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Study CIPD Advanced Qualifications at Noesis Academy



What is CIPD?

The UK-headquartered Chartered Institute of Personnel and Development (CIPD) is the world’s largest HR and development professional body. As an internationally recognised brand with over 135,000 members across 120 countries, CIPD prides itself on supporting and developing those responsible for the management and development of people within organisations. CIPD sets global standards for HR and building HR capability within organisations around the world.
Why Should I Study The CIPD Level 7 Advanced Qualification?
CIPD Advanced level qualifications are the most widely recognised professional qualifications in the field of HR and L&D and are set at postgraduate level (Level 7 QCF). They will give you a depth of knowledge alongside the opportunity to specialise in your chosen areas of expertise. You’ll be able to develop your understanding of organisations and the external context within which HR operates. Using critical analysis, self-reflection and problem-solving techniques, you’ll learn how to develop and implement creative and strategic HR solutions that drive organisational performance. By successfully completing CIPD’s Level 7 Advanced Certificate you’ll automatically become a professional member of the CIPD, as an Associate (Assoc CIPD). By studying a few more additional modules, this provides a pathway to be able to upgrade from Associate to Chartered Member or Chartered Fellow (subject to meeting the level of experience required by CIPD)

CIPD Advanced level qualifications are ideal if you:

  • have the responsibility for implementing HR strategy and developing policy
  • are an HR professional in a team and have responsibility for HR development
  • work as an independent or employed HRM consultant, supporting organisations in meeting their goals
  • wish to enhance and develop your career at a strategic level
  • aspire to become a Chartered member of the CIPD.

Why Should I Study CIPD at Noesis?

NOESIS is the first provider of the prestigious CIPD Level 7 Advanced Qualifications in South East Asia, and one of only a handful of providers who offer the qualification outside the UK. We were approved by CIPD to offer the programme based on the high quality of our lecturers and our vast experience in running professional programmes over the last 10 years. All of our lecturers have deep industry and lecturing experience and are also skilled at achieving high pass rates.

Fabian Moa Hiong Cheong
Centre Director
+65 9359 9385

Next Intake Date
Jun 2017 (View Schedule and Fees)
Modules Offered

    Resourcing and Talent Management (7RTM)

Intakes Each Year
February, June and October

Course Duration
4 months per module (Part-time)

Mode of Study
Part-time weekend classes

Fee Structure
Registration Fee: S$100
Tuition fee per subject: S$1,500

Average teacher-student ratio: 30 students: 1 teacher


Core Units

Human Resource Management in Context

Human resource (HR) professionals and managers operate within increasingly complex and changing organisational and contextual circumstances. This module provides learners with an understanding of the principal internal and external environmental contexts of contemporary organisations, including the managerial and business context, within which managers, HR professionals and workers interact in conditions of environmental turbulence, change and uncertainty.

Leading, Managing and Developing People

This module aims to provide learners with a rigorous framework of knowledge and understanding concerning people management and development. The module seeks to familiarise learners with major contemporary research evidence on employment and effective approaches to human resource (HR) and learning and development (L&D) practice. The module also introduces learners to major debates about theory and practice in the specific fields of leadership, flexibility and change management, with the aim of helping them to become effective managers as well as effective HR specialists.

Developing Skills for Business Leadership

A key purpose of this module is to encourage learners to develop a strong sense of self-awareness and of their own strengths and weaknesses as managers and colleagues. The module is primarily concerned with the development of skills that are pivotal to successful management practice and to effective leadership. These include thinking and decision-making skills, the management of financial information, managing budgets, and a range of teamworking and interpersonal skills. The module seeks to help learners make the most of their formal programmes of study through the inclusion of key postgraduate study skills. It also requires critical reflection on theory and practice from an ethical and professional standpoint.

Investigating a Business Issue from an HR Perspective


Qualified professionals should be able to research relevant topics and write reports that can persuade key stakeholders in the organisation to change or adopt a particular policy or practice. This module provides the opportunity for learners to demonstrate the ability to diagnose and investigate a live, complex business issue from an HR perspective; to locate the work within the body of contemporary knowledge; to collect and analyse data; to derive supportable conclusions; and finally to make practical and actionable recommendations for the change, improvement or enhancement of current practice.

Optional Units

Resourcing and talent management

A major objective of the HR function is the mobilisation of a workforce. This unit focuses not only on the practical aspects of recruitment, selection, employee retention and dismissal, but also on the strategic aspects to equip you with the knowledge and skills required for resourcing and talent management within a global context.

On completion of this unit you will be able to:
• analyse and evaluate the major features of national and international employment markets and ways in which these markets evolve or change.
• play a leading role in the development and evaluation of resourcing and talent management strategies, diversity management and flexible working initiatives.
• manage recruitment, selection and induction activities effectively, efficiently, lawfully and professionally.
• undertake and evaluate long and short-term talent planning and succession planning exercises with a view to building long-term organisational performance.
• gather, analyse and use information on employee turnover as the basis for developing robust staff retention strategies.
• manage retirement, redundancy and dismissal practices fairly, efficiently and in accordance with the expectations of the law, ethics and professional practice.

Leadership and Management Development

This unit focuses on the development of leadership and management in facilitating organisational, team and individual change and growth. It recognises differing approaches to and interpretations of the concepts of leadership and management within a range of organisational contexts including public, private, not-for-profit, large, small, national, international and multicultural organisations. The unit will enable you to develop a critical understanding of the complexities and contested nature of leadership and management, and the contextual opportunities for development. It will further help you to develop a range of personal and professional skills associated with the development of leadership and management strategies aimed at facilitating organisational development and change. The unit will require you to reflect critically on theory and practice from an ethical and professional standpoint, and provide opportunities for applied learning and continuous professional development.

On completion of this unit you will be able to:
• explain and critically analyse the concepts of leadership and management and their application in an organisational, social, environmental and multicultural context.
• evaluate, select and apply a range of approaches to identifying leadership and management development needs in differing organisational contexts.
• critically analyse and evaluate approaches to the formulation and implementation of leadership and management development strategies to meet current and future organisational needs.
• design, critically evaluate and advise on a range of leadership and management development interventions to implement leadership and management development strategies and plans.
• work collaboratively, ethically and effectively to support a partnership approach to leadership and management development, and explain and evaluate the role of leadership and management development in enhancing and developing organisational competence.
• critically assess and evaluate approaches to the development of leadership and management in both the international and global contexts.
• act ethically and professionally, with a demonstrated commitment to leadership and management development and to continuous personal and professional development.

Organisation Design and Development

This module covers organisation design and organisation development and will enable learners to develop a critical understanding of the theory and conceptual framework of organisation design and of the principles and practices of organisation development. Both are critical to our understanding of organisations and how they function and both reside within a framework of organisation theory. The module focuses on decisions that have to be made on the most appropriate organisational structure(s) to ensure delivery of organisational activity. Organisation design is about shaping an organisation to maximise its effectiveness, aiming for flexibility in delivery of its services. Through breaking down departmental barriers, seeking improved supply efficiencies, teamwork and collaboration and working towards better customer management and retention, organisations can enhance their performance and ensure that organisational goals and targets are achieved. Organisation design activities therefore focus on finding the most appropriate structures, relationships between departments and sections, and allocation of work activities, including definition of duties and role responsibilities. It has a clear link to performance management in that effective delivery of work and output will be measured and managed. The module also focuses on how an organisation’s culture, values and environment support and enhance organisational performance and adaptability. Organisation development is defined by CIPD as a ‘planned and systematic approach to enabling sustained organisation performance through the involvement of its people’. This might include how organisational members acquire new skills, knowledge and behaviours, and do things differently, often as part of the application of continuous improvement strategies. The concept of the ‘learning organisation’ as one of a number of organisation development strategies that might be adopted as part organisational change activities is also explored. The importance of cultural awareness in managing outcomes of design and development strategies, the practical applications of organisation design and organisation development concepts and the implications for the effective management of organisations and professional practice are considered.

On completion of this unit, you will be able to:
• The historical and theoretical basis of organisation design and development and their context in terms of value and contribution to organisational life
• Available design options regarding organisational structures and relationships
• Processes and systems that need to be in place to maintain such structures and relationships, and evaluation of same
• Methods and procedures of organisation development and review their strategic impact.

Understanding and Implementing Coaching and Mentoring

Coaching and mentoring in organisations, and as methods of personal, professional and management development, have grown significantly in popularity and in professional practice. Both processes have been subject to much academic and professional research and writing, which have pointed up issues and problems, as well as features of effective practice, that need to be taken into account when using these processes and methods. Such research and writing also signals many unanswered questions about current practice.

This module promotes an evidence-based approach to enable the development of intellectual, social and professional skills necessary to design, apply and practise coaching and mentoring programmes and services in work organisations and their application in supporting personal and performance development. It encourages a questioning of simplistic and prescriptive accounts of coaching and mentoring in order to develop a critical awareness and understanding of the potential and limitations of coaching and mentoring models, frameworks and associated theories. It explores the implications for professional practice and requires learners to reflect critically on theory and practice from an ethical and professional standpoint, as well as providing opportunities for applied learning and continuous professional development.

On completion of this module, learners will be able to:
1 Critically assess a range of models and frameworks of coaching and of mentoring.
2 Demonstrate and apply an informed and critical understanding of psychological theories and concepts informing the design and use of coaching and of mentoring, including a range of theories related to learning, emotional intelligence and personal and organisation change and development.
3 Design and implement organisation-based coaching strategies and mentoring strategies and programmes, taking account of a range of contextual factors.
4 Provide skilled, professional and effective coaching and mentoring services to individuals in a range of organisational, professional and personal contexts.
5 Act ethically and professionally with a demonstrated commitment to equality of opportunity and diversity in coaching and mentoring practice and to continuous personal and professional development.

NOESIS prides itself on the quality of its lecturers across all programmes. The profile of some of our HR lecturers are as follows:

Christopher Bennett (Part-Time)
FCIPD, MBA (Aston)

Chris teaches, writes about, and advises on, matters of Governance and Human Capital in the Boardroom and ‘C’ suite and works with Boards and directors on these issues across Asia. He previously served as Managing Director, Singapore & Malaysia for Watson Wyatt Worldwide, and headed the Board and executive compensation team in ASEAN. Previously, Chris has served as the Country Manager and Executive Compensation and Rewards Practice Leader for Towers Perrin, Singapore & Malaysia. He teaches aligning business and human capital strategy across various Executive and Masters programmes. At Noesis Academy, he teaches the module: Understanding and Implementing Coaching and Mentoring.

Ahmad Zakie Bin HJ. Ahmad Shariff (Part-Time)
Bach of Econs (UKM), MSc (Accounting, Illinois)

Prior to taking over the management of the stock broking firm Ahmad Shariff, Ahmad Zakie was the Head of Organisational Learning Division, Maybank Group, where he was responsible for planning the training and talent enhancement needs of the Group. Ahmad Zakie joined Maybank from UEM, where he was the Director of Corporate Affairs in charge of Human Capital Development. This included Senior Management Development and establishing a Talent/Succession Pipeline. He has extensive lecturing experience across various MBA programmes. He teaches the following modules: Human Resource Management in Context, Leadership and Management Development.

Dr. Jagdeep Singh Jassel (Part-Time)
DBA (Northumbria), MHRD (UPM), BBA. (HRM, UUM)

Dr. Jagdeep is currently the Dean of the Faculty of Business Communications and Law at INTI International University. He has more than 10 years’ experience in the field of Human Resource Management and Development. At Noesis Academy, he teaches the following modules: Resourcing and Talent Management, Leadership and Management Development.

Brian O’Donoghue (Full-Time)
MBS (Dublin), B. Comm (Mngt & Mkting, Cork), Chartered Marketer (MCIM)Brian is the Academic Director for NOESIS Ex Ed, and has over 20 years of experience working in various management and consulting roles in the UK and Asia. In the course of his career he has worked for companies such as Cadbury’s and Johnson and Johnson. He has spoken at Conferences on Management, Leadership and Marketing in the UK, Malaysia, China and America. Brian was formerly the Dean of the School of Business at INTI College Subang Jaya. A qualified Cultural Intelligence Trainer and member of the International Leadership Association, he is currently pursuing a PhD in Leadership and Culture. He teaches the following modules: Leading, Managing and Developing People, Developing Skills for Business Leadership, Investigating a Business Issues from a HR Perspective.Weng Yan Yi (Part-Time)
MSc. (NUS), BSc (NUS)
Ms Weng is currently the Regional Talent and Development Lead at a global technology company, with 9 years of experience in Learning and Development. She graduated with a Bachelor of Science Degree (Major in Mathematics/Statistics and Physics in Technology) and Master’s Degree in Science (Microelectronics) from the National University of Singapore. She teaches the module: Understanding and Implementing Coaching and Mentoring.Ellis Yap (Part-Time)
MSc. Business Studies/Administration/Management
Ellis is currently the Regional HR Business Partner – Asia Pacific Japan Region in Hewlett-Packard. She has more than 20 years working experience in Human Resource Management and Development. She received her Master’s Degree of Business Studies/Administration/Management from RMIT University, Australia. She teaches the following modules: Leading, Managing and Developing People; Resourcing and Talent Management; Organisational Design and Development.Liew Sin Choon (Full-Time)
MBA (Herriott-Watt), ACMA, CGMA

Mr. Liew has 37 years of working experience in diversified fields and industries. He started his career at PriceWaterHouse and later worked in Hong Kong for over 10 years, first as the MD of a Japanese health food company and then as an entrepreneur himself in the health food business, gaining valuable exposure in international business. He is a CIMA holder and is currently pursuing a PhD in Business Administration. For the last 4 years, he has been the Finance Director and CIMA Programme Director at Noesis. He teaches the following module: Developing Skills for Business Leadership

Fabian Moa (Full-time Lecturer)
CFA, FRM, PRM, MBA, B. Sc. Maths., Dip. in Statistics
Mr. Fabian Moa is currently the Centre Director of Noesis Academy, Singapore. In his role, he lectures in the CFA Program for Level I to III and in the CPA Australia Program (Financial Risk Management module) in Malaysia and Singapore. He started his career in 2007 as a lecturer in INTI College Sarawak. He then joined Hong Leong Bank in 2011 as an executive in Asset Liability Management Analytics. In 2013, he joined AmBank as a Senior Executive, Liquidity Risk in the Group Market Risk Department. Mr. Moa received his Bachelors of Science in Mathematics from Beijing Concorde University in 2007. He then completed his MBA from Kursk State Technical University in 2008. In 2010, he completed his Graduate Diploma in Statistics conferred by the Royal Statistical Society, United Kingdom. Mr. Moa is a CFA Charterholder, certified FRM and PRM holder. He teaches the following module: Investigating a Business Issue from a HR Perspective.

Who Should Do This Qualification?

    • Business Diploma or Business Degree Holders with 5 or more years experience in HR who are looking to move to the next level in HR Management or into a more Training /Development-focused role.
    • Freelance trainers or trainers in the corporate sector or for training organisations who are looking to gain enhanced knowledge and a premium globally recognised HR Development qualification.
    • Business Diploma or Business Degree Holders with 5 or more years business experience, currently in line management, who are looking to improve their people management or to move into a more Training /Development-focused Role.
    • MBA and Masters holders looking to move into HR or training roles.
    • HR Lecturers in Higher Education Institutions
    • Human Resources Consultants
    • Recruitment Consultants and Headhunters

Educational Requirements

  • HR Degree Holder (first degree or Master’s), with no experience required
  • Business Administration Degree with 3 years HR/ Line management/Training/HR Consulting Experience
  • Business Administration Diploma with 5 years HR/Line management/Training/HR Consulting Experience
  • MBA with 1 year Line management/Training/HR Consulting Experience
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