Human Resource Management

The primary purpose of the CIPD Foundation Certificate in People Practice qualification is to develop participants’ knowledge and skills and to build their expertise, confidence and credibility to deliver value in their organisations and to the people served by Human Resources (HR) and Learning and Development (L&D) professionals. This qualification will give participants a solid foundation for careers in the people profession, incorporating both Human Resources and Learning & Development.

CIPD qualifications set the international standard for people professionals. When participants complete the qualification, they will be awarded CIPD Foundation Membership, and the designation “Foundation CIPD” after their name. This starts to build their credibility in the people profession, shows that they are serious about their development and that they have a strong base of knowledge to build on.

See the September 2024 Programme Brochure here.

The overall aim of the Certified Mediation Training Programme is to provide students with a comprehensive understanding of Mediation as well as expertise in mediation skills for the management of workplace and organisational conflicts and disputes.

Domestic Violence and Abuse (DVA) - Its impact in the Workplace is a self directed elearning course for HR Managers, People Managers, Trusted Colleagues and Friends across the Public Service and beyond who will gain valuable insights into how to recognise, respond and refer a colleague who may be experiencing domestic violence and abuse.  It will also raise awareness of the importance of having a Domestic Violence and Abuse Policy in each organisation.

This course supports the Civil Service and the Public Service commitment to raising awareness about Domestic Violence and Abuse.  It supports employers in line with the Civil Service Domestic Violence and Abuse Policy.

Capability Based and Competency Based Interviewee Preparation will be delivered as a half-day online workshop.  It is suitable for staff at all levels of the organisation who are eager to improve their interview techniques. The workshop is designed to give participants an understanding of how to prepare for upcoming interviews (online or face-to-face) and get an understanding of the purpose and structure of capability and competency based interviews.

This one-to-one coaching service is designed to give people an opportunity to engage in a practice one-to-one interview with an experienced interviewee preparation coach.

This coaching session should ideally be completed after having developed an understanding of how to prepare for upcoming interviews through attending the IPA’s Interviewee Preparation Webinar.

The Competency Based Interviewer Preparation Online Workshop is designed to provide participants with a clear understanding of the theory of best practice in recruitment and selection as well as providing them with an understanding of their responsibilities as interview board members.  

With ever increasing number of applicants applying for positions in the Civil and Public Service, to stay as employer of choice we have to demonstrate that our Recruitment and Selection process including Desk Shortlisting is Transparent, Consistent, Fair and based on both best practice and merit. This half day online workshop was built to deliver a fair and consistent mechanism for assessing applicants written examples. 

Freedom of Information for Decision Makers is an intensive one day course for people charged with making decisions in relation to applications for information under the Freedom of Information Act 2014, which was enacted on 14 October 2014.  Reference will also be made where appropriate to the repealed FOI legislation (1997 and 2003) and to Data Protection legislation and obligations under it regarding Personal Data.  

The purpose of this course is to bring participants through the different Parts (1-7) of the new Freedom of Information legislation and to explore with them the implications for their organisations. Emphasis will be placed throughout the course on the sections that are most relevant to attendees. By the end of the course, participants should feel more confident when dealing with an application for information under FOI Act 2014.

Performance management is a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes a shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved.   Remote working (or a blended approach of time in the office and time working remotely) presents managers with particular challenges in terms of managing performance and collaborative engagement.

A new Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work written by the Workplace Relations Commission (WRC) and the Health and Safety Authority (HSA) has been in place since December 2020 (S.I. 674 of 2020, Industrial Relations Act 1990). 

The role of the Contact Person, Support Contact Person or the Designated Contact Person is an integral part of the Dignity at Work process.   The function of the Contact Person is to listen, be supportive and outline the options open to an employee who believes they may be experiencing bullying behaviour by somebody they are coming in contact with in their workplace or through their work. The Contact Person acts as a first point of contact, somebody to speak with in confidence about what might be happening with a view to considering what the next actions might be.  The Contact Person will explain the definitions of bullying behaviour and the various elements of the procedure and will assist the employee in making an informed choice about what action, if any the employee may wish to take.  

The aim of this workshop is to consider this specific role and help build the confidence of those who have volunteered to undertake it on behalf of their organisation.