Level 3 to Level 7

Don't even attempt to do Level 7, it was designed for Senior HR Managers and Directors, true a lot of people have passed it without working at that level but they probably haven't gained much in the way of knowledge or development from doing it especially applying what they are supposed to have learnt.

I think I’d be inclined to disagree with this, sorry Paul, but Level 7 is not just for Senior HR folk - plenty of people study this curriculum at masters level with little/no exposure to the world of work.

I studied Level 3, found it to be a waste of my time and so went straight to Level 7. I started the qualification when I was in an HR advisor type role and passed exams and assignments with merit. I’m now in an HR BP role (which I believe my part qualification helped me to secure) and will be finishing Level 7 in November.

I would agree that having a degree or higher education already under your belt would be helpful in terms of navigating the exams and assignments, and don’t underestimate it is hard work, but do you need to be an HR Director to be able to successfully complete the qualification? No. I’ve been to workshops as part of my course and met many fellow students who are at the same level as HR BP or HR advisor and are getting along just fine. I actually haven’t come across an HRD student....

Hope this helps.

Are you are proper HRBP or HRBP aka HR Advisor? I suspect the latter operating at Operational Level. You only have to trawl through the posts in the section to see people struggling with Level 5. Personally, I think L7 is easier nowadays than the old PDS with 9 exams,11 assignments and management report over three years.

Hi Paul

The old PDS does sound more arduous I agree but if L7 is “easier nowadays” then why can’t HR Advisors do it? It probably makes sense to say that only people struggling will ask for help on the forum, I expect for every HRA struggling with Level 5 and asking for help on here, there will be 20 others who are smashing through it no problems who don’t need to post.

I’m not sure how this question contributes to the discussion but I hope I’d meet your definition of a proper HR BP. I partner three Directors and their respective senior management teams, and am currently the HR lead on a strategic operating model change for a business area of over 900 people?

:-)

Because it is set at Strategic level, HR Advisors are Operational, it is a bit of overkill because they won't be able to apply what they are learning. When L5 came along it filled a huge gap because you had people completing the old Certificate in Personel Practice who thought that their assignment only course, was the hardest thing they ever did, got a shock when they were faced with assignments and exams on Strategy on the next level, everyone was funnelled into the L7 and a huge amount of people were stuck in what was the Graduate grade, because they didn't do a job that gave them enough experience at management level to gain MIPD/MCIPD. The current set up is a bit more thought out, L3 HR Assistant, L5 HR Advisor to HR Manager L7 HRBP to HR Director. What has upset the apple cart is where once Universities that were running CIPD accredited Masters used to be very picky about who they let on the HR courses, I know some that stipulated you had to be working at management level and be able to apply and put into practice what you were learning, now they want bums on seats so anyone with a cheque book/credit card can get on a course.

Because it is set at Strategic level, HR Advisors are Operational, it is a bit of overkill because they won't be able to apply what they are learning. When L5 came along it filled a huge gap because you had people completing the old Certificate in Personel Practice who thought that their assignment only course, was the hardest thing they ever did, got a shock when they were faced with assignments and exams on Strategy on the next level, everyone was funnelled into the L7 and a huge amount of people were stuck in what was the Graduate grade, because they didn't do a job that gave them enough experience at management level to gain MIPD/MCIPD. The current set up is a bit more thought out, L3 HR Assistant, L5 HR Advisor to HR Manager L7 HRBP to HR Director. What has upset the apple cart is where once Universities that were running CIPD accredited Masters used to be very picky about who they let on the HR courses, I know some that stipulated you had to be working at management level and be able to apply and put into practice what you were learning, now they want bums on seats so anyone with a cheque book/credit card can get on a course.