Chartered Institute of Personnel and Development · RQF Level 3
CIPD Level 3 Certificate in Human Resources Practice
You don’t just earn this. You learn to use it, one-to-one, on your own real work.
- LevelRQF Level 3
- Total credits28
- Guided learning140 hours
- Units in this qualification19
Awarded by Chartered Institute of Personnel and Development · on the Ofqual register
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Ten quick questions, one per Future Fluency, asked against this qualification rather than a generic one.
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What you’ll learn
What each unit actually teaches you to do
The CIPD Level 3 Certificate in Human Resources Practice is a vocationally-related qualification. It is aimed at individuals working in or aspiring to work in human resources roles, and covers topics such as identifying learning and development needs and contributing to job analysis.
These are the units Chartered Institute of Personnel and Development registers against this qualification. It is a catalogue, not a syllabus. Which of them you take depends on the combination the qualification requires, and that is set by the awarding body rather than by us. Every unit here is regulated, and every one you earn is yours to keep.
Contributing to the process of job analysisReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Explain the principles of job analysis, including its purpose, benefits, and limitations.
- Explain the different methods used in job analysis and their application.
- Describe the practical steps involved in conducting a job analysis.
- Contribute to the process of job analysis by gathering information about job roles and responsibilities.
- Contribute to the process of job analysis by documenting job requirements and specifications.
Delivering Learning and Development ActivitiesReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Prepare for the delivery of a learning and development activity, ensuring all necessary resources and materials are available.
- Create a positive learning environment that encourages participation and engagement from all learners.
- Use a range of training techniques, methods and resources to deliver an inclusive learning and development activity, for a group of learners, which meets identified objectives and caters for different learning styles.
Delivering learning and development activitiesReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Create a physical and psychological environment that is conducive to learning for individuals and groups.
- Plan a learning and development activity that meets the identified needs of the learners.
- Deliver a learning and development activity effectively, using appropriate methods and resources.
- Review learning and development activities to assess their effectiveness and identify areas for improvement.
- Gather feedback from learners to inform future learning and development activities.
Designing Learning and Development ActivitiesReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand the various factors which inform the design of effective learning and development activities.
- Devise clear and measurable objectives for a learning and development activity.
- Design an inclusive learning and development activity which addresses identified objectives and caters for diverse learning needs.
- Specify the learning and development activity in a recognised and useable format, such as a lesson plan or training schedule.
Developing coaching skills for the workplaceReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Explain the fundamental nature of coaching and its overall purpose within a professional context
- Identify and effectively utilise a suitable coaching style to improve individual and team performance in the workplace
- Identify and analyse the various ways in which coaching can be successfully implemented within an organisation, considering different organisational structures and cultures
Developing mentoring skills for the workplaceReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Explain the core principles underpinning effective mentoring relationships
- Explain the various benefits of mentoring in the workplace, for both the mentor and the mentee, and for the organisation as a whole
- Apply a range of mentoring tools and techniques to support the development of individuals in the workplace
Developing yourself as an effective human resources or learning and development practitionerReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand the knowledge, skills and behaviours required to be an effective human resources (HR) or learning and development (L&D) practitioner.
- Deliver timely and effective HR services to meet users' needs.
- Reflect on own practice and development needs and maintain a plan for personal development.
Evaluating Learning and Development ActivitiesReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand the purpose and practice of evaluating learning and development activities.
- Identify and collect information required to evaluate a learning and development activity.
- Analyse evaluation information and present findings and related recommendations.
Evaluating learning and development activitiesReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand the nature and purposes of evaluation including return on investment and expectation.
- Understand different approaches to evaluation.
- Design and use tools for evaluating learning and development activities.
- Develop an action plan following evaluation of a learning and development activity.
Identifying Learning and Development NeedsReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand how learning and development needs arise within an organisation and why it is important to be aware of them.
- Identify learning and development needs of individuals and teams.
- Prioritise identified learning and development needs based on organisational objectives and individual requirements.
- Specify learning and development needs in a clear and measurable format.
Preparing and designing learning and development activitiesReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand the factors that can influence and affect the design of learning and development activities.
- Understand the different methods and resources to support learning and development activities and the relative merits of each.
- Design learning and development activities.
Recording, analysing and using human resources informationReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand what data needs to be collected to support human resources (HR) practice.
- Know how HR data should be recorded and stored.
- Analyse HR data and present findings to inform decision-making.
Resourcing talentReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Explain the various internal and external factors that affect an organisation's talent planning, recruitment, and selection policy
- Identify and evaluate appropriate recruitment and selection methods for different job roles and organisational contexts
- Contribute effectively to the recruitment and selection interviewing process for a specific job role, demonstrating appropriate questioning and assessment techniques
- Understand the critical importance of effective induction programmes for new employees, covering key aspects such as organisational culture, policies, and procedures
Supporting Individual Learning through Coaching and MentoringReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand the nature of coaching, including its purpose, benefits, and limitations.
- Understand the practice of coaching, including the skills and techniques required.
- Understand the nature of mentoring, including its purpose, benefits, and limitations.
- Understand the practice of mentoring, including the skills and techniques required.
- Use coaching models and techniques to support individual learning and development.
- Use mentoring models and techniques to support individual learning and development.
- Record coaching and mentoring activity, including progress, outcomes, and feedback.
Supporting change within organisationsReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand why organisations need to change and how change affects organisations, including the potential impact on productivity and morale.
- Understand the key factors involved in the change process and different approaches to managing change effectively.
- Understand the impact of change on employees and the role of human resources (HR) in supporting employees through periods of organisational change.
Supporting good practice in managing employment relationsReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand the impact of employment law at the start of the employment relationship, including recruitment, selection, and contracts of employment.
- Understand the main individual rights that the employee has during the employment relationship, such as rights relating to pay, working conditions, and discrimination.
- Understand the issues to address at the termination of the employment relationship, including unfair dismissal, redundancy, and settlement agreements.
Supporting good practice in performance and reward managementReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Explain the direct link between organisational success, effective performance management strategies, and employee motivation
- Explain the relationship between performance management processes and reward systems, including financial and non-financial rewards
- Contribute effectively to the implementation of performance and reward management strategies in the workplace, ensuring fairness and consistency
- Conduct a performance review, providing constructive feedback and setting clear objectives, and reflect upon the effectiveness of the review process
Understanding organisations and the role of human resourcesReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Understand the overall purpose of an organisation and the key elements of its operating environment, including market forces and regulatory frameworks
- Understand the different types of organisational structure, culture, and the functions of various departments within an organisation
- Understand how human resources (HR) and learning and development (L&D) activities directly support the achievement of an organisation's strategic objectives and operational goals
Undertaking a learning needs analysisReal unit · Chartered Institute of Personnel and Development
What you'll be able to do
- Identify the learning and development needs of individuals and groups that reflect individual and organisational objectives, using appropriate assessment methods.
- Recommend appropriate learning and development solutions to meet the identified needs of individuals and groups, considering factors such as cost, time, and available resources.
The honest bit
You’ve started things before
Most courses were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.
There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.
And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.
Your passport
Every credit is a stamp you keep
Level 3 credits are regulated. They don’t vanish when a subscription ends or a website closes. They travel to any employer, and Zavmo keeps the map of what you’ve earned and what’s next.
Each stamp is a real unit registered against this qualification.
Who’d teach you this
The Evidence Evaluator
Assessor
Helps you show what you can actually do, gathering the evidence that proves it as you learn.
Meet all twelve tutorsWhere this connects
Where these credits take you
A qualification is never a dead end here. See the jobs its credits open, the national occupational standards its units map to, and the future skills they quietly build.
Where this can lead
Senior Career Development Coach
Ultimately, your career path is yours to define. We'll provide the opportunities, the development, and the support, but your drive and curiosity will be the real engine. This role is a fantastic launchpad for a long and impactful career in helping people and organisations reach their full potential.
See the whole journey →Showing 6 roles, drawn from 129 job records mapped to this qualification.
Skills it covers
What the job actually needs. These are the standards the units are built against, in the words employers and awarding bodies already use for the work itself.
How you’ll actually learn this
One-to-one, on your own real work
A qualification is usually something done to you: sit the class, sit the exam, hope it sticks. Here it’s the opposite. You learn it one-to-one with a companion, on your own real work, and you keep going until you can use it, not just recall it.
Applied to your work in any of these jobs
Learners will understand the principles, purposes, and methods of job analysis and contribute to the process. The unit covers gathering and documenting information about job roles, responsibilities, and requirements using different analysis techniques.
- Remember
- Understand
- Apply
- Analyse
- Evaluate
- Create
Built for CIPD Level 3 Certificate in Human Resources Practice
17 units in this credential, in the order it lists them, awarded by Chartered Institute of Personnel and Development.
- Contributing to the process of job analysis
- Delivering learning and development activities
- Designing Learning and Development Activities
- Developing coaching skills for the workplace
- Developing mentoring skills for the workplace
- Developing yourself as an effective human resources or learning and development practitioner
and 11 more in the full unit list below.
One to one, not one to many
No two people run this the same way
A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.
- Your actual work Every unit is taught against a live piece of your own work, not a worked example from a textbook.
- What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
- The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
- How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
- Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.
See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.
Why it sticks
Most courses stop at remembering
There’s a well-known ladder of how deeply you learn something, called Bloom’s Taxonomy. Most courses get you up the first two rungs: you remember some facts, you pass a test, you forget it. Real skill lives at the top. Judging, deciding, creating. And this isn’t a generic ladder: every rung has a named Zavmo tutor who walks you up it.
- 6CreateThe Creative Catalyst
- 5EvaluateThe Evidence Evaluator
- 4AnalyseThe Analyst
- 3ApplyThe Coach
- 2UnderstandThe Connector
- 1RememberThe Builder
Where most courses leave you Where Zavmo takes you
The value
Why the companion is worth £70 a month
You’re not paying for the units. They’re regulated, and the same wherever you earn them. You’re paying for the one thing that decides whether you actually get there: a companion that makes them stick, on your real work.
That is one-to-one on this qualification, every day, on the work you already do, for £70 a month. Your first module is free, so you can see the teaching before you pay for any of it. Billed monthly, cancel any time and billing stops.
Earned on your own work, taught to the top.
Everything you just read, learned one-to-one on the job you already do. Your first module is free, so you can see the teaching before you pay for any of it.
Build my plan, freeNo card. See how this qualification maps onto your role and meet the tutors who’d teach it, free. The learning begins when you subscribe. It’s £70 a month, billed monthly. Cancel any time and billing stops.