Chartered Institute of Personnel and Development · RQF Level 3

CIPD Level 3 Diploma 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 credits37
Guided learning185 hours
Units in this qualification19

Awarded by Chartered Institute of Personnel and Development · on the Ofqual register

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What you’ll learn

What each unit actually teaches you to do

The CIPD Level 3 Diploma in Human Resources Practice is for individuals seeking to develop their HR skills. It covers key areas such as identifying learning needs, contributing to job analysis, and delivering learning activities. Successful candidates will gain knowledge and skills applicable to a range of HR roles.

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

This unit introduces the principles, purposes, and methods of job analysis. You'll contribute to job analysis processes by gathering and documenting information about job roles, responsibilities, and requirements.

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

You'll learn to prepare for and deliver learning and development activities, including creating positive learning environments. The unit covers using diverse training methods and resources to deliver inclusive activities that meet identified objectives.

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

You'll learn to create conducive learning environments and plan and deliver learning and development activities to individuals and groups. The unit also covers reviewing the effectiveness of these activities to support continuous improvement.

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

This unit provides knowledge of factors influencing the design of learning and development activities, including organisational culture and legislation. You'll be able to devise clear objectives and design inclusive activities that meet identified learning needs.

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

It teaches you to explain the nature and purpose of coaching and apply coaching styles to improve workplace performance. You'll also explore how coaching can be implemented within different organisational structures and cultures.

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

This unit covers the principles and benefits of mentoring in the workplace. You'll be able to apply mentoring tools and techniques while understanding the characteristics of effective mentoring relationships and associated ethical considerations.

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

This unit provides an understanding of the knowledge, skills, and behaviours required for effective human resources or learning and development practice. You'll learn to deliver timely HR services and reflect on their own professional development needs.

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

It teaches you to understand the purpose and methods of evaluating learning and development activities. You'll learn to collect and analyse evaluation data and present findings with recommendations for improvement.

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

You'll explore the nature and purposes of evaluation in learning and development, including return on investment and expectation management. The unit covers different evaluation approaches, tool design, and developing action plans following evaluation.

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

You'll learn to identify, prioritise, and specify learning and development needs within organisations. The unit covers aligning needs with organisational strategy and recognising current and future skills gaps.

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

You'll understand factors influencing the design of learning and development activities, including organisational culture, learning styles, and legal requirements. The unit also covers various learning methods and resources and how to design effective activities.

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

This unit focuses on the collection, recording, and storage of human resources data to support HR functions. You'll learn to analyse HR data and present findings to inform decision-making, ensuring compliance with data protection legislation.

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

You'll examine internal and external factors affecting talent planning, recruitment, and selection policies. The unit includes identifying appropriate recruitment methods and contributing to interview processes, while recognising legal and regulatory impacts.

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

This unit covers the principles and practices of coaching and mentoring to support individual learning. You'll apply coaching and mentoring models and techniques and understand how to record coaching and mentoring activities effectively.

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

You'll understand why organisations need to change and the effects of change on productivity and employee morale. The unit covers key factors and approaches to managing change, emphasising the role of human resources in supporting change processes.

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

This unit covers the impact of employment law throughout the employment relationship, including recruitment, contracts, employee rights, and termination. You'll understand legal requirements and good practice in managing employment relations effectively.

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

You'll explore the relationship between organisational success, performance management, motivation, and reward systems. The unit includes contributing to performance and reward management processes and conducting performance reviews in the workplace.

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

You'll gain knowledge of organisational purpose, operating environments, structures, cultures, and functions. The unit also covers how human resources and learning and development activities support organisational objectives and operations.

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

You'll learn to identify learning and development needs of individuals and groups, aligning these with organisational objectives. The unit includes conducting learning needs analyses using various assessment methods and recommending suitable development solutions.

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.

Contributing to the process of job analysisDelivering Learning and Development ActivitiesDelivering learning and development activitiesDesigning Learning and Development ActivitiesDeveloping coaching skills for the workplaceDeveloping mentoring skills for the workplaceDeveloping yourself as an effective human resources or learning and development practitionerEvaluating Learning and Development Activities

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 tutors

Where 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

Associate Coaching and Mentoring Coordinator

Your journey starts here. We're looking for someone keen to learn, meticulous in their work, and genuinely interested in helping our people grow. If that sounds like you, we'd love to chat.

See the whole journey →

Opens the roleAssociate Coaching and Mentoring CoordinatorOne of the jobs this qualification is a route intoSee the role →Opens the roleSenior Career Development CoachOne of the jobs this qualification is a route intoSee the role →Opens the roleCareer Development CoachOne of the jobs this qualification is a route intoSee the role →Opens the roleAssociate Executive CoachOne of the jobs this qualification is a route intoSee the role →Opens the roleDirector of Learning & DevelopmentOne of the jobs this qualification is a route into · 1 near-identical record folded inSee the role →Opens the roleAssociate Career CoachOne of the jobs this qualification is a route intoSee the role →Future FluencyAll ten future skillsSee how every unit is contextualised by the tenExplore →

Showing 6 roles, drawn from 93 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.

Develop a resourcing strategyIdentify the learning and development needs of the groups you work with

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.

One-to-one, on your real workNo lectures, no past-papers. Every unit is practised on the actual tasks your job throws at you, a tutor beside you, not a video in front of you.

Taught to the top, not the testMost courses stop at remembering. Your companion keeps climbing: analysing, judging, creating. That’s the part a machine can’t do for you.

Credits you keep, a map that continuesEvery unit is regulated and yours for good. The day you finish, Zavmo already knows the next role your new credits open.

Contributing to the process of job analysisLevel 3

Applied to your work in any of these jobs

Which job do you mean?

Associate Coaching and Mentoring Coordinator Senior Career Development Coach Career Development Coach Associate Executive Coach Director of Learning & Development Associate Career Coach

This unit introduces the principles, purposes, and methods of job analysis. Learners will contribute to job analysis processes by gathering and documenting information about job roles, responsibilities, and requirements.

How the thinking builds

Remember
Understand
Apply
Analyse
Evaluate
Create

An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

Your PlanIllustration

Built for CIPD Level 3 Diploma 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.

These are the real units of this credential, in its own order. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

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

Why this matters: AI can already remember and understand for you. What it can’t do is take your real problem and judge the right call. So the only learning worth paying for is the learning that takes you to the top. That’s exactly what a tutor doing it with you, on your real work, is for.

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, free

No 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.