With a CIPD Level 7 Advanced Diploma you will learn how to develop creative and strategic people management solutions that drive organisational performance.
The Level 7 Diploma is the highest level of CIPD qualification and leads to Chartered membership of the CIPD. Upon successful completion of your level 7 qualification, you will have gained essential people management skills and know how to apply a wide-range of innovative and strategic L&D management skills in the workplace.
If you are a seasoned learning and development professional who is currently responsible for leadership strategies and policy creation, then a professional CIPD Level 7 Advanced L&D qualification will enhance your understanding and knowledge across a wide range of key topics, and keep you in line with industry best practices. You will examine the external environment and learn how to prepare business reports that persuade and influence key stakeholders. In addition to this, you will also gain Chartered Membership of the CIPD and be able to proudly use Chartered MCIP after your name.
Truly professional and amazing tutors! Really supported me throughout my Advanced Diploma Level 7 CIPD learning journey! Thank you for making me feel part of this great community, Acacia Learning!
The CIPD Level 7 Advanced Diploma in Strategic L&D provides a comprehensive overview of strategic learning & development management.
The CIPD have launched their new 2021 qualifications. Read this blog: CIPD Levels 3, 5 and 7 Explained where we explore the changes, CIPD levels and different routes through.
Book your no-obligation telephone consultation with one our friendly course advisors. They will discuss your specific requirements, offer you advice and provide you with further information on our study options, start dates and more.
Complete your CIPD Learning & Development qualification flexibly by attending our live online or London classroom workshops.
Join our Live Online classes once a month. They combine the convenience of remote learning, with the support, structure and interaction of a classroom environment.
In small groups an experienced, CIPD approved tutor will take you through the theory, application and assessment for each learning outcome. You will be able to share ideas and experiences with other senior L&D professionals from a variety of organisations and sectors.
Read more about our CIPD Level 7 Online courses and options here.
For more information about our Level 7 CIPD London Workshops.
You can mix and match between our different delivery options, creating a personalised training programme. Modules can be taken in any order so there are start points every month.
If you are still undecided we also offer free taster classes for our live online and London workshops. You can book to attend a session where you will get access to careers and study advice from our tutors, as well as meet fellow students to help you get started.
All candidates whom undertake a CIPD Advanced Level 7 in L&D qualification will be evaluated in different ways, which will depend upon the modules that are being undertaken. The assessments vary for each module and can include: written reporting as well as written assignments on a particular business issue.
You can find out more information on CIPD Level 7 exams by reading our 8 Top Tips from a CIPD Examiner.
Our flexible approach to breaking down the course into modules means you can pick between evening, weekend or online classes.
For the Level 7 Advanced Diploma in Strategic Learning & Development there are 8 modules. Click on each one to find out what you will learn in each unit.
This core diploma unit will extend your skills and understanding of the interaction between the commercial business environment and future developments in the world of work, employment and the people management. You will research a range of contemporary people practices including those relating to ethics and sustainability, employee well-being, equality, diversity and inclusion.
• Learn how leaders and managers working in people practice are responding to globalisation and its significance for work and employment.
• Investigate the current and future thinking within organisations around technological developments and how new agendas are evolving.
• Evaluate social, demographic and economic trends and how developments in public policy affect people practice.
• Learn about effective leadership of change, innovation and creativity, including the key interrelationships between ethics, sustainability, diversity and well-being.
• Analyse policy, practice and corporate social responsibility and the ways in which people professionals can apply and promote them for organisational productivity.
This core unit highlights the importance of using evidence-based, outcomes-driven and principles-led practice in support of the fundamental purpose of the people profession. You will explore how people professionals create value and deliver outcomes for organisations and employees, and how contributing to the success of business goals improves performance and improves the employee experience. You will also study the benefits of delivering policy and practice coherently and in line with organisational goals.
• Learn how to explain the advantages and benefits of aligning people practice strategies with organisational objectives and learn about the ways in which organisations integrate people practice with culture, brand and values including the evaluation of data sources aimed at shaping people practice.
• Develop an understanding of contemporary people practice through evaluation in the fields of resourcing and performance management.
• Delve into the fields of learning and development and organisational design and development. Understanding the role and influence of people professionals is a key part of your learning for this unit.
• Debate the merits of the different and varied ways in which people practice is organised and structured in organisations.
• Evaluate the practical and ethical challenges presented by data analytics and technological developments.
This core unit is about supporting successful employees and promoting ethical behaviours to champion better work and working lives and develop business acumen. You will learn about fundamental theories and concepts and how they are important for promoting inclusiveness and influencing others through fair and transparent behaviours. Using core skills including critical thinking, communication and teamwork the unit will also provide you with an in depth understanding of how actions and inclusive behaviour impact on ethics and the organisation.
• Learn how to critically assess different ethical standpoints in people practice and how ethical behaviour maintains high standards.
• How to consider business improvement in relation to working lives evaluating the promotion of well-being, fairness and the contribution of personal integrity within organisations as well as evaluating the benefits and costs of collaborative methods both internally and externally across a variety of business boundaries.
• Learn how to achieve and maintain challenging business outcomes through an understanding of the business, and self-awareness and improvement to support your career progression.
• Justify the benefits of maintaining a passion for learning, evaluate the need for continuing professional development and the merits of evidence-based critical thinking.
• Demonstrate behaviours associated with effective influencing and decision making as well assessing the benefits of networking.
Qualified people professionals will be required to research relevant topics and write reports that can persuade key stakeholders in the organisation to change or adopt a particular policy and practice. This core unit will equip you with the skills to be able to define, design and undertake a business research project. It focuses on developing ability to produce an integrated report based on evidence and to include your own recommendations and critical reflection.
• Learn how to plan a business research project including examination of themes that would add value to the organisation.
• Provide critical evaluation of key publications and terms of reference will be undertaken, and a range of questions established to support the project focus and developed outcomes.
• Distinguish between primary and secondary data, conduct cost and benefit analysis, and research ethical issues around data collection for your project.
• Design an appropriate strategy for analysing and organising your data and finally develop conclusions and business-focused recommendations as an outcome of the project and reflect on how you could improve future project design and delivery.
Effective organisational design and development is crucial for businesses to thrive. Influencing organisational structure is a key part of effective people development. This CIPD postgraduate unit will give you the knowledge, skills and confidence to re-shape your organisation to meet the business challenges of the future.
You will develop understanding of the range of options for organisational design and how these align with strategic objectives.
• You will learn to critically evaluate theory and concepts in relation to ODD to gain an understanding of its principles and any key issues that underpin them.
• Examine the meaning and value of ODD and review the rationale for and the complexity of organisational design, considering a range of organisational forms and the contextual relevance of these.
• Develop understanding of different methods and approaches to organisational development and how these align with organisational goals.
• Explore the role of people professionals in the creation of new organisational forms.
• Examine responses and approaches to change, including strategies for employee engagement and reflection on personal skills and behaviours that influence successful implementation.
This specialist module will provide you with the tools to create a strategy to develop leaders and managers within any organisation including how these roles adjust in different contexts. You will critically analyse a full range of development interventions to ensure effective approaches to leadership and management development. You will reflect on your own practice in relation to ethics and professionalism. Finally, you will explore the skills needed to be a more effective people manager, with specific knowledge on leadership and management development strategies in an international context.
• Learn about the differences between leadership and management in different contexts, evaluating the roles of leaders and managers and their typical knowledge, skills and behaviours.
• Discuss the merits of adopting strategic approaches to leadership and management development. Understanding of how learning needs analysis impact programme design decisions and learning interventions will be developed as well as the importance of CPD for leaders and managers.
• Compare metrics and evaluation models and how they can be applied, including the role of data and learning analytics to link leadership outcomes.
• Understand how the development of international leaders and managers in a global context affects cultural and geographical boundaries including issues faced by micro multi-nationals and SMEs operating globally.
This unit focuses on the significance of learning design and delivery considering the organisational context and the needs to be addressed. It explores the theories and models of learning design, both traditional and contemporary, the range of delivery modes and the impact of the learning experience on the transfer of learning into the organisation. It considers the importance of analysing data from learning interventions resulting in meaningful and purposeful learning design.
• You will analyse how organisational approaches to learning are impacted by different contexts and the external environment.
• Discuss ways in which robust learning strategies and policies are developed and undertake critical analysis of organisational approaches to learning in external and internal contexts.
• Evaluate methods through which learning data may be obtained and how it relates to learning needs.
• Discuss the differences between a learning gap and a development gap. The importance of design and delivery of learning and the requirements for differentiated approaches will also be covered.
• Review the role of impact measurement and how learning professionals develop awareness of impact cultures within organisations.
This unit focuses on the main reasoning of employment law such as employer defences and claimant remedies. You will examine the common issues relating to employment law which arise in organisations with a view to preparing a defence or helping to settle claims before a hearing. Integral to this is the legal system, the main sources of law and the evolution of contemporary employment regulation in the UK.
• Develop an understanding of UK employment law and the legal framework for employment regulation in the UK.
• Explain the major sources of employment law and its evolution, the role and function of the courts and other employment law institutions and the principles of law in the fields of precedent, vicarious liability and continuity of employment.
• Cover the Equality Act and its application including interpretation of the protected characteristics aimed at protecting workers from unlawful acts of discrimination.
• Analyse contracts of employment and debate the principles of wrongful, constructive and unfair dismissal.
• Explore the law in relation to health and safety at work and personal injury, regulation on hours and wages, maternity and parental employment rights and the regulations relating to confidentiality at work.
When organisations become international, they can face major challenges and complexities in their scope and activities. This unit explores how and why organisations trade and operate internationally, the different forms that international business operations take and some of the practical and ethical issues that international organisations face from a people management perspective.
• Analyse the different ways in which organisations operate, trade and expand overseas, discussing the ethical issues in the field of international management and employment.
• Learn about how and why people management practices vary between different countries and regions around the world.
• Focus on the staffing of international organisations, and effective management of expatriate staff and the major alternative staffing strategies which international organisations follow.
• Focus on the practicalities associated with managing people in an international context, specifically in the fields of performance management, diversity and inclusion, reward management, communication and employee voice, talent management and development, and flexible working practice.
This module explores strategic workplace diversity and inclusion in terms of communication and training, addressing workplace behaviour and analysis of trends. It focuses on the historical and present-day role of trade unions and line managers in promoting a fair work-place culture key to managing workplace effectiveness.
The skills you develop with the CIPD Level 7 qualification will open new exciting career options for you!
I wanted theory to back up what I was putting into practice everyday at work. It’s given me great confidence and credibility at work. I’ve been able to apply what I’ve learned in class the very next week at work.