1. CIPD Qualifications Review Debbie John Head of Endorsement and Frameworks Autumn 2013

2. Context for review Changes in educational landscape CIPD research and strategic objectives Feedback from employers and learners

3. Scope of review Qualification architecture – levels, titles, use of Award, Certificate and Diploma at each level Purpose of each qualification Structure and content of qualifications Assessment strategy Business rules for accrediting university awarded qualifications NB: refresh not complete rewrite!

4. Educational landscape Student funding Shift from public to private sources Return on investment and employability are key outcomes Learning technology E.g. MOOCs, gamification, mobile learning, social media Implications for teaching (flipped classroom, tutor as facilitator) and learning and assessment (social and collaborative learning) Globalisation of education Increase in international students studying in UK, UK providers delivering overseas Implications for content and assessment

5. Government policy on adult vocational education Richards and Whitehead reviews in England: Greater employer involvement Clear purpose for VQs – initial entry or CPD Less bureaucracy – high level occupational standards, level and credit value to remain, rest of QCF unit format optional Local tailoring of content External control of assessment and grading (end of programme assessment for Apprenticeships with synoptic assessment component)

6. CIPD’s strategic priorities Increasing impact and voice Broadening our reach and relevance – particular focus on L&D professionals, SMEs and consultants CIPD as your career partner – entry, progression, CPD, membership offer Community and connection Internationalisation 30-40k CIPD members have international responsibilities or work internationally

7. Emerging framework for future of HR Changing Context HR & Learning Processes, Practices, Policies Science of HR Business and Commercial Insight, and Analytics Managing and developing people Organisation of the future

8. Business and commercial insight, and analytics How businesses work What creates and drives value Ability to understand own organisation at depth Stepping outside HR remit Connecting with curiosity, purpose and impact Working with data and creating insights from it Human capital metrics

9. Changing context Work Trends and changes in skills and job needs Changing career patterns Global mobility Technological developments New ways of working Workforce Demographics Generational shifts, attitudes and expectations Changing skills base and trends in learning and education Workplace How organisations are evolving and adapting Understanding of culture, trust and engagement How people are best organised, developed, managed, motivated and rewarded to perform at their best

10. Science of HR – understanding people Drawing on psychology, sociology, neuroscience and anthropology What motivates and engages people, how they learn, individual and group decision making, individual differences (e.g. personality), power and politics within organisations, etc

11. Informal feedback from learners and employers Framework is confusing – what’s the difference between a certificate and a diploma? I’m new to the profession – which qual is right for me? Would like named awards Students lack business acumen and awareness L&D qualifications need reviewing. Core is too HR focussed. Optional modules should include e- learning, blended learning, more focus on facilitation and consultancy skills. Create L&D practitioner pathway to Chartered

12. Informal feedback from learners and employers Advanced level not sufficiently stretching for brightest or more experienced professionals Make Advanced level modules more relevant to international students so they are not disadvantaged I’ve completed a Masters in HRM but I want something to show I am CIPD qualified…

13. Reminder of current CIPD qualifications framework LevelCIPD Professional QualsUniversity QualsCIPD Awards FoundationCertificate in HRP/LDP Diploma in HRP/LDP Applied Diploma in HRP in development Award in HR/L&D Essentials IntermediateCertificate in HRM/HRD Diploma in HRM/HRD Diploma in Applied HRM Stand alone undergrad level programmes Undergraduate single or combined degrees in HRM/Business Award in HR AdvancedCertificate in HR Diploma in HRM/HRD Applied Diploma in HRM in development Post Graduate Certificates and Diplomas in HRM/HRD Masters in HRM/HRD Award in HR

14. Questions for today 1.How could we make our qualifications framework simpler and easier for users to understand? 2.Are the core modules fit for purpose? Are there any subjects missing, should be covered in more/less depth or taken out? 3.Are the optional modules fit for purpose? Are there any subjects missing, should be covered in more/less depth or taken out?

15. 4.Should we develop any new qualifications – for L&D, named CPD awards, more strategic advanced level? 5.Should we revise our accreditation policy to enable us to accredit a wider range of university qualifications and modules e.g. accredit MBA HRM modules, with opportunity to gain CIPD award?