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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.


Dr. Yee Wee Chun
Dr. Yee Wee Chun
Programme Director
+60 3 2166 6184
Intakes Each Year
February, June and October(for all levels)
Duration Per Intake
4 to 5 months
Mode of Study
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.

Core Units

Human Resource Management in Context

Human resource (HR) professionals and managers operate within increasingly complex and changing organisational and contextual circumstances. This module provides learners with an understanding of the principal internal and external environmental contexts of contemporary organisations, including the managerial and business context, within which managers, HR professionals and workers interact in conditions of environmental turbulence, change and uncertainty.

Leading, Managing and Developing People

This module aims to provide learners with a rigorous framework of knowledge and understanding concerning people management and development. The module seeks to familiarise learners with major contemporary research evidence on employment and effective approaches to human resource (HR) and learning and development (L&D) practice. The module also introduces learners to major debates about theory and practice in the specific fields of leadership, flexibility and change management, with the aim of helping them to become effective managers as well as effective HR specialists.

Developing Skills for Business Leadership

A key purpose of this module is to encourage learners to develop a strong sense of self-awareness and of their own strengths and weaknesses as managers and colleagues. The module is primarily concerned with the development of skills that are pivotal to successful management practice and to effective leadership. These include thinking and decision-making skills, the management of financial information, managing budgets, and a range of teamworking and interpersonal skills. The module seeks to help learners make the most of their formal programmes of study through the inclusion of key postgraduate study skills. It also requires critical reflection on theory and practice from an ethical and professional standpoint.

Investigating a Business Issue from an HR Perspective

Qualified professionals should be able to research relevant topics and write reports that can persuade key stakeholders in the organisation to change or adopt a particular policy or practice. This module provides the opportunity for learners to demonstrate the ability to diagnose and investigate a live, complex business issue from an HR perspective; to locate the work within the body of contemporary knowledge; to collect and analyse data; to derive supportable conclusions; and finally to make practical and actionable recommendations for the change, improvement or enhancement of current practice.

Optional Units

Resourcing and talent management

A major objective of the HR function is the mobilisation of a workforce. This unit focuses not only on the practical aspects of recruitment, selection, employee retention and dismissal, but also on the strategic aspects to equip you with the knowledge and skills required for resourcing and talent management within a global context.

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.

Leadership and management development

This unit focuses on the development of leadership and management in facilitating organisational, team and individual change and growth. It recognises differing approaches to and interpretations of the concepts of leadership and management within a range of organisational contexts including public, private, not-for-profit, large, small, national, international and multicultural organisations. The unit will enable you to develop a critical understanding of the complexities and contested nature of leadership and management, and the contextual opportunities for development. It will further help you to develop a range of personal and professional skills associated with the development of leadership and management strategies aimed at facilitating organisational development and change. The unit will require you to reflect critically on theory and practice from an ethical and professional standpoint, and provide opportunities for applied learning and continuous professional development.

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.

Organisation Design and Development

This module covers organisation design and organisation development and will enable learners to develop a critical understanding of the theory and conceptual framework of organisation design and of the principles and practices of organisation development. The module focuses on decisions that have to be made on the most appropriate organisational structure(s) to ensure delivery of organisational activities. Organisation design activities therefore focus on finding the most appropriate structures, relationships between departments and sections, and allocation of work activities, including definition of duties and role responsibilities. It has a clear link to performance management in that effective delivery of work and output will be measured and managed.

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

Understanding and Implementing Coaching and Mentoring

Coaching and mentoring in organisations, and as methods of personal, professional and management development, have grown significantly in popularity and in professional practice. Both processes have been subject to much academic and professional research and writing, which have pointed up issues and problems, as well as features of effective practice, that need to be taken into account when using these processes and methods. Such research and writing also signals many unanswered questions about current practice.This module promotes an evidence-based approach to enable the development of intellectual, social and professional skills necessary to design, apply and practise coaching and mentoring programmes and services in work organisations and their application in supporting personal and performance development. It encourages a questioning of simplistic and prescriptive accounts of coaching and mentoring in order to develop a critical awareness and understanding of the potential and limitations of coaching and mentoring models, frameworks and associated theories. It explores the implications for professional practice and requires learners to reflect critically on theory and practice from an ethical and professional standpoint, as well as providings opportunities for applied learning and continuous professional development.

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.


Brian O’Donoghue (Full-Time)
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.


Dr. Michael Thong (Part-Time)
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

Educational Requirements

  • 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