Core Units:

• Organizational Performance and Culture in Practice: This unit examines the connections between organizational structure and the wider world of work in a business context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognizing the influence of culture, employee wellbeing and behavior in delivering change and organizational performance.
• Evidence-based Practice: This unit addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight to influence critical thinking. It focuses on analyzing evidence through an ethical lens to improve decision-making and how measuring the impact of people practice is essential in creating value.
• Professional Behaviors and Valuing People: This unit focuses on how applying core professional behaviors such as ethical practice, courage and inclusivity can build positive working relationships and support employee voice and wellbeing. It considers how developing and mastering new professional behaviors and practice can impact performance.

Pathway Units:

• Supporting Informal and Self-directed Learning: This unit recognizes that much of the learning that takes place in organizations happens informally, usually in the form of individuals learning from, and with, each other or accessing learning content as and when required. Equally, individuals are increasingly wanting to learn at their own pace and in a way that fits with their personal schedules and lifestyles. Being able to champion and support informal and self-directed learning is an essential skill for learning and development professionals. This unit explores that skill and the practical steps that can be taken to encourage informal and self-directed learning and gain the many benefits these processes can bring for both organizations and the individuals who work with them.
• Learning & Development Design to Create Value: This unit addresses the relationship between an organization’s learning and development needs and the design of learning programs, pathways and activities to meet these. It focusses on the essential skills of clearly identifying what is required from learning and development, and effectively combining a range of different learning methods, both formal and informal, to meet these requirements. The unit considers key factors, including how to measure learning impact and how to make use of the insights offered by psychology, to create impactful learning experiences that support organizational performance and productivity.
• Facilitate Structured Learning and Development Activities for Groups: This unit addresses the relationship between an organization’s learning and development needs and the design of learning programs, pathways and activities to meet these. It focusses on the essential skills of clearly identifying what is required from learning and development, and effectively combining a range of different learning methods, both formal and informal, to meet these requirements. The unit considers key factors, including how to measure learning impact and how to make use of the insights offered by psychology, to create impactful learning experiences that support organizational performance and productivity.

Optional Units:

• Well-being at Work: This unit explores the importance of wellbeing in the workplace and the relationship with people practices and organization strategy. The design and development of effective wellbeing programs is examined to meet people and organizational requirements.
• Advances in Digital Learning & Development: This unit focuses on how digital technology can be used to enhance learning and development. It looks at existing and emerging learning technologies, the design of digital content and how the effective curation of resources can support learning. The unit also explores the skills of online facilitation and how these can be applied to maximize learner engagement in online learning experiences.
• Specialist Employment Law: This unit considers key areas of employment legislation and its legal framework, focusing on how people professionals are obliged to take account of legal requirements in different jurisdictions when carrying out the varied aspects of their role.
• People Management in an International Context: This unit is designed to provide people practitioners with the necessary knowledge and understanding to effectively manage people in an international context.