Home » CIPM Syllabus » The CIPM Intermediate I Level is a crucial step for those pursuing a career in Human Resource Management. It builds on the foundation laid in the initial courses and introduces more advanced concepts and practices.
This level covers subjects such as Business administration and Practices, Fundamentals of Economics, Finance for Human Resource Managers, etc, offering a comprehensive understanding of these areas. It provides students with the knowledge and skills needed to handle more complex HR functions and challenges in the workplace.
By completing this level, you gain a solid grasp of HR policies, labour laws, and the dynamics of workplace behaviour, preparing you for higher responsibilities and specialized roles in the HR field. The courses are designed to be practical, with real-world applications, ensuring that the knowledge gained is not just theoretical but also applicable in everyday HR scenarios.
This stage of the CIPM program is essential for anyone serious about advancing their career in Human Resources and becoming a competent HR professional
The Intermediate I Level of the Chartered Institute of Personnel Management (CIPM) syllabus is broken down into 5 modules namely:
i. Business Administration and Practices
ii. Fundamentals of Economics
iii. Finance for Human Resource Managers
iv. Business Statistics and Social Research Methods
v. Communication Process, Management and Development
The Business Administration and Practices course is all about understanding how businesses and organizations work and succeed. This course covers a wide range of topics, starting with the basics of business administration and management.
In this course, you will learn about important concepts like corporate social responsibility, globalization, and business ethics. These topics will help you understand the challenges and opportunities that modern businesses face today.
You will also learn about the strategies and techniques that successful businesses use to stay competitive and thrive. The goal of this course is to give you the knowledge and skills you need to become an effective and responsible business leader or manager.
By the end of the course, you will have a solid understanding of how businesses operate and what it takes to succeed in today’s fast-paced and ever-changing business world
AIMS
This course aims to provide students with a comprehensive understanding of Business Administration and Management, focusing on the various aspects critical to the success of businesses and organizations in a globalized world. The syllabus covers various topics, from the fundamentals of business administration and management to advanced concepts like corporate social responsibility, globalization, and ethics.
By studying these topics, students will gain an understanding of the challenges and opportunities facing modern businesses, as well as the strategies and techniques needed to succeed in this highly competitive and dynamic field. Ultimately, the aim of the syllabus is to equip students with the knowledge and skills needed to become effective and responsible business leaders and managers in the 21st century.
MAIN COMPETENCIES
By the end of the Business Administration and Practices course, you should now be able to:
i. Understand and apply fundamental principles of business administration and management.
ii. Develop and implement strategies for effective corporate social responsibility (CSR) programs.
iii. Recognize and address ethical issues in business decision-making.
iv. Formulate and evaluate business strategies to ensure competitiveness and success.
v. Demonstrate effective leadership, management, and communication skills.
vi. Utilize critical thinking and problem-solving skills to make informed business decisions.
| Syllabus For CIPM Intermediate I Level | ||
| Level | Intermediate I | |
| Course Name | BUSINESS ADMINISTRATION AND PRACTICES | |
| Abbreviation | BAP | |
| TOPIC | BREAKDOWN | |
| 1 | NATURE OF BUSINESS | i. What is business? ii. Primary objectives of a business iii. Secondary objectives of business iv. Characteristics of business v. Classification of businesses (Sized-Based, Input-Based, Activity-Based, Use-Besed, Mode of Ownership-Based, etc) vi. Different types of industries (Profit/Non-Profit, Public sector/Private sector, Industrial/Sectoral etc) vii. Organic business functions viii. Failure of business ix. Planning against business failure x. Business, society, and the law xi. Business ownership forms xii. Choice of selection of ownership form (Sole Proprietorship, Purtnership, Limited Liability companies, Cooperative Societies) xiii. Business stakeholders. xiv. Expectations of stakeholders xv. Effects of Stakeholders expectations |
| 2 | EVOLUTION OF BUSINESS | i. The development of commerce ii. Evolution of commerce iii. The industrial revolution iv. Factors that affect industrial revolution in the United Kingdom, China, Japan, and the rest of the world v. The impact of industrial revolution on business managers |
| 3 | THE ENVIRONMENT OF BUSINESS | i. Nature and importance of business environment ii. The general external environment elements (Business, Political, Economic, Socio-Cultural, Technological, International, Demographic, Customer, Climatic, Ecological, and Legal environments) iii. The task environmental elements iv. The internal environmental element |
| 4 | THE ORGANIC BUSINESS FUNCTION | i. Production – Meaning and functions of production management, – Deciding on the type of production system, – Factors influencing the choice of the production system, – Facilities/plant location, – Factors affecting facilities/plant location, – Planning the layout and design of an organisation’s facilities, – Types of facilities layout, – Factors affecting design and layout of an organisation, – Planning and controlling the production process, – Scope of production planning, – Production control, – Productivity, – Measurement of productivity, – Productivity improvement schemes, – Maintenance policies and procedures and – Types of maintenance policies and Procedures ii. Marketing – Meaning and roles of marketing, – Marketing functions. – Organization of the Marketing department, – The concept of market and market segmentation, – Methods of market segmentation, – Benefits of market segmentation, – Consumer behaviour, – Types of consumers, – Importance of consumer behaviours – Factors influencing consumer behaviour, – Marketing mix and it’s elements a) Price product, b) Place and promotion, c) Marketing research, and importance of marketing research iii. Human Resource functions in business – Meaning and functions of HRM, – Human Resource planning, recruitment, selection, placement and Induction, training and development, – Performance appraisal, – Employee compensation, – Employee welfare services and benefits – Industrial relations |
| 5 | BUSINESS ANALYSIS AND EVALUATION TOOLS | i. Meaning and nature of business analysis evaluation tools and techniques ii. Objectives and uses of business analysis/evaluation tools and techniques iii. Farms of business analysis evaluation tools and techniques iv. SWOT analysis (Analysis of internal strengths and weaknesses/external opportunities and threats) v. BPEST analysis (An analysis of external environmental factors/forces) vi. Financial analysis (An analysis of financial performance and positions) |
| 6 | FORMS OF BUSINESS OWNERSHIP | i. Business enterprises (Private and public) ii. Ownership forms iii. Selection of ownership forms iv. Sole proprietorship (Meaning, Nature, Operation, Formation, Advantages and Disadvantages) v. Partnership (Mearning, Nature, Operation, Formation, Types, Advantages and Disadvantages) vi. The Corporation Limited Liability Company vii. Formation of a limited liability company viii. Forms of Limited Liability Company-Public Limited Liability Company and Prriate Limited Liability Company ix. Cooperative Society: Meaning, Nature, Operation, Formation, Types, Advantages and Disadvantages x. Public Corporation: Meaning, Nature, Operation, Formation, Types, Advantages and Disadvantages xi. Franchising, Patent, Copyrights and Licensing |
| 7 | FORMS OF BUSINESS COMBINATIONS | i. Meaning, nature, and forms of Business Combinations ii. Merger (Meaning, Nature, Forms, Advantages and Disadvantages) iii. Acquisition (Meaning, Nature, Farms, Advantages and Disadvantage) iv. Consolidation (Meaning, Nature, Forms, Advantages and Disadvantages) v. Integration: Meaning, Nature, Forms, Advantages and Disadvantages vi. Absorption (Meaning, Nature, Forms, Advantages and Disadvantages vii. Takeover (Meaning, Nature, Forms, Advantages and Disadvantages) viii. Conglomerate (Meaning, Nature, Forms, Advantages and Disadvantages ix. Joint arrangements (Meaning, Nature, Forms, Advantages and Disadvantages) |
| 8 | DOCUMENTS USED BY BUSINESS ORGANIZATIONS FOR REGISTRATION AND OPERATION | i. Memorandum of association ii. Article of association iii. Prospectus iv. Certificate of incorporation/registration v. Feasibilty reports/Business plans vi. Minutes of meetings vii. Schedule of non-current assets viii. Schedule of directors ix. Schedule/Register of shareholders x. Strategic business policy manual (Vision Statement, Mission statement, Goal, Employee Handbook, Operations Handbook) |
| 9 | SCALE OPERATIONS AND ECONOMY OF SCALE | i. Operation and size of firms ii. Measurement of the size of firms ie Input measurement, Output measurement, Market share measurement and Profit level measurement) iii. Determinant of the size of firms iv. Type of firms v. Types of scales and economies of scales vi. Limitations of the growth of firms vii. Economy structure theory viii.Capitalist economies (Meaning, nature, advantages and disadvantages) ix. Socialist economies (Meaning, Nature, Advantages and Disadvantages) x. Mixed economies (Meaning, Nature, Advantages and Disadvantages) xi. Choice of economy structure xii. Market structure (Meaning, Nature and Scope) xiii. Perfect markets xiv. Imperfect markets – Monopoly, Duapoly, Oligopoly, and Monopolistic competition |
| 10 | GOVERNMENT AND BUSINESS ADMINISTRATION | i. The role of government in business adminstration and operation ii. Government as a major stakeholder in business administration iii. Government business regulatory agencies iv. Analysis of operational efficiency of government business regulatory agencies: CAC, CEN, SEC, NOIC, SMEDAN, NASAMI, ITF, CMD, NAFDAC, DPR, AMCON, ASCON, BOI, NFIU att |
| 11 | INTERNATIONAL BUSINESS ADMINISTRATION | i. Meaning, nature, and scope of International Business Administration ii. Relevant forces of International Business Administration environment iii. Business system iv. Political systems v. Economic systems vi. Socio-Cultural system vii. Technological system viii. Legal system ix. Challenges/Barriers to effective International Business Administration (Language, Exchange rates, Precautionary measures policies, Trade barrier, etc) x. Labour accounting, Environmental standards, and Standard of living xi. Foreign exchange market xii. Foreign Directives (FD) xiii. Tariffs, Taxes, Import and Export Regulations and Documentation xiv. International Trade Agreements (Meaning, nature and scope) xv. Analysis of forms of International Trade Agreement with relevant pros and cons such as Free Trade areas, custom union, common market, etc ) xvi. Models of Intemational Trade xvii. Risks management in international business trade xix. Multi-National Corporations (MNCs) and Multi-national entities (MNE) |
| 12 | BUSINESS SOCIAL RESPONSIBILITY | i. Meaning, nature and scope of business social responsibility ii. Areas and dimensions of corporate social responsibility iii. Arguments for and against Corporate Social Responsibility iv. Changing concept of Social Responsibility v. The Concept of Stakeholders |
| 13 | THE PROBLEM OF BUSINESS ADMINISTRATION IN NIGERIA | i. Requirement for business survival ii. Causes of business administration failures iii. Indicators and symptoms of business administration failures iv. Remedies or survival strategies for business administration recovery v. Planning against business failures |
| 14 | ETHICAL ISSUES IN BUSINESS ADMINISTRATION | i. Ethics and Managerial ethics ii. The three major areas of managerial ethics iii. Code of ethics and professional standards iv. Ethical concerns of managers v. Ethical behaviours vi. Moral vii. Integrity viii. Corporate governance, procedures and compliance ix. New for effective corporate governance in Nigeria x. Codes of best practices on corporate governance in Nigeria xi. Compliance requirements of corporate governance xii. Sanctions in corporate governance xiii. Social audit |
| 15 | GLOBALIZATION | i. Meaning, nature, and scope of Globalization ii. Elements of globalization iii. Merits and demerits of Globalization iv. Implication of Globalisation for managers and business administrators v. Implication of Globalisation for business organisations vi. Implication of Globalisation for economy and business stakeholders vii. Global warming |
The Fundamentals of Economics course is designed to give you a solid understanding of how economies work, both on a small scale (microeconomics) and a large scale (macroeconomics).
In this course, you will learn the basic concepts of economics and how they apply to everyday life and business decisions. The course covers everything from individual consumer behaviour to national economic policies.
You will also be exposed to how different economic factors impact businesses and how to use this knowledge to solve economic problems. By the end of the course, you will be able to apply economic principles to real-world issues, both within a company and at the national level.
This course can also be taken by anyone looking to understand the economic forces that shape our world and how to make informed decisions in the field of Human Resources and beyond
AIMS:
This course aims to expose students to understanding the fundamentals of economics at both the micro and macro levels of the economy and to equip students/practitioners to apply the requisite knowledge to proffer solutions to economic issues as well as Human Resources practices at the level of the firm and the national level.
MAIN COMPETENCIES:
On completing the Fundamentals of Economics course, you should be able to:
i. Understand and apply basic microeconomic concepts.
ii. Know and know essential macroeconomic principles.
iii. Analyze and solve basic economic problems.
iv. Make informed business and HR decisions using economic knowledge.
v. Interpret economic data and trends.
| Syllabus For CIPM Intermediate I Level | ||
| Level | Intermediate I | |
| Course Name | FUNDAMENTALS OF ECONOMICS | |
| Abbreviation | FE | |
| TOPIC | BREAKDOWN | |
| 1 | NATURE AND SCOPE OF ECONOMICS AND HR PRACTICES | i. Nature of Economics ii. Scarcity, choice and opportunity cost iii. Scope of Economics iv. Economics is a Science v. Positive vs normative economics vi. Micro-economies vs Macro-economies vii. Economic problems in society viii. Economic systems – Capitalist economic system – Socialist economic system – Mixed economic system |
| 2 | DEMAND AND SUPPLY ANALYSIS | i. Definition of demand ii. Types of demand iii. Change in demand and change in quantity demanded iv. Determinants of demand v. Definition of supply – Types of supply vi. Change in supply and change in quality supply vii. Determination of equilibrium price, quantity and resources |
| 3 | THEORIES OF CONSUMER BEHAVIOR | i. Definition ii. The ordinalist approach iii. Cardinalist approach |
| 4 | ELASTICITY CONCEPTS | i. Definition ii. Price elasticity of demand iii. Cross-elasticity of demand iv. Income elasticity of demand v. Elasticity of supply vi. Determinants of elasticity vii. Total revenue and elasticity of demand |
| 5 | THEORY OF PRODUCTION | i. Definition ii. Types of production iii. Factors of production iv. Total product, Marginal product and Average product v. Law of diminishing returns vi. Stages of production vii. Production in the long run |
| 6 | THEORY OF COST | i. Definition and nature of costs ii. Types of costs iii. Costs behaviour in the short run iv. Costs behaviour in the long run |
| 7 | THEORY OF DEMAND AND SUPPLY | i. Demand – Definition, concepts and elasticity of demand – Types of demand – Determinants of demand – Change in demand and change in quantity demand ii. Supply – Types of supply – Determinants of supply – Change in supply and change in quantity supply iii. Demand, supply and equlibrium price – Price Legislation iv. Elasticity of demand and supply – Definition – Price elasticity of demand – Cross elasticity of demand – Income elasticity of demand – elasticity of supply – Determinants of elasticity |
| 8 | MARKET FAILURES | i. Meaning ii. Types of market failure iii. Public policy and market failure iv. Externalities v. Government failures |
| 9 | MARKET STRUCTURES | i. Definition ii. Analysis of revenue concepts iii. Perfect competition iv. Monopoly v. Monopolistic Compensation vi. Oligopoly |
| 10 | THEORY OF DISTRIBUTION | i. Theories of wages – Demand and supply of labour – Trade Unions – Theories of rent – Theories of interest – Transfer formings and economic rent |
| 11 | NATIONAL INCOME (NI) DETERMINATION | i. Definition ii. Methods of measuring National income iii. Circular flow of income iv. Problems of computing National Income v. Importance of National Income vi. Problems of international comparison of per capital income vii. Determination of equilibrium level of income viii. Determination of consumption function and savings function ix. The multiplier concepts x. The acceleration principle |
| 12 | FINANCIAL INSTITUTION, MONEY AND THEORY OF MONEY | i. Definition ii. Apex financial institution iii. Deposit-money banks iv. Other types of Financial institutions v. Definition of money vi. Types of money vii. Characteristics of money viii. Functions of money ix. Theory of demand of money x. Theory of supply of money xi. LM Analysis |
| 13 | INTRODUCTION TO PUBLIC FINANCE | i. Definition ii. Sources of finance to Government iii. Taxation budget iv. Public debt v. Government expenditure vi. Public goods and private goods vii. Fiscal policy |
| 14 | INFLATION | i. Definition ii. Types iii. Measurment of inflation iv. Effects v. Causes of inflation vii. Control of inflation |
| 15 | UNEMPLOYMENT | i. Definition ii. Types of umemployment iii. Causes of unemployment iv. How to control unemployment v. Philip’s Curve |
| 16 | ECONOMICS GROWTH AND DEVELOPMENT | i. Definition ii. Theories of growth iii. Why economics growth may not promote economic development iv. Features of developing economies v. Factors of economics growth vi.Features of emerging economies |
| 17 | INTERNATIONAL TRADE AND BALANCE OF PAYMENT | i. Introduction ii. International Trade iii. Internal trade Versus International Trade iii. The reasons for International Trade iv. Classical theories of International Trade v. The gains from International Trade vi. Concept of trade restriction vii. The terms of trade viii. The balance of trade ix. The balance of payment |
| 18 | THEORIES OF DEVELOPMENT PLANNING | i. Development planning ii. Problems of development management in Nigeria iii. National economic policies |
| 19 | STRUCTURE OF THE NIGERIAN ECONOMY | i. Sectors in the Nigeria economies ii. Sectorial contributions to GDP iii. Problems of sectorial development in Nigeria |
| 20 | INTERNATIONAL MONETARY SYSTEM AND ECONOMIC ORGANIZATIONS | i. The Bretton Woods Institutions ii. The World Bank iii. The IMF iv. African Development Bank v. International Development Association vi. The Group of Five vii. The Group of Seven |
| 21 | INFLUENCE OF ECONOMIC DEVELOPMENTS WORKFORCE ENGAGEMENT | i. Introduction ii. Economic development iii. Development and work force iv. Work force engagement v. Labour productivity and economic growth |
This CIPM Intermediate I Level course is designed to teach you how to effectively manage financial resources in an organization. It will prepare you to handle financial issues that impact the workforce, ensuring you can make informed decisions that optimize employee performance and productivity.
This course will teach you all about the key financial concepts and tools needed to oversee budgets, manage costs, and contribute to financial planning and analysis. By understanding how financial management intersects with HR, you will be better informed and prepared to align financial strategies with HR goals, enhancing the overall efficiency and success of the organization.
If you are an HR beginner or professional who wants to play a strategic role in your organization’s financial health and workforce optimization, this course is just right for you.
AIMS
The general objective of this course is to enable candidates to learn about the effective management of financial resources as a preparatory course in handling finance issues.
It will guide a Professional Human Resource Manager in optimizing the output of the Workforce.
MAIN COMPETENCIES
At the end of this course, you should be able to:
i. Understand key financial concepts relevant to HR management.
ii. Effectively manage budgets and control costs within the HR function.
iii. Contribute to financial planning and analysis in the organization.
iv. Align financial strategies with HR goals to optimize workforce performance.
v. Make informed financial decisions that impact employee productivity and organizational success.
vi. Analyze financial data to support strategic HR initiatives.
| Syllabus For CIPM Intermediate I Level | ||
| Level | Intermediate I | |
| Course Name | FINANCE FOR HUMAN RESOURCE MANAGERS | |
| Abbreviation | FHRM | |
| TOPIC | BREAKDOWN | |
| 1 | BUDGETS, PROJECTION, PREPARATION, ANALYSIS AND CONTROL | i. Introduction ii.Meaning/Definition of budget and budgeting iii. Forecasts and budget iv. Significance/Importance/Objectives of budgets v. Advantages/Benefits of budgets and budgeting vi.Disadvantages/Limitations of budgets and budgeting vi. The budget process vii. Preparation and monitoring of various types of budgets (Fixed, Flexible, Functional, Cash and Master budgets) viii. Budgeting techniques (Zero based, Ruling/Continuous, Incremental, Performance based, Activity based, Planning Programming based budgets) ix. Budgetary control x. Significance/Importance/Objectives of budgetary control xi. Advantages/Benefits of budgetary control xii. Disadvantages/Limitations of budgetary control xiii. Types of budget control ratios (Capacity, Activity, Efficiency, Calendar, Idle time ratios) xiv. Pre-requisites/Preliminaries for the adoption of a system of budgetary control xv. Installation of a good system of budgetary system (Organization, Chart, Budget centre, Budget manual, Budget controller, Budget officier, Budget committee, Budget period, Budget key factor, Budget reports) xvi. Chapter summary xvi. Practical illustrations xvii. Practice questions |
| 2 | STANDARD COSTING AND VARIANCE ANALYSIS | i. Introduction to standard costing ii. Meaning/Definition of standard costing iii. Significance of standard costing iv. Advantages/Benefits of standard costing v. Disadvantages/Limitations of standard costing vi. Application of standard costing vii. Standards and its various types (Basic, Ideal, Current, Expected and Normal) viii. Standard costing systems ix. Installation of good standard costing system x. Functions of standard costing system xi. Features of standard costing system xii. Components/Elements/Classes of standard costing (Direct material, Direct labour, Variable overheads and Fixed overheads) xiii. Variance analysis xiv. Significane/Importance of variance analysis xv. Varaince pyramid/Chart xvi. Analysis of direct material, Direct labour, Variable overheads and Fixed overheads variance) xvii. Advanced various analysis (Mix and yields variance) xviii. Sales and operational variances xix. Accounting treatment of variances xx. Benchmarking for setting of standards xxi. Variance imparting to management xxii. Chapter summary xxiii. Practice questions |
| 3 | COST-VOLUME-PROFIT ANALYSIS (BREAK-EVEN ANALYSIS) | i. Introduction ii. Meaning/Definition of the cost-volume-profit analysis/Break Even analysis iii. Objectives of CVP analysis iv. Uses/Significance of the C-V-P analysis v. Advantages/Benefits of C-V-P analysis vi. Disadvantages/Limitations of C-V-P Analysis vii. Assumptions of the C-V-P analysis viii. The concept of contribution as it relates it’s C-V-P analysis ix. Marginal cost equations x. Contribution margin ratio and its significance xi. Margin of safety xii. Methods of C-V-P analysis (Graphical, Tabular and Algebraic methods) xiii. Multi-Product C-V-P analysis xiv. Applications of the C-V-P analysis in HR decisions xv. Case studies xvi. Practice questions |
| 4 | TAXATION, TAX ADMINISTRATION, AND PROCEDURES | i. Introduction ii. Meaning/Definition of taxation iii. Objectives, principles and classification of tax iv. Basic concepts in taxation (Tax base,Tax yield, Tax incidence, Tax burden, Tax impact, Tax shift and Tax effect) v. Tax administration in Nigeria (Joint tax board (JTR), Federal Inland Revenue Service Board (FIRSB), State Board of Internal Revenue (SBIR), Joint State Revenue Committee (JSRC), Local Government Revenue Commitee (LGRC), Technical Committe of the Boards and Tax Appeal Tribunal (TAT). vi. Roles and challenges of tax administration system in Nigeria vii. Taxation of employment income (Taxable persons, Taxable income, Basis of assessment, the PAYE system, Benefits in kind) vii. Computation/Determination of Gross Income, Consolidated Relief Allowance (CRA), Chargeable Income viii. Computation/Determination of the Personal Income Tax Payable and the Міnimum Income Таx Payable) ix. Computation/Determination of other specific terms such as (Investment income tax, Withholding tax, Value added tax, Company income tax, Tertiary Education Tax, Capital Gains Tax, Taxation of Partners in Partnership, Trusts, Settlements and Estates) x. The Finance Act, 2019 xi. Case studies xii. Practice questions |
| 5 | PAYROLL MANAGEMENT AND COMPUTATION | i. Introduction ii. Meaning/Definition of payroll and payroll management iii. Significance/importance of payroll management iv. Advantages/Benefits of payroll management v. Limitations/Challenges of payroll management vi. Payroll management process vii. Methods of payroll management viii. Payroll management system ix. Pre-requisites of a good payroll management system x. Types of payroll management systems xi. Best practice in payroll management xii. Payroll components and computations xiii. Payroll applications xiv. Case studies xv. Practice questions |
| 6 | MANAGEMENT OF FINANCIAL RISK | i. Introduction ii. Meaning/Definition of financial risk iii. Nature and scope of financial risk iv. Fundamentals of financial risk v. Categories/Types of financial risk (Market, Credit and Financing/Liquidity risks) vi. Justification for management of financial risk vii. Kick management framework viii. The risk management process/cycle ix. Risk strategies and tools x. Quantifying financial risks xi. Tools and techniques to miligate risks xii. Chapter summary xiii. Practical illustrations xiv. Practice questions |
| 7 | FINANCIAL PLANNING AND REENGINEERING FOR EMPLOYEE ENGAGEMENT | i. Introduction ii. Meaning/Definition of financial planning and reengineering iii. Nature/Scope of financial planning and reengineering iv. Justifications for financal planning and reengineering v. Merits/Benefits of financial planning and reengineering vi. Demerits/Limitations of financial planning and reengineering vii. Challenges of financial planning and reengineering viii. The financial planning and reengineering process ix. Financial forecasting and modelling x. Financial planning for sustainable growth of Human Resource xi. Sustainable growths models xii. Computations in financial planning and reengineering xiii. Case study xiv. Practice questions |
| 8 | ELECTRONIC PAYMENT SYSTEM | i. Introduction ii. Meaning/Definition of electronic payment system iii. Difference between electronic payment and conventional payment systems iv. Advantages/Benefits of electronic payment system v. Economic benefits of electronic payment system in Nigeria vi. Disdvantages/Limitations of electronic payment system vii. Challenges/Concerns of electronic payment system viii. Factors to be considered in the choice of electronic payment system ix. Types of electronic payment systern x. Methods/Modes of electronic payment system in Nigeria (Credit/Debit card, Electronic cheques, Cryptocurrency, Digital-Cash, E-Wallet, Anonymous transactions, Micropayments/Hyperlinks, Smartcards, Mandex etc) xi. Risks in electronic payment system xii. Bi-electronic payment gateways xiii. Types of electonic payment gateways xiv. Application of electronic payment system to HR functions xv. Evaluation of E-payment in Nigeria xvi. Chapter summary xvii. Practical illustrations xviii. Practice questions |
| PART B | ||
| 1 | FINANCIAL MANAGEMENT : AN OVERVIEW | i. Introduction ii. Meaning/Definition of financial management iii. Element and scope of financial management iv. Objectives of financial management (Profit maximization with arguments for and against, Wealth maximization with arguments for and against) v. Functions/Roles of financial managers vi. Importance of financial management vii. Case study viii. Practice questions |
| 2 | FINANCIAL NEEDS ANALYSIS | i. Introduction ii. Meaning/Definition of financial needs analysis iii. Objectives of financial needs analysis iv. Analysis components of financial needs v. Advantages/Benefits of financial needs analysis vi. Disadvantages/Limitations of financial needs analysis vii. Challenges of financial needs analysis viii. Steps involved in financial needs analysis and assessment ix. Chapter summary x. Practical illustrations xi. Practice questions |
| 3 | SOURCES OF FINANCE | i. Introduction ii. Meaning and significance of sources of finance iii. Classification of sources of finance: (Time Period: Short, Medium, and Long Term) (Ownership: Equity/Owners Funds and Debt/Borrowed funds) iv. Sources of generation: Internal and External v. Issue of shares and securities vi. Methods of raising additional equity shares vii. Financial markets viii. Evaluation of the efficiency of the Nigerian financial markets ix. Case study x. Practice questions |
| 4 | FINANCIAL RATIOS AND ANALYSIS | i. Introduction ii. Meaning and definition of financial statements iii. Components of Financial Statements (Income Statement, Statement of Financial Position, Statement of Changes in Equity Statement of Cashflow) iv. Meaning and definition of financial statement analysis v. Types of financial statement analysis vi. Techniques of financial statement analysis (Comparative statement analysis (lncome statement and Financial Position), Trend analysis, Common-size analysis and Cash-flow Statement analysis) vii. Financial ratio analysis (Profitability/Performance, Liquidity, Activity/Short Term Solvency, Long Term Solvency Leverage/Gearing, and Investment/Financing Ratios) viii. Importance of financial ratio analysis ix. Limitations of financial ratio analysis x. Case study xi. Practice questions |
| 5 | CAPITAL BUDGETING DECISON | i. Meaning and definitions of capital budgeting ii. Need/Importance/Objectives of capital budgeting iii. Features of capital bulgeting decisions iv. Classification and types of capital budgetting decisions v. Methods of capital budgeting decision (Traditional/Non-Discourted Cashflow Methods and Modem/Discounted Cashflow method) vi. Risk and uncertainly in capital budgeting decision-(Risk Adjusted Discount Rate, Certainly Equivalent Method, Sensitivity technique. Probability technique, Expected Value, Variance, Standard deviation, Co-efficient of Variation Method, Decision Tree Analysis, Triple Assessment ) vii. Practice questions |
| 6 | WORKING CAPITAL MANAGEMENT | i. Meaning/Definition of working capital and working capital management ii. Dynamics of working capital iii. Importance of working capital iv. Sources of working capital v. Concept of working capital vi. Gross working capital, net working capital, Component of working capital) vii. Types of working capital (Permanent working capital, Temporary working capital, Semi-variable working capital) viii. Working capital position/Balanced working capital position ix. Factors determining working capital requirements x. Computation (or Estimation) of working capital xi. Determining the finance mix (Hedging approach, Conservative approach, and Aggressive approach) xii. Working capital management policy xiii. Importance of working capital management xiv. Types of working capital management xv. Tools of working capital management (Inventory management, Cash management, Liquidity management, Receivable management) xvi. Concepts of overcapitalization and undercapitalization xvii. Case study xviii. Practice questions |
| 7 | CAPITAL STRUCTURE | i. Meaning/Definition of capital stucture ii. Objectives and importance of capital structure iii. Forms/Types of capital structure iv. Features, elements, and determinants of capital structure v. Factors determining capital structure (Leverage, Cost of capital) vi. Capital structure theories (Traditional approach, Net Income (NI) approach, Net Operating Income (NOI) Approach, Modigliani, and Miller approach) vii. Formular and computations in capital structure viii. Case study ix. Practice questions |
| 8 | DIVIDEND POLICY | i. Meaning of dividend ii. Significance of dividend to investors iii. Types of dividends (Cash dividend, Stock dividend, Bond dividend, Property dividend) iv. Concept of dividend payout ratio and retention ratio v. Dividend decision/policy vi. Theories of dividend policy (Dividend irrelevance approach, Modigliani and Miller’s Approach, Dividend vii. Relevance approach-Walter’s Maclel, Gordan’s Modell viii. Types of dividend policies (Regular, Stable, irregular, Nil dividend policy) ix. Factors determining dividend policy (Profitable position of the firm, Uncertainty of future incomes, Legal constrains, Liquidity position, Sources of finance, Growth rate of the firm, Tax policy, Capital market conditions) x. Determination and implications of dividend policy xi. Computation of dividends xii. Case study xiii. Practice questions |
| 9 | CAPITAL AND FINANCE MARKETS | i. Meaning/Definition of capital and financial market ii. Features/Charateristics of efficient functioning financial markets iii. Importance or functions of financial markets iv. Structure/Components of financial and capital markets v. Participants in financial and capital markets vi. Distinction between financial markets vii. Products of capital and financial market viii. Money market instruments and features ix. Capital market instruments and features x. The reforms undertaken in the Nigerian money and capital markets xi. Case study xii. Practice questions |
| 10 | THE NATURE AND RISKS OF FINANCE | i. Meaning and definition of risk in Finance ii. Risk financing iii. Capacity/ability to finance risk iv. Use of capital funds v. Types of risks in Finance vi. Measurement and management of risk in Finance vii. Case study viii. Practice questions |
| 11 | PUBLIC FINANCE | i. Meaning/Definition of public finance ii. Scope of public finance iii. Significance/Importance of public finance iv. Concepts in Public Finance v. Public Finance and Private Finance vi. Economic rationale of a modern state vii. Components of Public Finance viii. Origin and development of Public Finance ix. Principies of Public Finance x. Allocation of resources in Public Finance xi. Rational and function of government intervention in Public Finance xii. Different acts/machinery and body for Public Finance xiii. Different acts and body for Public Finance xiv. Calculation in Public Finance xv. Case study xvi. Practice questions |
| 12 | INTERNATIONAL TRADE AND INSTRUMENTS | i. Meaning/Definition international trade and instruments ii. Nature and scope of international trade iii. Roles of international trade iv. Historical development of international trade v. Basic concepts and reasons for international trade vi. Comparison between international trade and international business vii. Prevailing problems of international trade viii. Various forms of international trade ix. International capital flow x. Facilities for export financing market xi. Trade terms and documentation xii. Payment terms and system |
The Business Statistics and Social Research Methods course is an important course for every HR personnel. It helps you understand how to gather, analyze, and interpret data in a business context.
The course will also teach you the fundamental principles of statistics and research methods, focusing on their practical application in solving real-world business problems. You will also learn how to design research studies, collect data, and use statistical tools to make informed decisions.
By mastering these skills, you will be able to conduct effective social research, understand market trends, and provide valuable insights that drive business strategies. This course is a must-take for anyone looking to enhance their analytical skills and contribute to data-driven decision-making in their organization
AIMS
This course aims to expose students to the use of modern-day statistical tools in business decisions and social research methods thus, making the HR Manager relevant as a business partner.
MAIN COMPETENCIES
At the end of this CIPM Intermediate level course, you should be able to:
i. Design and conduct effective research studies.
ii. Collect and analyze data using statistical tools.
iii. Interpret statistical results to inform business decisions.
iv. Understand and apply various social research methods.
v. Identify and analyze market trends using statistical techniques.
vi. Communicate research findings clearly and effectively.
| Syllabus For CIPM Intermediate I Level | ||
| Level | Intermediate I | |
| Course Name | BUSINESS STATISTICS AND SOCIAL RESEARCH METHODS | |
| Abbreviation | BSSR | |
| TOPIC | BREAKDOWN | |
| PART A: BUSINESS STATISTICS | ||
| 1 | THE GENERAL NATURE OF BUSINESS STATISTICS | i. Nature of business statistics ii. Uses and importance of statistics in Human Resource management |
| 2 | STATISTICAL DATA | i. Types of statistical data ii. Sources of statistical data iii. Methods of data collection iv. Sampling and Sampling techniques |
| 3 | CLASSIFICATION AND PRESENTATION OF DATA | i. Pictograms and charts ii. Frequency/distribution tables iii. Graphical representation of data |
| 4 | MEASURES OF LOCATION | i. Mean ii. Median iii. Mode iv. Other fracticles |
| 5 | MEASURES OF VARIABILITY | i. Range and semi-interquartile range ii. Mean absolute deviation iii. Variance and standard deviation v. Coefficient of variation vi. Skewness and kurtosis |
| 6 | PROBABILITY AND PROBABILITY RULES | i. Permutation and combination ii. Classical and sample space approach iii. Probability rules |
| 7 | PROBABILITY DISTRIBUTIONS | i. Bernoulli and binomial distributions ii. Poisson distribution iii. Normal distribution |
| 8 | REGRESSION AND CORRELATION | i. Definition and uses of regression ii. Fitting the regression line iii. Correlation |
| 9 | SAMPLING DISTRIBUTION AND ESTIMATION | i. Sample mean and proportion ii. Difference between two population means and proportions iii. Estimation iv. Confidence interval for true population mean and proportion v. Confidence interval for the difference between two population means and proportions |
| 10 | TEST OF HYPOTHESIS | i. One sample test for mean and proportion ii. Two sample test for mean and proportion iii. Analysis of variance iv. Contingency tables v. Goodness of Fit |
| 11 | LABOUR TURNOVER | i. Meaning and importance of labour turnover ii. Calculation of labour turnover iii. Construction of index numbers |
| PART B: SOCIAL RESEARCH METHODS | ||
| 1 | INTRODUCTION TO SOCIAL RESEARCH | i. The nature and importance of research ii. Types of research iii. Guidelines for selecting a researchable topic iv. Evaluating the research topic for scope, clarity and un-ambiguity |
| 2 | PLANNING THE RESEARCH | i. Writing the research proposal ii. Identifying the key research variables iii. Formulating the theoretical conceptual framework iv. Research design |
| 3 | LITERATURE REVIEW | i. Purpose of literature review ii. Scope of the literature review iii. Reading the literature and making notes |
| 4 | DATA GATHERING METHODS | i. Identifying the data gathering instrument ii. Advantages and disadvantages of the various data gathering instruments iii. Validity and reliability of data iv. Sampling and sampling techniques v. Designing statistical instruments |
| 5 | DATA ANALYTICS AND REPORT WRITING | i. Analysis and interpretation of research data ii. Presentation of research report iii. Organization of report writing iv. Documentation, footnotes and references |
| 6 | CONSTRAINTS IN CONDUCTING SOCIAL RESEARCH IN NIGERIA | i. Equipments ii. Collaboration iii. Research ethics iii. Research principles and approach |
The Communication Process, Management, and Development course is all about understanding how communication works in a business and how to manage and improve it. In this course, you will learn the basics of communication, including how messages are sent and received.
You will also explore different communication methods and tools used in business settings, and how to choose the right one for each situation.
The course also covers how to manage communication in a team or organization, ensuring that everyone is on the same page and working towards the same goals. You will learn techniques to improve your communication skills, such as active listening and clear speaking.
Additionally, the course will teach you how to develop effective communication strategies to help your organization achieve its objectives. This includes understanding the role of communication in leadership, conflict resolution, and employee engagement.
By the end of the course, you will have the skills to manage communication processes, enhance teamwork, and contribute to a positive workplace environment
AIMS
Communication is of significance to the operations and continuity of every corporate organization. Consequently, organizational members should have a proper orientation of the process of communication, its tools, objectives and ethics.
The general objective of the course is, therefore, to enable candidates to acquire and apply the mechanics of effective communication for organizational purposes as well as develop the competence for writing business correspondence in different contexts.
MAIN COMPETENCIES
On completing the Communication Process, Management, and Development course, you should be able to:
i. Understand how communication works in a business setting.
ii. Manage communication in teams and organizations.
iii. Improve personal communication skills, like active listening and clear speaking.
iv. Develop communication strategies to support organizational goals.
v. Handle conflicts and enhance employee engagement through effective communication.
| Syllabus For CIPM Intermediate I Level | ||
| Level | Intermediate I | |
| Course Name | COMMUNICATION PROCESS, MANAGEMENT AND DEVELOPMENT | |
| Abbreviation | CPMD | |
| TOPIC | BREAKDOWN | |
| 1 | GENERAL INTRODUCTION TO COMMUNICATION NEEDS FOR HR USAGE | i. Meaning and process of communication ii. Media of communication: Oral, Written, Electronic and Non-verbal iii. Importance of communication iv. Barriers to communication v. Factors to consider in choosing communication medium vi. Interpersonal and intrapersonalal communication vii. Patterns of communication (Networks) |
| 2 | ORGANIZATIONAL COMMUNICATION AND ENGAGEMENT PROCESS | i. Formal communication channel ii. Horizontol and vertical communication iii. Quasi and diagonal communication iv. Rumour and grapevine v. Informal channels vi. Advantages and disadvantages of each channel |
| 3 | LISTENING SKILLS | i. What it means to listen ii. Types of listening iii. Purposes of listening, barriers to listening, and how to enhance listening |
| 4 | READING SKILLS | i. Definition ii. Types of reading iii. Barriers to effective reading iv. Vocabulary development through reading v. Enhancing active reading |
| 5 | WRITING SKILLS | i. Essay writing ii. Proof-reading and editing iii. Writing speech |
| 6 | SPEAKING SKILLS | i. Verbal and non-verbal cues ii. Barriers to effective speaking. iii. Principles of effective speaking iv. Attitude and emotion in speech |
| GRAMMAR AND USAGE | i. Common grammatical erros ii. Words commonly confused iii. Homonyms iv. Polysemy v. Tense and Sequence vi. Count and non-count nouns vii. Cord classes viii. Sentence structure ix. Use of punctuation marks x. Subject-Verb agreement | |
| 8 | BUSINESS CORRESPONDENCE | i. Formal business letters ii. Memo iii. Circular notice iv. Minutes agenda v. Writing business e-mails |
| 9 | TECHNICAL REPORT WRITING | i. Proposal writing ii. Report writing iii. Resume iv. Advert design for organisations v. Use of Bulletins, Newsletters and House Journals |
| 10 | CROSS CULTURAL COMMUNICATION | i. Cultural intelligence ii. Effective communication in multi-cultural settings iii. Diversity and inclusion |
| 11 | USE OF MODERN COMMUNICATION TOOLS FOR VIRTUAL MEETINGS | i. Zoom ii. Ms Teams iii. Google Meets iv. Airmeets, etc v. Benefits and shortcomings of using these tools for Virtual meetings |
| 12 | COMMUNICATION THROUGH SOCIAL MEDIA PLATFORMS FOR HR INFLUENCE AND WORK ENGAGEMENT | i. Social media etiquette ii. Teamwork and building rapport through information-sharing |
| 13 | NATURE OF MANAGEMENT | i. Management Orientation ii. Principles, behaviour, process, activities, role; tasks and understanding the organizational process |
| 14 | CONFLICT MANAGEMENT | i. Conflict organization ii. Types and causes iii. How to handle conflicts and the role of communication |
| 15 | DEVELOPMENT | i. Meaning and concept of development within an organizational setting ii. Equipping employees for advancement iii. Training iv. Learning v. Succession, manning and leadership |
| EXEMPTIONS FROM THE CIPM EXAMINATIONS | ||
| S/N | LEVELS | EXEMPTIONS |
| 1 | Foundation | Holders of OND/NCE and its equivalent in the Social Sciences, Humanities and Management courses |
| 2 | Intermediate I | Holders of degree (HND/Bachelor) in Management and Social Sciences, Humanities, Arts and Law do not need to write the CIPM Intermediate I exam. |
| 3 | Intermediate II | Holders of degree (HND/Bachelor) in Human Resources Management, Industrial Relations and Personnel Management or an M.Sc/MBA in Management and Social Sciences, M.Phil, LLM, Associate certificate (by Examination only) of other relevant and recognised Institutes |
| 4 | Professional I | To be exempted from taking the CIPM Professional Examinations I, you will need to have an M.Sc/MBA/PHD in Human Resources Management, Industrial Relations and Personnel Management. |
| 5 | Professional II | There are no exemptions for this level. All aspiring HR personnel will have to take this course and pass it before they are issued their certificates |
The duration varies depending on your pace. It could take weeks or even months to complete all the courses and prepare for the exams.
Yes, you need to have completed the Foundation level of the CIPM program before advancing to the Intermediate I Level.
Yes, you can retake the exam if you do not pass on your first attempt. But if after 7 years, you are unable to complete all your courses and exams, you will have to re-register and start the process all over.
The cost of the CIPM Intermediate I Level is 45, 750 naira. But if you are eligible for an exception, you will only have to pay 16,200.
To check your exception eligibility, visit https://cipmnigeria.org/
You will need a minimum of 50% to scale through the Intermediate I Level.
Completing this level opens up advanced career opportunities in HR, such as HR specialist roles, HR consultancy, and higher management positions in Human Resources.
