
  • The role played by the tribunal and courts in enforcing employment law.
  • How the main principles of discrimination law.
  • How to manage recruitment lawfully, and about managing employment rights.

Unit 2: Advances in digital learning and development

  • The impact, risks and challenges of technological development.
  • Creating engaging digital learning content and the systems for delivering learning.
  • The skills required to facilitate online learning, including your development plan.

Typically 11 months completion time with typically 8 - 10 hours per week. 

  • This Diploma is achieved by continuous assessment, learner must pass all marked assignments
  • The CIPD will set the assignment for each unit
  • Avado's expert team of markers will grade the assignment and send feedback to the learner
  • The learner will be awarded a PROVISIONAL PASS or a REFER where they have not met one or two assessment criteria, we refer the submission back to the learner with constructive feedback. The learner carries out the additional work and submits it again to us to mark
  • The CIPD will select a number of assignments for moderation to check that the assignments have been marked correctly BEFORE the FINAL scores are released to all the learner

CIPD Associate Diploma in Organisational Learning & Development (L5)

Inspire future L&D leaders - Having effective L&D aligned and supporting your organisations objectives is the key to business success.

Designed for those who have mastered the fundamentals of L&D, the CIPD Associate Diploma in Organisational Learning and Development will take them to the next level.  Give your team the skills, knowledge and confidence they need to drive change in your organisation.

This Diploma, as with all CIPD’s updated qualifications, is based on the CIPD Profession Map, which defines the knowledge, behaviours and inherent values underpinning today’s people profession.

This course is aimed at Senior HR Managers and Directors with senior-level experience in HR looking to cement their knowledge and skills, completing their CIPD qualification journey and applying for Chartered CIPD Membership.  

Four core units:

Unit 1: Work and working lives in a changing business environment 

  • Ways in which major, long-term environmental developments affect employment, work and people management in organisation's
  • Current and short-term developments in the people management business environment.
  • How change, innovation and creativity can promote improvements in organisational productivity.
  • The key interrelationships between organisational commitment to ethics, sustainability, diversity and wellbeing.

Unit 2: People management and development strategies for performance 

  • The benefits of aligning people practices with organisational strategy and culture.
  • How the development of people practices improve organisational performance and employee experience.
  • Current practice in major areas of people management and development work.
  • The role and influence of people professionals in different organisational settings.

Unit 3: Personal effectiveness, ethics and business acumen 

  • Model principles and values that promote inclusivity aimed at maximising the contribution that people make to organisations.
  • How to challenge business outcomes for yourself and organisations.
  • How to apply learning to enhance personal effectiveness.
  • Influencing others during decision-making while showing courage and conviction.

Unit 4: Business research in people practice 

  • How to plan a people practice business research project aimed at adding organisational value.
  • The most appropriate research methods to collect data for the chosen project.
  • How to analyse data to make decisions and provide business and people management insights.
  • How to propose recommendations based on conclusions derived from the research and analysis.

Three HR specialist units:

Unit 1: Strategic employment relations

  • Different perspectives of employment relations and how they influence the roles of people professionals and line managers.
  • How external institutions can shape employment relations at organisational level.
  • How people professionals can work with employees and trade unions to sustain mutuality and voice.
  • How people professionals work with employees and trade unions to mitigate organisational risks.

Unit 2: Resourcing and talent management to sustain success 

  • The impact of the changing business environment on resourcing and talent management strategy and practice.
  • Organisational recruitment and selection strategies.
  • The importance of succession planning to support sustainable organisational performance.
  • Approaches to improving individual and team performance.

Unit 3: Strategic reward management 

  • Effective reward strategies and policy frameworks.
  • The value of a ‘total rewards’ approach.
  • Pay structures and approaches to establishing pay levels.
  • The importance of organisational approaches to compliant and ethical reward practice.

One of two additional specialist units:

Option 1: Advanced employment law in practice 

  • The legal framework for employment regulation in the UK.
  • Regulations that aim to protect employees from unlawful acts of discrimination.
  • Law in relation to establishment, alteration and termination of employment contracts.
  • Compliance in relation to further regulations relevant to major areas of people practice.

Option 2: Well-being at work 

  • How wellbeing is relevant to the workplace.
  • The links between work, health, wellbeing and people management practices and processes.
  • How employer and employee wellbeing aligns with strategy.
  • The importance of the wellbeing strategy to sustain organisational performance.

Typically 22 - 23 months completion time with typically 10 - 13 hours per week. 

  • This Advanced Diploma is achieved by continuous assessment, learner must pass all marked assignments
  • The CIPD will set the assignment for each unit
  • Avado's expert team of markers will grade the assignment and send feedback to the learner
  • The learner will be awarded a PROVISIONAL PASS or a REFER where they have not met one or two assessment criteria, we refer the submission back to the learner with constructive feedback. The learner carries out the additional work and submits it again to us to mark
  • The CIPD will select a number of assignments for moderation to check that the assignments have been marked correctly BEFORE the FINAL scores are released to all the learner.

CIPD Advanced Diploma in Strategic People Management (L7)

Take your senior People team members to the next level - The Advanced Diploma is aimed at expanding your senior team's autonomy so they can strategically direct your organisation and their people.

This qualification stimulates learners and offers a deeper understanding of people practice and management.  It will provide the insight and strategy development skills needed to lead in an organisational setting at an advanced level.

The Level 7 Advanced Diploma, as with all of CIPD’s updated qualifications, is based on the CIPD Profession Map. It defines the knowledge, behaviours and inherent values underpinning today’s people profession.

This course is aimed at Senior HR Managers and Directors with senior-level experience in HR looking to cement their knowledge and skills, completing their CIPD qualification journey and applying for Chartered CIPD Membership.  

Four core units:

Unit 1: Work and working lives in a changing business environment 

  • Ways in which major, long-term environmental developments affect employment, work and people management in organisation's
  • Current and short-term developments in the people management business environment.
  • How change, innovation and creativity can promote improvements in organisational productivity.
  • The key interrelationships between organisational commitment to ethics, sustainability, diversity and wellbeing.

Unit 2: People management and development strategies for performance 

  • The benefits of aligning people practices with organisational strategy and culture.
  • How the development of people practices improve organisational performance and employee experience.
  • Current practice in major areas of people management and development work.
  • The role and influence of people professionals in different organisational settings.

Unit 3: Personal effectiveness, ethics and business acumen 

  • Model principles and values that promote inclusivity aimed at maximising the contribution that people make to organisations.
  • How to challenge business outcomes for yourself and organisations.
  • How to apply learning to enhance personal effectiveness.
  • Influencing others during decision-making while showing courage and conviction.

Unit 4: Business research in people practice 

  • How to plan a people practice business research project aimed at adding organisational value.
  • The most appropriate research methods to collect data for the chosen project.
  • How to analyse data to make decisions and provide business and people management insights.
  • How to propose recommendations based on conclusions derived from the research and analysis.

Three HR specialist units:

Unit 1: Strategic employment relations

  • Different perspectives of employment relations and how they influence the roles of people professionals and line managers.
  • How external institutions can shape employment relations at organisational level.
  • How people professionals can work with employees and trade unions to sustain mutuality and voice.
  • How people professionals work with employees and trade unions to mitigate organisational risks.

Unit 2: Resourcing and talent management to sustain success 

  • The impact of the changing business environment on resourcing and talent management strategy and practice.
  • Organisational recruitment and selection strategies.
  • The importance of succession planning to support sustainable organisational performance.
  • Approaches to improving individual and team performance.

Unit 3: Strategic reward management 

  • Effective reward strategies and policy frameworks.
  • The value of a ‘total rewards’ approach.
  • Pay structures and approaches to establishing pay levels.
  • The importance of organisational approaches to compliant and ethical reward practice.

One of two additional specialist units:

Option 1: Advanced employment law in practice 

  • The legal framework for employment regulation in the UK.
  • Regulations that aim to protect employees from unlawful acts of discrimination.
  • Law in relation to establishment, alteration and termination of employment contracts.
  • Compliance in relation to further regulations relevant to major areas of people practice.

Option 2: Well-being at work 

  • How wellbeing is relevant to the workplace.
  • The links between work, health, wellbeing and people management practices and processes.
  • How employer and employee wellbeing aligns with strategy.
  • The importance of the wellbeing strategy to sustain organisational performance.

Typically 22 - 23 months completion time with typically 10 - 13 hours per week. 

  • This Advanced Diploma is achieved by continuous assessment, learner must pass all marked assignments
  • The CIPD will set the assignment for each unit
  • Avado's expert team of markers will grade the assignment and send feedback to the learner
  • The learner will be awarded a PROVISIONAL PASS or a REFER where they have not met one or two assessment criteria, we refer the submission back to the learner with constructive feedback. The learner carries out the additional work and submits it again to us to mark
  • The CIPD will select a number of assignments for moderation to check that the assignments have been marked correctly BEFORE the FINAL scores are released to all the learner

Why should you partner with Avado?

  • Our courses support the development of your team members at every stage
  • High quality materials built by experts - not just in HR but also in data and digital to really equip your team with the skills and knowledge that your business needs
  • Our cohort structure means that your team get all the benefits of sharing knowledge without leaving the office
  • Built to be flexible around busy schedules - Live online sessions means your people get to collaborate with others without having to take time away from work. We’ll develop their knowledge and skills in an interactive and cost effective way with online training.
  • Expert tutors to support your team with any questions
  • Client Success team to support you, help with enrolment and answer any queries you have during the programme

Content you won't find anywhere else

Avado creates digital courses with our own exclusive content. This is important to us because we know real learning isn't about telling you to read a textbook or click on generic links.

Our content is built and delivered by subject-matter experts and learning designers. It is always relevant, bite-sized and engaging. You can be confident you’re getting the best training possible with Avado.

Supporting Transformation

Here at Avado we are all about learning that creates real change - we help organisations transform by switching on the talent that they have.

 Our programmes aim to support you in achieving your organisational objectives  - fill in the form to find out more from Lisa