Level 3 to Level 7

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.

Hi Emma.
I am a lecturer and course leader on CIPD courses. Most students find the jump just from level 3 to level 5 a very steep learning curve. To go straight from level 3 to level 7 - effectively A level equivalent to post-graduate - is likely to be a huge jump especially as the level 7 study will be very intensive but also very much self-directed. I would not accept someone going on to a level 7 course without substantial HR management experience and or a level 5 CIPD qualification or degree level business-related qualification.
Hope this helps.
Robert Hill

Hi Emma

My personal experience is L3 to L5 was a *huge* step up in itself.

I pretty much floated through L3 and thought it was a total waste of my time but L5 is a very different beast altogether. I was tempted to do my L7 straight from L3 and I'm so glad I didn't. I'm struggling a little with L5 despite having nearly 5 years HR advisory level experience as I've been fortunate enough to not have had many 'technical' HR problems to deal with. If someone has been a HR Advisor for a year for a massive organisation with problems every day they would probably have more knowledge than me and find it much easier.

To be honest after my L5 that's it for me as I know L7 will be way too much stress.

You can find copies of the assignment questions online, that might give you an idea of the level of study to help you decide.

Thanks I have had a meeting with my level 3 tutor and we discussed this in great lengths and she agreed with you. Maybe one day in the future i will be ready.

Thanks

Hi Samantha, thank you for your response. I feel much better after talking to my tutor and totally agree with you after doing some research. We currently dont have an advisor so im finding myself stepping up alot so im hoping i will have been exposed to enough problems but September to help me through.

To add to what others have responded I have completed Levels 3,4 (NVQ no longer recognised) and 5.
As my colleagues with less HR experience were studying Level 7 and having around 20 years HR experience as well as previous CIPD qualifications I was initially looking at doing Level 7 to stretch myself. However as I was doing mixed mode workplace learning even with all the opportunities a large Council could offer, it just wouldn't expose me to the Manager/Director experience I would need to successfully complete it. Therefore in the end I completed Level 5 which was still enough of a stretch even with my experience (HR Advisor level) and having degree level qualifications.
There isn't necessarily a right or wrong answer have others have said but from my own experience I would say Level 5.

I am nearing the end of my Level 5 at college. I must admit it has been trying especially with teenage children and a full time job. I have now passed 7 of the assignments with Employment Law the last!