FIRST NON-UK ACCREDITED CENTRE TO OFFER ADVANCED LEVEL PROGRAMME
CHARTERED INSTITUTE OF PERSONNEL & DEVELOPMENT (CIPD)
What is CIPD?
The UK-headquartered Chartered Institute of Personnel and Development (CIPD) is the world’s largest HR and development professional body. As an internationally recognised brand with over 135,000 members across 120 countries, CIPD prides itself on supporting and developing those responsible for the management and development of people within organisations. CIPD sets global standards for HR and building HR capability within organisations around the world.
Why Should I Study The CIPD Advanced Diploma?
CIPD’s flagship Advanced Diploma in Human Resource Development (HRD) is a Masters Level Qualification*. It develops the expert professional knowledge and skills required to perform effectively in senior HR and Development Roles. In addition, the diploma covers the underpinning knowledge required to become a Chartered CIPD member**.
Why Should I Study CIPD at Noesis?
NOESIS is the first and only provider of the prestigious CIPD Advanced Level Diploma in HR Development in South East Asia, and one of only a handful of providers who offer the qualification outside the UK. We were approved by CIPD to offer the programme based on the high quality of our lecturers and our vast experience in running professional programmes over the last 10 years. All of our lecturers have deep industry and lecturing experience and are also skilled at achieving high pass rates.
*the Advanced Level Diploma is recognized by the Qualifications and Credit Framework in England at Level 7, equivalent to Masters Level, and also at level 7 by the European Qualifications Framework.
**subject to meeting the level of experience required by CIPD.
+60 3 2166 6184
February, June and October(for all levels)
4 to 5 months
Part-time weekend classes
The course consists of 8 modules, which together equip students with the knowledge and skills required to succeed in senior HR and Development positions. The subjects take between two and two and a half years when studying at NOESIS.
On completion of this unit you will be able to:
• analyse and evaluate the major features of national and international employment markets and ways in which these markets evolve or change.
• play a leading role in the development and evaluation of resourcing and talent management strategies, diversity management and flexible working initiatives.
• manage recruitment, selection and induction activities effectively, efficiently, lawfully and professionally.
• undertake and evaluate long and short-term talent planning and succession planning exercises with a view to building long-term organisational performance.
• gather, analyse and use information on employee turnover as the basis for developing robust staff retention strategies.
• manage retirement, redundancy and dismissal practices fairly, efficiently and in accordance with the expectations of the law, ethics and professional practice.
On completion of this unit you will be able to:
• explain and critically analyse the concepts of leadership and management and their application in an organisational, social, environmental and multicultural context.
• evaluate, select and apply a range of approaches to identifying leadership and management development needs in differing organisational contexts.
• critically analyse and evaluate approaches to the formulation and implementation of leadership and management development strategies to meet current and future organisational needs.
• design, critically evaluate and advise on a range of leadership and management development interventions to implement leadership and management development strategies and plans.
• work collaboratively, ethically and effectively to support a partnership approach to leadership and management development, and explain and evaluate the role of leadership and management development in enhancing and developing organisational competence.
• critically assess and evaluate approaches to the development of leadership and management in both the international and global contexts.
• act ethically and professionally, with a demonstrated commitment to leadership and management development and to continuous personal and professional development.
The module also focuses on how an organisation’s culture, values, and environment support and enhance organisational performance and adaptability. The importance of cultural awareness in managing outcomes of design and development strategies, the practical applications of organisation design and organisation development concepts and the implications for the effective management of organisations and professional practice are considered.
On completion of this unit, you will be able to:
• Understand the historical and theoretical basis of organisation design and development and their context in terms of value and contribution to organisational life
• Available design options regarding organisational structures and relationships
• Processes and systems that need to be in place to maintain such structures and relationships, and evaluation of same
• Methods and procedures of organisation development and review their strategic impact
On completion of this module, learners will be able to:
• Critically assess a range of models and frameworks of coaching and of mentoring.
• Demonstrate and apply an informed and critical understanding of psychological theories and concepts informing the design and use of coaching and of mentoring, including a range of theories related to learning, emotional intelligence and personal and organisation change and development.
• Design and implement organisation-based coaching strategies and mentoring strategies and programmes, taking account of a range of contextual factors.
• Provide skilled, professional and effective coaching and mentoring services to individuals in a range of organisational, professional and personal contexts.
• Act ethically and professionally with a demonstrated commitment to equality of opportunity and diversity in coaching and mentoring practice and to continuous personal and professional development.
NOESIS prides itself on the quality of its lecturers across all programmes. The profile of some of our HR lecturers is below:
Christopher Bennett (Part-Time)
Chris teaches, writes about, and advises on, matters of Governance and Human Capital in the boardroom and ‘C’ suite and works with boards and directors on these issues across Asia. He previously served as Managing Director, Singapore & Malaysia, for Watson Wyatt Worldwide, and headed its Board and executive compensation team in ASEAN. Previously, Chris served as the Country Manager and Executive Compensation and Rewards Practice Leader for Towers Perrin, Singapore & Malaysia. He teaches aligning business and human capital strategy across various Executive and Master’s programmes.
Ahmad Zakie Bin HJ. Ahmad Shariff (Associate)
Bach of Econs (UKM), MSc (Accounting, Illinois)
Prior to taking over the management of the stock broking firm Ahmad Shariff, Ahmad Zakie was the Head of Organisational Learning Division, Maybank Group, where he was responsible for planning the training and talent enhancement needs of the Group. Ahmad Zakie joined Maybank from UEM, where he was the Director of Corporate Affairs in charge of Human Capital Development. This included Senior Management Development and establishing a Talent/Succession Pipeline. He has extensive lecturing experience across various MBA programmes.
MBS (Dublin), B. Comm (Mngt & Mkting, Cork), Chartered Marketer (MCIM)Brian is the Academic Director for NOESIS Ex Ed, and has over 20 years of experience working in various management and consulting roles in the UK and Asia. In the course of his career he has worked for companies such as Cadbury’s and Johnson and Johnson. He has spoken at Conferences on Management, Leadership and Marketing in the UK, Malaysia, China and America. Brian was formerly the Dean of the School of Business at INTI College Subang Jaya. A qualified Cultural Intelligence Trainer and member of the International Leadership Association, he is currently pursuing a PhD in Leadership and Culture.
Michael Thong has extensive past combined work experience in HRD, teaching at three universities in Melbourne and consulting in management, leadership and softskills/ EQ development in 34 private, public and NGO sector organizations in Australia, Malaysia, Singapore and Hong Kong. Trained initially as a counseling psychologist, Michael subsequently developed additional interest in organizational psychology and undertook much consulting work in this domain. His consulting work today is heavily influenced by personal construct psychology, positive psychology and CBT. His doctoral thesis on management development was nominated for and subsequently won RMIT University’s Research Prize in 2001 “in recognition of the achievement of excellence in a higher degree by research program assessed during 2001”. Apart from his consulting work, Dr Thong currently teaches HRD, management and leadership development and strategy on a part-time contract basis. He is also a Contributing Author for McGraw-Hill Education (Australia). Although Michael lives and works most of the time in Melbourne he travels overseas for selected short term work assignments as required.
Who Should Do This Qualification?
- Business Diploma or Business Degree Holders with 5 or more years experience in HR who are looking to move to the next level in HR Management or into a more Training /Development-focused role.
- Freelance trainers or trainers in the corporate sector or for training organisations who are looking to gain enhanced knowledge and a premium globally recognised HR Development qualification.
- Business Diploma or Business Degree Holders with 5 or more years business experience, currently in line management, who are looking to improve their people management or to move into a more Training /Development-focused Role.
- MBA and Masters holders looking to move into HR or training roles.
- HR Lecturers in Higher Education Institutions
- Human Resources Consultants
- Recruitment Consultants and Headhunters
- HR Degree Holder (first degree or Master’s), with no experience required
- Business Administration Degree with 3 years HR/ Line management/Training/HR Consulting Experience
- Business Administration Diploma with 5 years HR/Line management/Training/HR Consulting Experience
- MBA with 1 year Line management/Training/HR Consulting Experience