A global pandemic. An ensuing lockdown. The emergence of virtual workers, hybrid working models, and an unprecedented gig economy.
Add to the equation fast-changing technological trends especially in people analytics, AI, and robotics. The traditional talent manager and workforce planner is in a tight spot!
But there’s relief, finally. Most accredited institutions nowadays teach a CIPD Level 5 course with visible changes in 5HR02 syllabus in 2024 to wrestle the above headaches. Today, you’ll graduate with sharp, hands-on skills ready for the contemporary labor marketplace.
Somewhere in a Senate Meeting …
“It’s come to our attention that Talent Management and Workforce Planning has changed immensely in 2024. For all CIPD Level 5 graduates whose certificates bear Year 2017 and below, I urge the relevant faculty to expedite a refresher course in 5HR02. Our institution won’t be the source of inept People Professionals in the face of emerging labor market trends.”
This article will focus on the following key issues:
- The course context and content of a new-look 5HR02.
- Next, I’ll list the post-COVID changes in CIPD Level 5 Advanced Diploma.
- Later, we’ll apply trends in technology to predict the future of the 5HR02 syllabus.
Placing Unit 5HR02 in Context
The table below shows 5HR02’s context in modern CIPD Level 5 (Associate Diploma in People Management) studies. These are the updated rules of unit combinations, and a student MUST successfully complete 42 Credit Values for an award. There’s a written assignment to assess each module.
(Also see CIPD Assignment Help)
| Unit Ref Code | Unit Title | Credit Score |
| Core Units (Compulsory) | ||
| 5CO01 | Organizational Performance and Culture in Practice | 7 Credits |
| 5CO02 | Evidence-based Practice | 6 Credits |
| 5CO03 | Professional Behaviors and Valuing People | 5 Credits |
| Compulsory Specialist Units | ||
| 5HR01 | Employment Relationship Management | 6 Credits |
| 5HR02 | Talent Management and Workforce Planning | 6 Credits |
| 5HR03 | Reward for Performance and Contribution | 6 Credits |
| Elective Specialist Units (Choose One Unit ONLY) | ||
| 5OS01 | Specialist Employment Law | 6 Credits |
| 5OS02 | Advances in Digital Learning and Development | 6 Credits |
| 5OS03 | Leadership and Development Essentials | 6 Credits |
| 5OS04 | People Management in an International | 6 Credits |
| 5OS05 | Diversity and Inclusion | 6 Credits |
| 5OS06 | Leadership and Management Development | 6 Credits |
| 5OS07 | Wellbeing at Work | 6 Credits |
It’s important to note that CIPD’s 5HR02 qualification compares to:
- Level 5 European Qualifications Framework (EQF).
- Level 7 in Ireland’s NFQ IE
- Level 9 in Scottish SCQF
The Core Content of CIPD’s Unit 5HR02: Talent Management and Workforce Planning
Talent management and workforce planning is one of the three compulsory specialist units. Talent attraction, acquisition, retention, and an inclusive workforce define an organization’s success.
The Course Outline of 5HR02
How can the modern company strategically position itself in a fast-paced, competitive labor market? This unit’s syllabus answers this question by teaching the following topics:
● The Net Effects of Workforce Planning.
● Developing an Inclusive Talent Pool.
○ The Place of DEI in Talent Acquisition.
○ Potential Risks of a Poorly Planned Workforce.
○ Tools to Moderate Planning Risks.
● Recruitment: Forecasting Labor Demand and Supply.
○ Internal (Organizational) Sources.
○ Market-driven (External) Sources e.g Competitor Analysis.
○ Employee Turnover
● Promotion and Demotion Rates.
● Critical Incident Analysis Techniques and Tools.
● Performance Appraisals and Retention Methods.
● The Role of Social Media in Talent Attraction and Acquisition.
● Terms of Contracts.
○ Zero-Hour Contracts.
○ Express and Implied Terms of a Contract.
● The Role of Socialization in Onboarding, Company Culture, and Employee Effectiveness.
Notable Changes in 5HR02 Syllabus in 2024
How does talent management and workforce planning respond to the modern labor market? This is the question that CIPD Moderation Window June 2024 – September 2026 addresses in depth.
Change #1: There are now 10 Assessment Criterias for every scenario
Previously, there were 15 assessment criteria/questions in 5HR02; the new 5HR02 assessment brief has 10 Assessment Criterias (A.Cs) spread out in the following 10 questions:
Question 1: Evaluate the organization’s position in a comprehensive Competitor Analysis.
Question 2: Critique the tight and loose labor markets for scenario (1) above.
Question 3: Discuss the Impacts of Effective Workforce Planning for your specific brief.
Question 4: Make an appraisal of the chosen approach’s validity, the applicability, and its reliability.
Question 5: Wholesomely examine the scenario company’s Recruitment and Selection Methods.
Question 6: Examine Avoidable and Unavoidable Employee Turnover, discussing in detail the differences between Push and Pull Factors.
Question 7: Look at possible Retention Measures. Compare recruitment costs, available resources, and the effectiveness of the chosen retention method(s).
Question 8: Dive headlong into Dysfunctional and Functional Employee Turnover. Link all the relevant direct and indirect costs in your evaluation.
Question 9: Discuss the Contract Types relatable to the scenario, basing your arguments on the nature of work prescribed by the scenario.
Question 10: Recommend and explain Onboarding Improvement techniques appropriate for the assessment scenario.
Change #2: The new syllabus will equip learners with adaptive IT skills
Companies are using the latest technologies in artificial intelligence and robotics to automate simple, repetitive tasks. Making accurate, complex decisions in milliseconds is all thanks to predictive algorithms. In addition, emerging technologies support the implementation of flexible employment models like virtual and gig work.
The new 5HR02 (2024) syllabus comes with an up-to-date IT skills segment. Upon graduation, people professionals will address the possible setbacks of increased connectivity from a point of knowledge. It’ll also help HR executives to understand the negative effects of precarious work models on the employees’ wellbeing.
Change #3: A reviewed Recognition of Prior Learning (RPL) and exemptions statutes
For learners with a previous version of 5HR02 CIPD qualification, the transfer
opportunities to this new certification are now under Planned
Exemptions (See Appendix B).
Non-CIPD graduates can also favorably map to units of this qualification, given they submit evidence of achievement for verification. The maximum exemption for qualification stands at 50%, with all fees of exempted units withdrawn.
Change #4: Check out the new assessment standards and regulations in 2024!
There are changes in the way the CIPD and accredited centers conduct assessment as I’ll explain below.
Setting Assessment Tests for 5HR02: Going forward, the CIPD will set assignments for all core units. Specialist and Optional Specialist 5HR02 unit tests will originate and be marked from individual centers, but under strict guidance and scrutiny of CIPD for moderation and validation of results.
Assessment Focus: The focus of the assessment brief changes forthwith to an employer-driven model. Every A.C will solve a real-world problem that people professionals encounter in their daily career life.
Assessment Grading: During the two-year-long moderation window, there’ll be no 5HR02 qualification grades. You’ll either Pass or Fail. To achieve a Pass, a learner MUST meet ALL assessment criteria.
If the complete qualification isn’t achieved, CIPD may issue a statement of stand-alone unit credit. The latter is subject to the currency of existing qualification and CIPD’s inhouse quality assurance checks whose decision is final.
Progression to CIPD Level 7: Upon successful completion of Level 5, you may progress to CIPD Level 7 – Advanced Diploma in Strategic People Management or Strategic Learning and Development (L&D).
Link to Apprenticeship: 5HR02 qualification equates to the knowledge elements of a Level 5 HR Consultant / Partner Apprentice.
Refer to Appendix C for more details.
Change #5: See the compliance guideline (2024)
According to the June 2024 – September 2026 moderation window compliance guidelines, no part of 5HR02 qualification may be altered by approved centers.
CIPD centers may NOT amend:
- Learning outcomes.
- Assessment Criteria or approach.
- Assessment Briefs.
- A unit or a qualification’s title.
- Any other CIPD regulated guidance.
A breach will automatically render the learners’ achievement null and void. Such centers as goes against this clause will be subject to sanctions by the
CIPD.
Going Forward: The Future of 5HR02 Syllabus
In the future, technological advancements will continue to affect how people work. Ultimately, the 5HR02 syllabus will keep changing to accommodate the role of HR in helping employers and employees adapt to these changes.
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