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Annie Hayes

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CIPD qualification: Is it necessary? … continued

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How can you get qualified?
You can consider an educational route that is accessible within a variety of educational centres that will offer a range of full-time, part-time and/or flexible learning courses. With HR growing in importance and popularity, there is an increasing number of universities offering CIPD-accredited courses. University graduates can achieve CIPD status by completing a four year, full-time course whereby 12 months are spent working in industry. This provides students with the perfect opportunity to ensure the theory learnt within the classroom, is put into practice.

This method is not necessarily going to be suitable for all, especially those already operating at a senior level in personnel and development. If you are in this position and have five years’ managerial-level experience, you can become a member through a professional assessment of competence (PAC). This is where your existing experience is recognised and fits alongside your busy work schedule, providing you with a route to becoming a Chartered Member of the CIPD.

In summary
The value of CIPD will depend on the individual, but I believe that becoming a member will provide you with a fantastic platform to begin your HR career. CIPD accreditation will give you a great start on a competitive career ladder as it is being recognised more and more by employers as a fundamental addition to an HR professional’s skillset. Despite this, not all HR professionals will benefit from the CIPD. Individuals with more than five years’ experience may already have what the CIPD programme will offer.


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3 Responses

  1. CIPD enquiry
    Hi there,

    I am wrking as a recruitment consultant and considering to do the CIPD certification.
    Please can someone advice on the pros and cons of this course.

  2. Experience alone no longer acknowledged
    I progressed up through a major manufacturing company from HR Assistant to an HR Officer role. The company I worked for supported me in completing the CIPD Certificate 1998, however, could not support me further in obtaining a CIPD degree. With a family and home to support, I find the cost/time of continuing with this difficult. I have since been made redundant from my job with 11 years senior experience within HR and I am finding it increasingly difficult and disheartening to find suitable work that I can continue to put all my skills and experience into as all posts within HR in Northern Ireland are requesting that the applicants must be a CIPD Graduate.

  3. HR Degree leaves you out of CIPD.
    I am a mature full time student studying management with Human resources over the four years. I Will not actually leave with any form of CIPD qualifications what so ever and to make matters worse the CIPD dont recognise my course so I cant cliam any CIPD student discount. The only way for me to Have some form of accreditation would be to stay on for a fifth year and do a post-grad. To think when I leave university with a HR specific degree I may still be overlooked due to not having any CIPD qualifications is a liitle un-nerving. As a student I recognise the emphasis a lot of employers now put on the CIPD, I just hope that it does not become the sole pre-requisite to acquiring a HR position in the future, as the costs and extra time spent studying for further CIPD qualifications could hinder my return to the workplace.

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Annie Hayes

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