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Opleiding: Advanced Diploma Personal and Professional Effectiveness

Learning purpose

We have designed this flexible, intensive bridging course for HR professionals who have considerable experience but who do not meet the normal entry qualifications for postgraduate study. Successful completion of the Advanced Diploma in Personal and professional Effectiveness guarantees you entry onto our PG Dip or MA Human Resource Management- Development programmes which are at the masters level professional standards of the Chartered Institute of Professional Development. The Advanced Diploma in Personal and Professional Effectiveness is designed so that you can enter theJanuary intake of one of our Masters level (PG Dip- MA) programmes.

 

Programme

The course comprises two modules each taught full-time over five days.
There is a four-week gap between the two modules. After each module you will need to complete coursework assessment in your own time.

 

Progression
The advanced diploma is designed so that you complete it in time to progress to a PGDip-MA intake inJanuary (or September). You will then be eligible to enrol for one of the following CIPD-accredited Middlesex postgraduate programmes

• PGDip-MA Human Resource Management
• PGDip-MA Human Resource Development
• PGDip-MA Human Resource Management and Employment Law
• PGDip-MA International Human Resource Management and Employment Relations.

Presentation

• During the first block week you will make a short presentation outlining the nature of the research you will be undertaking for the second part of the assessment (worth 20% of your mark for this module).

Business Report

• You will need to research an organisational problem and provide a 3000-word report. You will submit this at the start of the second teaching week (worth 80% of your mark for this module).

Examination

• A two-hour exam consisting of answering questions on a case study.

 

Entry Requirements

The course is for those who have professional experience but do not meet the entry requirements for our postgraduate Human Resource Management/Development courses. Typically, applicants will have any qualification below a second-class honours degree in any discipline, for example a third or an ordinary degree. Alternatively you may not have a degree at all, but will have the Certificate in Professional Practice (CPP) or the Certificate in Training Practice (CTP), or A levels, or NVQ level three, or equivalent. You may also be eligible if you do not have a degree but have three years’ work experience. You must have English or Maths at Grade C GCSE or equivalent.

 

English language requirements

You must have competence in English language and we normally require Grade C GCSE or an equivalent qualification. The most common English Language requirements for international students are IELTS 6.5 or TOEFL (paper based) 575 or TOEFL (internet based) 90 with specified minimum scores for each component.

 

Professional perspective and employment market

Our Advanced Diploma in Personal and Professional Development graduates are highly successful in obtaining well-paid employment and many receive several job offers. As a graduate you will have excellent career prospects and the range of potential employers will be vast including within the private, public and not-for-profit sectors.

 

Where do our graduates go?
Based on data from the respondents of the 2007 Destination of Leavers in Higher Education survey, six months after graduating

• * 93% of Middlesex HRM graduates were in employment
• * 3.5% were assumed to be unemployed
• * 3.5% were doing something else, such as travelling

Middlesex graduates from this group have been successful at gaining employment in the following roles

 

Lead Consultant, Falcon HRS
HR Advisor, NHS
HR Manager, Harmoni
Employee Relations Manager, HSBC
HR Support Officer, Met Police
HR Manager, United Biscuits
Lecturer, Middlesex University
Assistant HR Business Partner, Royal Mail

 

Salary
The average part-time salary for graduates in this group was £35,000.

 

Graduate Roles
Below are just a few career opportunities that would be open to you as a graduate.

 

Human Resources (HR) Officer
Human resources officers, also known as personnel officers develop, advise on and implement policies relating to the effective use of personnel. Their work usually involves staff recruitment, employee record keeping, staff training and development, counselling staff, dealing with grievances and disciplinary procedures, promoting equal opportunities and health and safety and dealing with staff pay, benefits, redundancy and employment.

 

Equal Opportunities Officer-Manager
Equal opportunities officer-manager work towards eliminating discrimination both in recruitment and in employment. They do this through promoting, developing and implementing equal opportunities policies and practices, usually in conjunction with the HR manager. You will also monitor performance against key indicators.

 

Employee Relations Officer
An employee relations officer advises on employment matters including the interpretation of legislation, company policies and their application. They role is to maintain good employee relations and, where necessary, support investigatory and disciplinary hearings. They also assist with other HR projects as and when requested and contribute to the development of HR policies and procedures.

 

Training and Development Officer-Manager
The role of a training and development officer-manager is to liaise with managers in identifying staff training needs, and creatively design bespoke training programmes that help to maintain a motivated and skilled workforce.

 

Compensation and Benefits Manager
A compensation and benefits manager develops, implements and administers the organisation's rewards and benefit policies. They oversee a number of key areas including the delivery of reward solutions, providing direction on reward issues, the provision of expert advice on pay and benefits, benchmarking current salaries and benefits to ensure competitiveness within the market place and overseeing the delivery of payroll.

 

Recruitment Consultant
A recruitment consultant work on behalf of employer clients to recruit staff for job vacancies. They provide advice to both clients and candidates on salary levels, training requirements and career opportunities. Developing solid relationships with clients is essential to the role.

 

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