Home » CIPM Syllabus » The CIPM Professional Examinations I is designed to build on the knowledge you gained at the Foundation and Intermediate levels and prepare you for more advanced concepts and responsibilities. It is a crucial step for all who are looking to advance in the field of human resource management.
The syllabus covers areas like recruitment, employee relations, performance management, and HR policies and procedures.
In this course, you will learn about the strategic role of human resource management in organizations and how to align HR practices with business goals. You will also learn about labour laws and ethical issues and will ensure you can navigate the complex legal and moral landscape of the workplace.
One of the key focuses of this level is to develop your analytical and problem-solving skills. Hence, you will engage with case studies and real-world scenarios, and this will help you apply theoretical knowledge to practical situations.
This hands-on approach will also make you more effective in your HR role and prepare you for leadership positions.
At the end of the course, you will have a deeper understanding of how to manage people effectively, create positive work environments, and contribute to your organization’s success. Get ready to be equipped with the skills and knowledge that will make a real impact in your career.
The Professional Examinations I of the Chartered Institute of Personnel Management (CIPM) syllabus is broken down into 5 courses namely:
i. HR Metrics and Analytics
ii. Organizational Behavior and Performance
iii. Insurance, Pensions and Risk Management
iv. Advanced Human Resource Management I
v. Presentation Skills
The HR Metrics and Analytics course in the CIPM Professional Examinations is designed to equip HR professionals with the essential skills needed to make data-driven decisions. In today’s competitive business environment, analyzing HR data is important for optimizing workforce performance and driving organizational success.
This course focuses on collecting, measuring, and analyzing HR data to provide actionable insights. It covers the development and use of key HR metrics, principles of HR analytics, and applying statistical techniques to real-world HR scenarios.
Some topics in this course include Categories of HR Metrics, People Analytics, HR Information, etc. Ethical considerations in handling employee data and the importance of data privacy will also be learnt and discussed.
AIMS
The aim of the HR Metrics and Analytics course is to equip HR professionals with the skills to collect, analyze, and interpret HR data.
This will enable them to make data-driven decisions that enhance workforce performance and align HR strategies with organizational goals.
MAIN COMPETENCIES
On completing the HR Metrics and Analytics course, you should be able to:
i. Develop and use key HR metrics.
ii. Understand and apply HR analytics principles.
iii. Analyze workforce data for strategic decision-making.
iv. Use statistical techniques in HR scenarios.
| Syllabus For CIPM Professional Examinations I | ||
| Level | Professional Examinations I | |
| Course Name | HR METRICS AND ANALYTICS | |
| Abbreviation | HRMA | |
| TOPIC | BREAKDOWN | |
| 1 | INTRODUCTION TO ANALYTICS, METRIC AND PROBLEM SOLVING USING INNOVATIONS IN HR | i. Define Metrics and Analytics ii. Differences between a metric and an analytic iii. Types of HR analytics iv. Problem-solving processes using innovations in HR v Challenges of HR metrics and analytics |
| 2 | CATEGORIES OF HR METRICS | i. Performance ii Workforce (General and specific) iii. Recruitment iv. Productivity v Compensation and benefits analytics vi. Learning and development vii HR operations |
| 3 | HR ANALYTICS (PEOPLE ANALYTICS) | i. Introduction to people analytics and its application ii Data collection and standardization iii. Basic statistics iv. HR metrics and benchmarking v. Data analysis and visualization using Microsoft Excel vi. Reporting insights |
| 4 | HR ANALYTICS CAPABILITY BUILDING AND DEVELOPMENT | i. Internal and external analytic demand ii. Preparing and presenting HR dashboard and commentaries |
| 5 | HR INFORMATION SYSTEM (HRIS) | i. Software and technology in HRIS – Use of Workday, SAP, ORACLE, Ultimate software ii. Reporting and analytic processes in HRIS iii. HRIS implementation problems – Search – Plan and align – Define and design – Configure and test – Training and communication – Deployment and evaluation |
Organizational Behavior and Performance in the CIPM Professional Examinations examines how individuals, teams, and organizational structures influence workplace dynamics and productivity. It delves into fundamental concepts like motivation, leadership styles, organizational culture, and teamwork dynamics.
HR professionals need to be able to optimize employee engagement, productivity, and overall organizational effectiveness. This course also explores the impact of organizational structures on behaviour and performance, emphasizing the importance of adaptive leadership and strategic decision-making.
Through practical case studies and real-world examples, you will gain actionable insights into implementing effective organizational behaviour strategies. These strategies aim to foster a positive work environment and drive sustainable performance outcomes.
AIMS:
The aim of the Organizational Behavior and Performance course in the CIPM Professional Examinations is to provide HR professionals with a comprehensive understanding of how the organization, leadership styles, and teamwork influence workplace behaviour and performance.
This course will help you to foster a productive and harmonious work environment aligned with organizational goals.
MAIN COMPETENCIES:
At the end of this course, you should be able to:
i. Analyze organizational dynamics and structures.
ii. Understand motivational theories and their applications.
iii. Implement effective leadership styles.
iv. Manage teamwork dynamics and group processes.
v. Enhance organizational culture and climate.
| Syllabus For CIPM Professional Examinations I | ||
| Level | Professional Examinations I | |
| Course Name | ORGANIZATIONAL BEHAVIOR AND PERFORMANCE | |
| Abbreviation | OBP | |
| TOPIC | BREAKDOWN | |
| 1 | UNDERSTANDING ORGANIZATIONS | i. Elements of organisation – Culture – People – Structure – Systems ii. Organisational alignment iii. Strategic business plan |
| 2 | TEAM BUILDING | i. Purpose of team building ii. Types of team building iii. Team building activities iv. Managing virtual, hybrid or physical teams/organisations v. Teamwork vi. Meaning of teamwork vii. Relevance of teamwork viii. Characteristics of teamwork ix. Challenges of teamwork x. Obstacles to teamwork xi. Ways of overcoming the obstacles to teamwork xii. Norming and forming xiii. Group communication xiv. Group thinking |
| 3 | MANAGING THE EXPECTATIONS AND CHARACTERISTICS OF THE MULTIGENERATIONAL WORKFORCE (BOOMERS, GEN X, MILLENNIALS, GEN Z, GEN ALPHA) | i. Meaning of multi-generational workforce ii. Benefits of a multi-generational workforce iii. Challenges of managing a multigenerational workforce iv. Characteristics of a multigenerational workforce v. Motivating a multigenerational workforce vi. Generational differences in the workplace vii. Expectations for all employees viii. Diversity and inclusion in the multigenerational workforce ix. Conflict management in multigenerational organisation |
| 4 | EMOTIONAL INTELLIGENCE | i. Meaning of emotional intelligence ii. Relevance of emotional intelligence iii. Components of Intelligence iv. Concept of self-awareness v. Ways of improving self-awareness vi. Concept of social awareness vii. Methods of improving social awareness viii. Emotional intelligence and the workplace ix. Ways of improving emotional intelligence in the workplace x. Characteristics of emotion and types of emotion xi. Artificial intelligence xii. Building healthy workplace relationships xiii. Managing variant purposes, personalities and other crisis while maintaining synergy and delivering an objectives individuals and teams xiv. Leading with cultural intelligence |
| 5 | WORK ETHICS AND VALUE | i. Standards for professionall conduct in the workplace |
| 6 | MOTIVATION | i. Major content and process theories of motivation ii. What motivates the employee in today’s business climate? iii. Compensation and benefits iv. Work-life balance v. Workplace culture |
| 7 | OWNERSHIP MENTALITY | i. Introduction to ownership mentality ii. Benefits of cultivating an ownership mentality iii. Ouchi’s theory 2 iv. Differences between ownership mentality and employee mindset v. Challenges of fostering an ownership mentality vi. Strategies for developing an ownership mentality in the workplace vii. The role of leadership in promoting ownership mentality viii. Companies with a strong ownership mentality ix. Measuring ownership mentality x. Maintaining an ownership mentality xi. Importance of communication and feedback in building on ownership mentality ty |
| 8 | WORK BEHAVIOR AND ATTITUDES | i. Organisational citizenship behaviours (OCB) ii. Counterproductive work behaviours (CWB) iii Implications of employees’ work behaviours and attitudes to organisational success |
| 9 | ORGANIZATIONAL JUSTICE | i. Definition and dimension of organisational justice ii. Theories of organisational justice iii. Employees perception of organisational justice and implications for work atitudes and overall organisational outcome |
| 10 | ORGANIZATIONAL CONTROL AND POWER | i. Relevance of planning and control ii. Processes of planning and controlling iii. Consequences of control iv. Management by Objectives (MBO) |
This course is designed to provide you with a good understanding of critical concepts and practices in insurance and pensions.
In this course, you will be taught the fundamental aspects of risk, its nature, classifications, and the implications it holds for businesses and individuals alike. Have you ever wondered how insurance works? You will also be taught all about insurance, its functions and the benefits it brings, plus what makes some risks ‘insurable’ and others not.
Another key topic in this course which you will taught is risk management. You will learn how to identify, assess, and handle risks effectively. By the end of this course, you will be able to create and execute solid risk management plans, ensuring businesses and individuals can navigate uncertainties with confidence.
Whether you’re new to the world of finance or looking to deepen your knowledge, this course will provide you with practical insights and skills that are essential in today’s dynamic financial landscape. Get ready to explore, learn, and master Insurance, Pensions, and Risk Management!
AIMS
i. To make students aware of the nature of risks, historical background of insurance, functions and benefits of insurance and relevant features of insurable risks;
ii. To develop the student’s ability to understand the approach to risk management and how to create and implement a comprehensive risk management plan; and
iii. To enable students to understand the basics of insurance as the most acceptable strategy of financial risk transfer.
MAIN COMPETENCIES
At the end of this course, you should be able to:
i. Understanding different types of risks and their implications for businesses and individuals.
ii. Explain the foundational principles of insurance, including its historical development, functions, and benefits.
iii. Assess, mitigate, and manage risks through comprehensive risk management plans.
iv. Understand the concept and importance of using insurance as a primary strategy for transferring financial risks, etc
| Syllabus For CIPM Professional Examinations I | ||
| Level | Professional Examinations I | |
| Course Name | INSURANCE, PENSIONS AND RISK MANAGEMENT | |
| Abbreviation | IPRM | |
| TOPIC | BREAKDOWN | |
| 1 | COMPREHENSIVE OVERVIEW OF RISKS | i. Nature and concept of risks ii. Risks and it’s related terms iii. Classification and types of risks iv. Sources and environment of risk |
| 2 | RISK MANAGEMENT | i. Concept and meaning of risk management ii. Traditional Versus enterprise management iii. Risk management approaches iv. Implementing enterprise risk management v. Business and continuity risk management vi. Compliance management vii. Crisis management viii. Data and information risk management |
| 3 | RISK: CONTROLS AND PRACTICES IN HR FUNCTIONAL AREAS | i. Introduction to Human Resources risk management ii. Nature of Human Resources risks iii Sources of Human Resources risks iv. Importance of Human resources risk management v. Development and use of risk management software |
| 4 | ORIGIN OF INSURANCE | i. The Llyods of London, ii. The historical development of insurance in Nigeria |
| 5 | CONCEPT OF INSURANCE | i. Concept and meaning of insurance ii. Insurance contract iii. The basic functions of insurance iv. Characteristic features of insurable risk. v. Typers of insurance companies |
| 6 | INSURANCE BUSINESS PRACTICE | i. Insurance underwriting ii. Claims processing iii. Loss adjusting |
| 7 | CLASSIFICATION OF INSURANCE | i. Life insurance ii. General insurance |
| 8 | OVERVIEW OF THE NIGERIAN INSURANCE MARKET | i. Sellers ii. Buyers iii. Intermediaries iv. Support service providers v. Market associations/Self-regulatory bodies vi. Regulatory bodies |
| 9 | FUNDAMENTAL PRINCIPLES OF INSURANCE | i. Insurable interest ii. Utmost good faith iii. Indemnity iv. Subrogation v. Contribution vi. Proximate cause |
| 10 | RE-INSURANCE | i. Meaning and purpose of reinsurance ii. Benefits of reinsurance iii. Types of reinsurance arrangement iv. Methods of reinsurance |
| 11 | PENSION: HISTORY, CHALLENGES, DEVELOPMENT, PROCESSES AND LAWS | i. Pension type ii. Pensions reforms acts, iii. Participants in pension industry and pension investments iv. Government roles in pension regulations and regulators of pension |
| 12 | SOCIAL INSURANCE | i. Nigerian social insurance trust fund ii. Employee Compensation Act 2010 iii.National Health Insurance Scheme iv. Other social insurance provisions in Nigeria |
The Advanced Human Resource Management I is a comprehensive course designed for CIPM Professional Examinations I candidates like you. It teaches the strategic and operational aspects of HR management.
This course helps enhance your understanding of advanced HR practices and their application in real-world scenarios.
It covers various topics, like Workforce Planning, Talent Management, Staffing, Rewards and Compensation, etc. In this course, you will explore strategic workforce planning and learn how to align HR strategies with organizational goals.
You will also learn the importance of leadership in HR, and how effective leadership can drive organizational success.
Using case studies and practical examples, you will be able to apply theoretical knowledge to practical situations. At the end of this course, you will be better equipped with advanced skills and knowledge to effectively manage HR functions in diverse organizational settings, and be prepared for leadership roles in the HR field.
AIMS
The course will introduce candidates to human resources management principles, concepts and practices so that they would be able to apply the skills and knowledge acquired in creating solutions to people management issues in the workplace
MAIN COMPETENCIES
On completing this course, you should be able to:
i. Align HR strategies with organizational goals, ensuring the effective utilization of human resources.
ii. Managing employee relations, conflict resolution, and fostering a positive workplace environment.
iii. Utilizing data and HR analytics to make informed decisions that enhance organizational performance.
| Syllabus For CIPM Professional Examinations I | ||
| Level | Professional Examinations I | |
| Course Name | ADVANCED HUMAN RESOURCE MANAGEMENT I | |
| Abbreviation | AHRM I | |
| TOPIC | BREAKDOWN | |
| 1 | STAFFING (RECRUITMENT, SELECTION AMD ONBOARDING) | i. Purpose of staffing ii. Staffing process iii. Recruitment -Recruitment policy – Recruitment procedure iii. Selection – Shortlisting – Interviewing – Pre-employment medicals – References – Certificate verification – Offer of employment – Acceptance of offer of employment iv. On-boarding – Reception upon resumption – Documentation – Induction – Deployment – Follow-up v. Exit management |
| 2 | REWARDS, COMPENSATION AND BENEFITS | i. Overview of compensation and benefits ii. Compensation policy iii. Determination of compensation and benefits iv. Payroll management v. Elements of compensation and benefits vi. Pension scheme vii. PAYE management viii. Employee compensation scheme (ECA and claims process) ix. Financial incentives x. Non-financial incentives xi. Guaranteed pay xii. Variable pay xiii. Overtime pay xiv. Executive compensation xv. Expatriate compensation |
| 3 | TALENT PLANNING, ACQUISITION AND MANAGEMENT | i. Overview of talent management ii. Talent management policy iii. Talent pool selection iv. Talent attraction v. Talent retention vi. Talent development vii. Talent career management viii. Talent career pathing ix. Succession planning x. Rewarding talent |
| 4 | INTERNATIONAL HR MANAGEMENT AND DIVERSITY MANAGEMENT | i. Introduction ii. Comparative and international Human Resource Management iii. Globalization and multinational corporations iv. Structures of multinational corporations v. Culture and international Human Resource management vi. Global talent management vii. Expatiate management viii. Organizational diversity climate ix. Global HR management techniques in managing diversified workforce |
| 5 | HUMAN RESOURCE DEVELOPMENT (LEARNING AND DEVELOPMENT) | i. Definition of concepts-Training, Development, Education, Learning) ii. Responsibilities of the L&D Management iii. L&D process iv. Types v. Methods vi. Evolution vii. Career planning and development viii. Stages in career development |
| 6 | WORKFORCE PLANNING | i. Workforce level audit iii. Workforce/manpower planning process iii. Determination of manning requirements iv. Line Managers’ role in manpower planning v. HR professionals role in manpower planning vi. Executive role in manpower planning vii. Manpower plan templates viii. Business strategy and manpower plan |
| 7 | PERFORMANCE MANAGEMENT | i. Overview of performance management ii. Performance objective setting iii. Performance measurement and evaluation |
| 8 | CHANGE MANAGEMENT | i. Definition ii. Change management policy iii. Types of change iv. Change management leadership v. Considerations in change management vi. Change management process vii. The place of people in change management viii. Replacement plans in change management ix. What is in for me concept x. Communication in change management |
| 9 | ORGANIZATIONAL BEHAVIOR | i. Definition of OB ii. Various disciplines contributing to OB challenges iii. Leadership in modern organizations iv. Understanding corporate culture v. Managerial styles vi. Team and team management vii. Psychological and social contracts viii. Organisational citizenship behaviour |
Presentation Skills is part of the CIPM Professional Examinations I syllabus and it is designed to equip you with basic communication and presentation abilities. This course will focus on developing the skills you need to deliver effective and engaging presentations in a professional setting.
Key areas covered include body language, PowerPoint presentation techniques, report writing, data sharing and interpretation, etc. You will learn how to adjust your presentations to suit different audiences, ensuring clarity and impact.
The main aim of this course is to teach the importance of clear, concise, and persuasive communication.
There will be more practical sessions in this course as this will allow you to practice and perfect your presentation skills.
At the end of this course, you will have the confidence to deliver professional presentations, communicate ideas, and engage with your audience properly.
AIMS:
In corporate organizations and educational institutions, presentation has become one of the major tools for the dissemination of information to select gatherings. Both online and onsite presentations have gained wider acceptance for different purposes.
This course is designed to expose students to the tasks and techniques of presentation to enable them to demonstrate cutting-edge information delivery.
MAIN COMPETENCIES
At the end of this course, you should be able to:
i. Understand and assess the needs, expectations, and interests of different audiences and tailor presentations accordingly.
ii. Use visual aids, like slides and charts, to enhance the delivery and understanding of your presentation.
iii. Write and deliver messages that are clear, concise, persuasive, and engaging.
iv. Manage and overcome anxiety related to public speaking..
| Syllabus For CIPM Professional Examinations I | ||
| Level | Professional Examinations I | |
| Course Name | PRESENTATION SKILLS | |
| Abbreviation | PS | |
| TOPIC | BREAKDOWN | |
| 1 | GROUNDWORK PREPARATION FOR PRESENTATION | i. Establishing the objectives of presentation: Determining the title of a presentation ii. Preparing the content iii. Determining what should constitute the key points for presentation iv. Taking cognizance of the audience background, expectation and interests v. Determining the duration of a presentation (Timing) |
| 2 | PLANNING AND STRUCTURE FOR PRESENTATION | i. The introduction, techniques of introduction ii. Body (Main contents) iii. Content outlining iv. Structuring the material v. Conversion of text from Word to PowerPoint vi. Briefness of points or ideas |
| 3 | USING VISUAL AIDS | i. Types of visuals, media of visuals ii. What visuals should display iii. Using charts, graphs, figures, tables and other illustrations |
| 4 | ESTABLISHING RELATIONSHIP WITH THE AUDIENCE (THOROUGH) | i. Understanding the audience ii. Audience profiling iii. Politeness, courtesy, watching for signs of approval, disapproval, boredom and motivation, ethics of presentation iii. Case study |
| 5 | BODY LANGUAGE | i. Eye contact, body movement, standing position, posture and other gestures ii. Case study |
| 6 | PSYCHOLOGY OF PRESENTATION | i. Voice control and pronunciation ii. Gaining confidence iii. Overcoming stage fright iv. Physical appearance |
| 7 | CONTROL OF THE ENVIRONMENT AND DELIVERY OF INFORMATION | i. Stage Craft; ii. Presentation style; iii. Visibility/Lighting; iv. Signs from the audience; v. Level of understanding of the audience, vi. Size of the venue; vii. Physical discomfort, viii. Quality of the sound system/Microphone; ix. Ventilation; x. Use of handout printed copy of PowerPoint Test |
| 8 | POWERPOINT PRESENTATION TECHNIQUES | i. Knowledge of Powerpoint software package features is paramount; ii. Creativity iii. Use of assimilation devices such as storytelling, props, humour, proverbs, jokes, case scenarios and discussion |
| 9 | REPORT WRITING | i. Methodology and features of report writing, ii. Types of report, iii. Language of Report, iv. Appendix, v. Understanding the following terms: – Evidence, – Claims, – Hypothesis, – Archive, – Bibliography/References |
| 10 | DEALING WITH QUESTIONS AND ETHICAL ISSUES | i. How to deal with: – Controversial questions, – Distractions, – Difficult member of the audience, – Unethical conduct |
| 11 | MASTERING THE 4 P’S: PREPARING, PRACTICING, POLISHING AND PERSUADING | i. Processes of preparation, practicing, polishing and persuading, ii. Activities and tasks involved in each “P” component |
| 12 | TECHNIQUES OF VIRTUAL PRESENTATION | i. Tools for virtual presentation ii. Best practices iii. Integration of multimedia and other equipment iv. Online presentation |
| 13 | DATA SHARING AND INTERPRETATION | i. Meaning and examples of Data sharing ii. Tools for data sharing iii. Rules and steps in data sharing and presentation |
| 14 | GLOBAL PRESENTATION AND DIVERSITY | i. Features of multi-cultural diversity, ii. Perception iii. Varieties of English across the globe, iv. Understanding gender-sensitive words, v. Taking note of standard pronunciation of words (i.e. foreign words/technical expressions) |
| 15 | PRESENTATION OF TECHNICAL INFORMATION TO AN AUDIENCE OF NON-PROFESSIONALS | i. Use of Illustrations i.e. diagrams, pictures, maps, etc ii. Listing of technical information and numbering pattern iii. Breaking information into segments, iv. Use of simple words/non-technical synonyms/terms to represent technical elements |
| 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 syllabus covers HR analytics, Emotional intelligence, Team Building, Insurance and Risk Management, Staffing, etc.
This level builds on the basics learned at the Foundation level, focusing more on strategic HR management, analytical skills, and real-world applications.
Some recommended materials include the CIPM official textbooks, study guides, past question papers, and relevant HR management books.
It’s advisable to study for at least 10-15 hours per week for 3-4 months to thoroughly cover the syllabus and prepare for the exams.
Yes, you need to have completed the CIPM Foundation level or have an equivalent qualification in human resource management.
You can register through the CIPM official website: https://cipmnigeria.org/
Successful completion can lead to roles like HR manager, recruitment specialist, employee relations manager, and other strategic HR positions in various industries.
