Our Level 4 Award for HR practitioners focuses towards the strategic aspects of Human Resources within an organisation. It explores how best-practice operational elements of HR can be applied across management tiers, thereby developing a positive organisational culture that breeds motivation and constant improvement. This course is a natural progression for delegates who have successfully implemented the Level 3 Award specialising in HR or who are ready to progress from a solely operational HR role. The course is accredited by the Institute of Leadership & Management; as you would expect.

Day 1
Developing People in the Workplace: This module is centred around the people within an organisation; how they are managed, assessed and developed. You will discuss the expectations and requirements of employees including work/life balance. In developing employees there will be a need to establish learning styles and the range of training and development opportunities available. You will also examine mechanisms and techniques for appraisals and providing appropriate feedback to individuals.

Day 2
Motivating People in the Workplace: Theories of motivation, including ‘content’ and ‘process’ theories, and their application to teams and individuals. Factors affecting performance and motivation. Assumptions about human behaviour and the limitations of traditional theories of motivation. Individual motivation vs team motivation and potential conflicts. Incentive systems. Theories of motivation and their application to teams and individuals. Measures for evaluating performance.

Day 3
Managing Stress & Conflict in an Organisation: Delegates will develop an understanding of the signs of stress and conflict in their own organisation and be to help managers to deal with any issues in their own teams. The course will include looking at risk assessments, the causes of conflict and interpersonal friction and how to handle it, the responsibility around bullying and harassment and the disciplinary and grievance process as well as legal implications.

Day 4

Managing Mental Health in the Workplace: Examines organisational approaches to mental health including policies and strategies for mental health support. Objective assessment of reasonable adjustments and mechanisms to provide appropriate feedback to individuals. Communication styles, confidentiality agreements and behavioural adjustment. Promoting positive mental health.

Delegates are required to submit five written assignments of approximately 1200 - 1500 words demonstrating their understanding and application of the course subject matter, within four weeks of the final day of tutoring.


This flagship programme combines both of our specialisms; outstanding HR practices and first-rate Management Development Training. It’s the perfect short course for those who manage the HR responsibilities within an organisation, but who have had little or no formal training. Integrating case studies and the latest thinking in Employment Law, it also makes a great refresher course for anyone who has held or is returning to an HR role. And of course it is accredited by the Institute of Leadership & Management.

Day 1
Understanding the Management Role in Performance Management: You’ll learn about the different levels of management within organisations, how different management styles and culture effect situations and individuals; the differences between management and leadership and the benefits and impact of a range of management styles. Formal and informal personal development features in this module including using self-assessment and feedback.
Understanding Performance Management in Practice: The first line manager’s responsibilities for managing team, individual performance and meeting objectives. How to ensure fair and objective assessment, conduct formal appraisals and the relevance of SMART objectives. Setting, measuring performance standards and why poor performance occurs.

Day 2

Recruitment and Selection in the Workplace: Understand the basic legal aspects of recruitment. Learn how to prepare job descriptions and person specifications, and use these to shortlist applicants. Methods of advertising vacancies, internally and externally, and how to select the most appropriate for a variety of posts. Preparation for selection interviews to ensure impartiality and optimum decision making, interviewing techniques and alternative methods for selecting the most suitable applicant.
Inductions and Coaching in the Workplace: The advantages of new team members and the purpose of induction, effective integration and performance. Company procedures and support systems. Differences between coaching and training. Coaching techniques including the use of constructive feedback to promote positive attitudes.

Day 3

Understanding Discipline in the Workplace: Discuss organisational employment policies to support the disciplinary process, in relation to time-keeping, absenteeism, conduct, performance, attitude and behaviour. The legal aspects of disciplinary processes. Interpersonal behaviour and support skills to maintain discipline at work. The importance of record keeping and other means to support and monitor the disciplinary process.
Planning Change: PESTEL and SWOT analyses. Identifying human and financial factors to plan change in an organisation. The principles of change management, and methods for planning change.

Delegates are required to submit five written assignments of approximately 800 - 1200 words demonstrating their understanding and application of the course subject matter, within four weeks of the final day of tutoring.