• Replies 54 replies
  • Subscribers 9 subscribers
  • Views 24369 views
  • Users 0 members are here
Options
Related

Chartered CIPD - what is it equivalent to?

Jason Fox

Hello CIPD peeps

I have been asked a few times exactly what the Chartered CIPD qualification is equivalent to in academic terms, and am struggling to evidence this online here.

 Is it a post graduate diploma? At what level is it considered?

 Any pointers helpful - many thanks.

Parents

  •  

    It is interesting to follow some of the above
    arguments and debates on what are the equivalent of CIPD professional
    qualifications in comparison to other professional qualifications. I enrolled
    on the old CIPD own Stages 1 & 2 External Examinations with a BTEC (HND)
    entry qualification in Personnel Management, which presumably is equivalent to
    a degree qualification. On successful completion of the course, I received the
    CIPD Graduate Membership Award. At that time, anyone with a Masters' degree
    could become a Graduate Member via an exemption of the old CIPD Stage 2
    External Examinations.
    From what I can gather, a CIPD Graduate Membership
    achieved via an academic entry qualification such as a degree or its
    equivalent; would be ultimately equivalent to a "Masters' Degree" or
    to an NVQ accredited level 7. In terms of its relevance and application to a
    "Work Place Competences", Competences and practical demonstrations
    were part of the course. The CIPD Graduate Membership course involved for an
    example, a number of attendances at a Residential Skills Centre. The Institute
    assessed our skills during the residential course, on Recruitment, Negotiation,
    Disciplinary and Grievance interviewing Skills.
    In addition to this, a Work Placement Assessment Project carried in a
    real life scenario offered us a Hands-on work related experience. I am having
    difficulty in understanding the CIPD stand in as far as Human Resources
    Authenticity and Professionalism is concerned in comparison with other professions
    such as Medical Doctors, Accountants etc. No person can become a medical doctor
    purely on the Job experience. He or she must attain the medical academic
    studies and relevant professional qualifications before they can become a
    qualified doctor. Unlike Human Resources, an individual could through promotion
    from grass route, become a Human Resources Manager and could even become an
    Associate CIPD via APL (    Accreditation of
    Prior Experiential Learning) assessment as mentioned later in the debate.
    My other concern as
    far as trying to ascertain what being, “CIPD qualified” means is the
    integration of Graduate Membership qualification with that of Associate
    membership. I believe that the value placed on the Graduate membership of CIPD
    is much higher than that of an Associate yet both grades were lumped into one.
     The CIPD needs to define clearly its’
    Boundaries, Authenticity and Close Shop at the three stages of CIPD Memberships
    and explain the Ownership of Skills to various Employers and organisations when
    recruiting for new staff in the field of Human Resource Management. The
    Institute should not allow Individuals who have no CIPD qualifications to
    become a HR Manager if CIPD were in comparison and in line with other
    Professions mentioned earlier.
Reply

  •  

    It is interesting to follow some of the above
    arguments and debates on what are the equivalent of CIPD professional
    qualifications in comparison to other professional qualifications. I enrolled
    on the old CIPD own Stages 1 & 2 External Examinations with a BTEC (HND)
    entry qualification in Personnel Management, which presumably is equivalent to
    a degree qualification. On successful completion of the course, I received the
    CIPD Graduate Membership Award. At that time, anyone with a Masters' degree
    could become a Graduate Member via an exemption of the old CIPD Stage 2
    External Examinations.
    From what I can gather, a CIPD Graduate Membership
    achieved via an academic entry qualification such as a degree or its
    equivalent; would be ultimately equivalent to a "Masters' Degree" or
    to an NVQ accredited level 7. In terms of its relevance and application to a
    "Work Place Competences", Competences and practical demonstrations
    were part of the course. The CIPD Graduate Membership course involved for an
    example, a number of attendances at a Residential Skills Centre. The Institute
    assessed our skills during the residential course, on Recruitment, Negotiation,
    Disciplinary and Grievance interviewing Skills.
    In addition to this, a Work Placement Assessment Project carried in a
    real life scenario offered us a Hands-on work related experience. I am having
    difficulty in understanding the CIPD stand in as far as Human Resources
    Authenticity and Professionalism is concerned in comparison with other professions
    such as Medical Doctors, Accountants etc. No person can become a medical doctor
    purely on the Job experience. He or she must attain the medical academic
    studies and relevant professional qualifications before they can become a
    qualified doctor. Unlike Human Resources, an individual could through promotion
    from grass route, become a Human Resources Manager and could even become an
    Associate CIPD via APL (    Accreditation of
    Prior Experiential Learning) assessment as mentioned later in the debate.
    My other concern as
    far as trying to ascertain what being, “CIPD qualified” means is the
    integration of Graduate Membership qualification with that of Associate
    membership. I believe that the value placed on the Graduate membership of CIPD
    is much higher than that of an Associate yet both grades were lumped into one.
     The CIPD needs to define clearly its’
    Boundaries, Authenticity and Close Shop at the three stages of CIPD Memberships
    and explain the Ownership of Skills to various Employers and organisations when
    recruiting for new staff in the field of Human Resource Management. The
    Institute should not allow Individuals who have no CIPD qualifications to
    become a HR Manager if CIPD were in comparison and in line with other
    Professions mentioned earlier.
Children
No Data