Home » CIPM Syllabus » The CIPM Professional Examinations II course is an important step for HR professionals who want to advance their careers. This course builds on the foundational knowledge acquired in the earlier stages of the CIPM program, focusing on more complex and specialized areas of human resource management.
As HR professionals, you understand the importance of staying updated with the latest trends and practices in the industry. The Professional Examinations II course is designed to provide you with advanced skills and knowledge that are essential for strategic decision-making and leadership in human resources.
The main aim of this course is to equip you with the ability to analyze and solve complex HR issues. You will learn to develop and implement effective HR strategies that align with organizational goals.
Through this course, you will engage in case studies, practical exercises, and discussions that reflect real-world HR challenges. This hands-on approach will ensure that you can apply the theoretical concepts learned in the classroom to your workplace. By completing this course, you will not only enhance your technical skills but also develop your critical thinking and problem-solving abilities.
In addition, the Professional Examinations II course prepares you for leadership roles in your organization. You will learn how to influence and drive organizational change, manage talent effectively, and create a positive workplace culture.
Enrolling in the CIPM Professional Examinations II course is an investment in your professional growth. It will open up new opportunities for career advancement and help you make a significant impact in the field of human resource management.
The Professional Examinations II Level of the Chartered Institute of Personnel Management (CIPM) syllabus is broken down into 4 modules namely:
i. Nigerian Labour Law
ii. Employment Relations
iii. Advanced Human Resource Management II
iv. Labour Market Analysis
The CIPM course on Nigerian Labour Law offers a comprehensive knowledge of the rules, regulations, and laws that shape the employer-employee relationship in the country.
Understanding Nigerian labour law is important for ensuring compliance and fostering a fair and equitable workplace. This course covers key topics like employment contracts, employee rights and obligations, dispute resolution, and termination procedures. It also talks about specific laws, including the Labour Act, the Trade Union Act, and other relevant regulations.
This course will help you anticipate and avoid legal risks, ensuring that your organization adheres to legal standards and avoids costly litigation. With this knowledge, you can create policies and practices that promote a compliant and harmonious work environment.
AIMS:
The world of work is a complex one. HR Personnel could often make decisions that will negatively affect the organization, thus incurring legal consequences. These legal errors could be avoided when personnel are trained in foundational or basic principles of law.
The syllabus covers basic legal principles that govern relationships which prima facie are in most cases contractual in nature. Students are expected to get acquainted with the legal environment of industrial or personnel relations. There is a need for global reintegration of legal principles in the world
MAIN COMPETENCIES
At the end of this course, you should be able to:
i. List the legal requirements of employment contracts, including terms and conditions, and how to draft and enforce them.
ii. State the rights and obligations of employees under Nigerian labour laws, including working conditions, wages, leave entitlements, and workplace safety.
iii. Ensure organizational compliance with the Labour Act, Trade Union Act, and other relevant regulations, minimizing the risk of legal infractions.
iv. Develop and implement workplace policies that are in line with Nigerian labour laws, promoting a fair and equitable work environment, etc
| Syllabus For CIPM Professional Examinations II | ||
| Level | Professional Examinations II | |
| Course Name | NIGERIAN LABOUR LAW | |
| Abbreviation | NLL | |
| TOPIC | BREAKDOWN | |
| 1 | INTRODUCTION TO LABOUR LAW | i. History and sources of labour law ii. Contracts and approaches iii. The traditional and alternatives rules iv. Contract of employment (Common law and statutory) v. Essential elements of a valid contract of employment |
| 2 | INDIVIDUAL CONTRACT OF EMPLOYMENT | i. Express terms ii. Factual implied terms and examples iii. Common law of employment and statutory employment iv. Constructing contract of employment – Work rules – Custom and practice – Statutory implied terms v. Drafting contract of employment vi. Employee’s handbook vii. Test for distinguishing contract of employment from contract for employment viii. Duties and obligations of parties to contract of employment ix. Mandatory and default cannon of the provisions of the Labour Act |
| 3 | LABOUR RIGHTS | i. Right to work ii. Right of work iii. Discrimination in the workplace – Direct discrimination – Indirect discrimination – Wage discrimination – Disability discrimination – Maternity and paternity leave iv. Sexual harassment and hostile working environment v. Victimisation- Proceedings based vi. Social security in Nigeria |
| 4 | TERMINATION OF EMPLOYMENT | i. Concept of termination ii. Termination under the common law iii. Termination under statutes and statutory employment – Dismissal with notice – Summary dismissal for fundamental breach – Unfair dismissal – Dismissal and the principles of natural justice – Remedies for wrongful dismissal iv. Redundancy v. ILO convention in termination and the revolutionary concept vi. Repudiatory Breach |
| 5 | REDUNDANCY | i. Redundancy negotiations ii. Redundancy benefits and calculations iii. Qualification for redundancy payment iv. LIFO and redundancy v. Pre-redundancy proceedings – Consultation with trade union vi. Dismissal because of redundancy |
| 6 | HEALTH AND SAFETY | i. Safety of work ii. Employer’s liability – Duty of care – Onoghue vs Stephenson – Breach of the duty of care – Remedies for the care – Statutory Duties – ECA 2010 & Factories Act 1987 – Defences to employer’s liability employer’s – Abrogation of common employment |
| 7 | TRADE UNIONISM AND VOLUNTARISM | i. Meaning and qualification of a trade union ii. Registration criteria iii. Membership of trade union iv. Legal framework v. Voluntarism vi. Collective bargaining and processes vii. Enforceability of collective agreements – Drafting collective agreements – Modification of industrial contract of employment via collective agreement viii. Casualization in Nigeria – Banking sector as a case study |
| 8 | TRADE DISPUTES AND SETTLEMENT | i. Meaning of trade dispute within the act ii. Trade disputes and industrial conflicts – Strikes – Lockouts – Picketing iii. Tortuous liability and trade union immunity iv. Procedure for settlement of trade disputes – Statutory steps – The role of the Minister of Labour and Employment – IAP and awards – The instrumental referral to the NIC |
| 9 | NATIONAL INDUSTRIAL COURT OF NIGERIA | i. Pre and Post – NICA act, 2006 ii. Jurisdiction and powers iii. Innovations introduced by the third alteration Act, 2010 iv Composition of the Court v. NIC and international instruments vi. NIC and international best practice vii. NIC criminal juridiction viii NIC and FRG, 2009 ix. IAP and IAP Rules, 2021 |
| 10 | ALTERNATIVE DISPUTE RESOLUTION | i. Meaning of ADR ii. Application to industrial or human relations iii. Types of ADR iv. ADR principles v. Benefits of using the ADR approach to settlement of industrial conflicts vi. NIC ADR center instrument, 2015 |
| 11 | INTERNATIONAL LABOUR ORGANISATION (ILO), CONVENTIONS, PROTOCOLS, AND OTHER INTERNATIONAL INSTRUMENT IN LABOUR LAW (Ratified Instrument in Nigeria) | i. List of ILO conventions ii. Applicability vis-à-vis Section 12 of the Nigerian Constitution, 1999 as altered |
This course introduces you to the relationship between employers, employees, and unions, preparing you with the skills needed to manage and improve workplace relationships.
As an HR personnel, you must understand employment relations so you can maintain a healthy work environment. In this course, you will learn all about communication strategies, conflict resolution, collective bargaining, and the legal aspects of employment.
You will also learn the right way to manage interactions between management and employees, ensuring open dialogue and mutual respect.
Through this course, you will gain the ability to design and implement performance management systems that align with your organizational goals.
This course prepares you to handle organizational changes smoothly, minimizing resistance and fostering cooperation among employees. With this, you can easily create a work environment that supports employee satisfaction and organizational success.
AIMS:
This course aims to expose students to the knowledge and skills that should aid them in discussing and explaining relationship matters at work, and apply the knowledge in creating solutions to employment relations challenges in the workplace.
MAIN COMPETENCIES:
On completing this course, you should now be able to:
i. Develop strategies for managing organizational change, ensuring smooth transitions and minimizing resistance from employees.
ii. Understand the legal aspects of employment relations, including compliance with labour laws, employee rights, and employer obligations.
iii. Develop effective communication and negotiation skills to manage interactions between management and employees, ensuring clear and open dialogue.
iv. Understand the principles and theories of employment relations, including the roles of employers, employees, and unions in fostering a productive work environment.
| Syllabus For CIPM Professional Examinations II | ||
| Level | Professional Examinations II | |
| Course Name | EMPLOYMENT RELATIONS | |
| Abbreviation | ER | |
| TOPIC | BREAKDOWN | |
| 1 | OVERVIEW OF CASE STUDY | i. Learning objectives ii. Introduction/essence of case studies iii. Types of case studies iv. Issues in case studies/case study analysis |
| 2 | INDUSTRIAL RELATIONS | i. Introduction ii. Elements of labour management relations iii. Nature and emergence of employment contract iv. Origin of industrial relations v. Nature and scope of industrial relations vi. Parties in industrial relations vii. Factors influencing the practice of industrial relations viii. Comparative industrial relations |
| 3 | EMPLOYEE RELATIONS | i. Learning objectives ii. Contexts of employment relations iii. Transition from industrial relations to employment relations iv. Parties in employment relations v. Civil societies in employment relations vi. Host communities and corporate social responsibilities vii. Role of the state in employment relations |
| 4 | THEORIES OF INDUSTRIAL/EMPLOYEE RELATIONS | i. Learning objectives. ii. Industrial/Employment relations Theories – Frame of reference perspectives – Unitary, Pluralistic, and Radical Perspectives) – System theories – J.T. Dunlop’s, Alton Craig. – Interactional theories – Social action, Symbolic interaction; and Human Relations Theories – Conflict theories – Marxists; Non-Marxists and Neo – Marxists – Theory of state in industrial relations |
| 5 | TRADE UNIONS | i. Introduction ii. Definition of trade union iii. Features of a trade union. iv. Functions of a trade union v. Trade union theories vi. Types of trade union vii. Trade union structures and internal government in Nigeria viii. Factors influencing trade union growth viii. Development of trade union in Nigeria ix. Central Labour (Trade Union) Organization x. Problems of Trade Union in Nigeria |
| 6 | INTERNATIONAL ORGANIZATIONS OF LABOUR | i. Introduction ii. Organisation of African Trade Union Unity (OATUU) iii. International Labour Organisation (IL0) iv. Commonwealth Trade Union Group (CTUG) |
| 4 | EMPLOYER’S ASSOCIATION | i. Introduction ii. Factors responsible for late formation of employers associations in Nigeria iii. Types of employers associations. iv. Functions of Employer’s associations v. Structure and activities of employer’s association vi. Central organisation of employers associations vii. Nigerian Employers Consultative Association viii. NACCIMA ix. MAN x. SMEDAN |
| 8 | INTERNATIONAL ORGANIZATION OF EMPLOYERS | i. Introduction ii. Structure and organization iii. Functions iv. Relationship with counterpart organizations |
| 9 | LABOUR DISPUTES AND RESOLUTION | i. Introduction ii. Definition of a trade dispute iii. Types of disputes iv. Causes and manifestations of workplace disputes v. The good and the bad sides of trade disputes vi. Conflict management strategies vii. Definition, categories and types of strikes viii. Statutory machinery for settlement of trade disputes in Nigeria ix. Alternative Dispute Resolution Machinery (ADR) |
| 10 | COLLECTIVE BARGAINING | i. Introduction ii. Definitions of the concepts of collective bargaining iii. Theories of collective bargaining iv. Pre-requisites of effective collective bargaining v. Legal framework for collective bargaining in Nigeria vi. Structure of collective bargaining vii. The gains of collective bargaining to the parties viii. Public sector collective bargaining ix. Negotiation – The art of negotiation – Principles of negotiation – Ground rules for negotiation – Tactics of negotiation |
| 11 | EMPLOYER’S/EMPLOYEES’ RIGHTS AND RESPONSIBILITIES | i. Employers’ rights and responsibilities ii. Employees’ rights and responsibilities iii. Duties/obligations of employers iv. Duties/obligations of employees v. Concept of management rights/prerogatives vi. Communication at the workplace vii. The role of management in socio-economic development viii. The role of trade unions in socio-economic development ix. Industrial democrаcу |
| 12 | OTHER RELEVANT ISSUES | i. Unemployment and industrial relations ii. Wage determination iii. Industrial relations under the military regime iv. Industrial relations under the civilian regime v. Emerging issues in employment relations vi. The future of employment relations in Nigeria |
The third course in the CIPM Professional Examinations II is Advanced Human Resource Management II. This course will explain more about the world of HR, strategies and practices that shape modern organizations.
This course will help develop the skills needed to manage people and ensure they are not just resources but form parts of a thriving workplace.
You will be taught topics like career management, employee engagement, HR digitization, etc. These topics will broaden your knowledge about HR practices and help you make better decisions in your place of work.
In the end, you will have the skills to take on complex HR challenges with confidence. Good luck with your study!
AIMS
This course will help students to demonstrate the knowledge of Human Resources Management principles, discuss issues surrounding people management, and apply the knowledge in solving human resource management challenges in the workplace.
MAIN COMPETENCIES
At the end of this course, you should be able to:
i. Understand the need for workplace relationships and develop skills to manage conflicts and promote a harmonious work environment.
ii. Explain the legal framework governing HR practices, ensuring adherence to regulations and ethical standards in all HR operations.
iii. Implement strategies that foster growth and adaptation in your organization.
| Syllabus For CIPM Professional Examinations II | |
| Level | Professional Examinations II |
| Course Name | ADVANCED HUMAN RESOURCE MANAGEMENT II |
| Abbreviation | AHRM 2 |
| TOPIC | BREAKDOWN |
| GLOBAL ISSUES IN HUMAN RESOURCE MANAGEMENT | i. Globalisation ii. ICT ond globalization iii. Child labour iv. Peeple living with disability and work v. The effects of migration vi. Skill shortages vii. Demographic and generational shift viii. Heath challenges ix. ILO fundamental rights conventions x. Cross-country legislation |
| CAREER MANAGEMENT | i. Introduction ii. Career planning iii. Career pathing iv. Career development v. Models and stages of career development vi. Career progression vii. Career plateau viii. Acting appointment ix. Transfer and redeployment management x. Transfer and redeployment policies – Transfer and redeployment benefits xi. Employee’s role in career management xii. Employer’s role in career management |
| EMPLOYEE ENGAGEMENT | i. Overview of employee engagement ii. Employee engagement policy iii. Employee engagement drivers/factors iv. Measurement of employee engagement v. Improving employee engagement level vi. Importance of employee engagement vii. Levels of employee engagement viii. Elements of employee branding ix. Value proposition |
| EMPLOYEE WELLNESS, SAFETY AND HEALTH | i. Conceptual clarification of terms ii. Causes and effects of workplace Injuries – Fatigues, stress and Presenteeism, etc. iii. The goals and benefits of workplace safety and health iv. Dynamic management of workplace wellness, safety and health v. Technology adoption in managing the workplace |
| WORKFORCE PLANNING AND TALENT MANAGEMENT | i. Advanced techniques in workforce planning – Quantitative techniques – Qualitative techniques ii. Use of metrics in workforce valance analysis iii. Roles and benefits of talent management iv. Components of talent management v. Frameworks in talent management – Role management – – Competency management – Goal tracking and alignment |
| THE NEW WORLD OF WORK | i. The use of technology, automation, robotic, Al, ChatGPT ii. Skills and education required for work iii. Location of work iv. Timing of work v. New forms of work arrangement: Virtual work, Non-standard work arrangements, flexible time and compressed work week |
| ADVANCED PERFORMANCE MANAGEMENT | i. People management roles ii. Organisational goals and target setting iii. Accountabilities – Performance management tool – Balanced score card iv. Performance management – Performance management automation v. Performance appraisals |
| HR DIGITALIZATION | i. Meaning and components of digitization ii. Uses and benefits of HR digitization iii. Functional areas in HR digitization – Design thinking agility – Data orientation – Network leadership iv. Challenges in HR Digitization v. Digitization practices – Paperless process – Employee self-service app – Automation – Virtual reality network vi. Digital platform and culture |
| DIVERSITY AND INCLUSION | i. Meaning and language of diversity ii. Basic dimension iii. Basic demographics iv. Understanding cultural diversity v. HR valuing and management diversity vi. Approaches to workplace diversity and inclusion |
The Labour Market Analysis course is designed to prepare you to be able to assess and interpret labour market data, understand the factors influencing employment trends, and analyze the demand for various skills and professions. The course will allow you to explore different methods for forecasting labour market needs, and examine economic factors and how they shape employment opportunities.
In this course, you will also learn how to evaluate wage determination and its impact on the workforce. Understanding these principles is important for every HR personnel.
At the end of this course, you will have a better understanding of the labour market and its analysis, and this will help you to contribute effectively to workforce planning and strategic decision-making in organizations.
AIMS
This course seeks to enhance students’ general understanding and functioning of market dynamics for wage, labour and the application of labour market concepts and theories at the corporate and governmental levels of the national economy.
MAIN COMPETENCIES
On completing this course, you should be able to:
i. Develop strategies for effective workforce planning based on labour market analysis,
ii. Analyze and interpret labour market data to identify trends and patterns.
iii. Understand the factors influencing job availability, including economic cycles and industry growth.
iv. Identify gaps between available skills in the market and job requirements, and propose strategies for addressing these mismatches.
| Syllabus For CIPM Professional Examinations II | ||
| Level | Professional Examinations II | |
| Course Name | LABOUR MARKET ANALYSIS | |
| Abbreviation | LMA | |
| TOPIC | BREAKDOWN | |
| 1 | CONTEXTUAL FOUNDATIONS FOR LABOUR ENGAGEMENT: ECONOMIC NEEDS AND DETERMINANTS | i. The concept and study of the labour market ii. Functions of the labour market iii. Types and classification of labour iv. Classification of skills v. Peculiar problems of the labour market vi. Labour as a unique factor of production vii. Approaches to the study of the labour market viii. Conceptualising the Nigerian Labour Market |
| 2 | THE CONTEXT | i. Labour market context ii. Recent bends in the Nigerian economy iii. Labour market implications of recent economic trends iv. Case study |
| 3 | MICRO-ECONOMIC FOUNDATIONS | i. The supply of labour ii. The demand for labour iii. The equilibrium |
| 4 | WAGE DETERMINATION USING MODERN ENGAGEMENT PROCESS | i. Introduction ii. Wage determination by market force iii. Wage determination through individual negotiation iv. Minimum wage v. Economy of the organisation vi. Collective bargaining vii Case study |
| 5 | WORKING ARRANGEMENTS | i. Introduction ii. Existing work pattern in Nigeria iii. Shift working iv. Overtime working v. Part-time work vi. Regular schedules vii. Compressed workweek viii. Flex-time working ix. Case study |
| 6 | INTERNAL LABOUR MARKETS | i. Introduction ii. What then is internal labour market (ILM)? iii. Features of internal labour market iv. ILMs and Trade Unions v. Efficiency of ILMs vi. Case study |
| 7 | SOCIAL AND MACRO ECONOMIC PROCESS | i. Dual labour market hypothesis ii. The various social sector iii. The Nigerian informal sector |
| 8 | UNEMPLOYMENT | i. Types of unemployment ii. Problems of unemployment iii. Solutions to unemployment iv. Theories of unemployment v. Case study |
| 9 | LABOUR MOBILITY IN THE NEW NORMAL | i. Introduction ii. Theory of migration iii. Regional restrictiveness and employment prospects iv. International migration of Nigerian Labour v Case study |
| 10 | TRADE UNIONS, WAGES AND EMPLOYMENT | i. Introducion ii. Objectives of trade union iii. Importance of trade union in employment. iv. Trade union and employment v. Trade union and wage determination vi. Effects of strike on union members vii. Trade union and conflict resolution viii. Case study |
| 11 | INFLATION AND INCOME POLICY | i. Introduction ii. Types of inflation iii. Causes of inflation iv. Inflation and employment v. Effects of inflation on workers vi. Wage and income policy in Nigeria |
| 12 | ASCRIPTIVE ASPECTS OF THE NIGERIAN LABOUR MARKET | i. Introduction ii. Gender and industrialization iii. Women in paid employment iv. Reasons for increase of women in paid employment v. Women experiences in employment |
| 13 | EMPLOYABILITY/UNEMPLOYABILITY | i. Introduction ii. Employee iii. Employer iv. Employability knowledge v. Attitudes required for employability |
| 14 | MODERN LABOUR LEGALIZATION | i. Principles of basic modern legislation ii. Social justice iii. Social welfare iv. Social security v. Social equality vi. Social equity |
| 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 CIPM Professional Examinations II Level is the final stage of the Chartered Institute of Personnel Management (CIPM) program. At the end of this level, you will be issued a certificate of completion from the Institute.
The CIPM Professional Examinations II course is an important step for HR professionals who want to advance their careers. This course builds on the foundational knowledge acquired in the earlier stages of the CIPM program, focusing on more complex and specialized areas of human resource management.
As HR professionals, you understand the importance of staying updated with the latest trends and practices in the industry. The Professional Examinations II course is designed to provide you with advanced skills and knowledge that are essential for strategic decision-making and leadership in human resources.
The main aim of this course is to equip you with the ability to analyze and solve complex HR issues. You will learn to develop and implement effective HR strategies that align with organizational goals.
Through this course, you will engage in case studies, practical exercises, and discussions that reflect real-world HR challenges. This hands-on approach will ensure that you can apply the theoretical concepts learned in the classroom to your workplace. By completing this course, you will not only enhance your technical skills but also develop your critical thinking and problem-solving abilities.
In addition, the Professional Examinations II course prepares you for leadership roles in your organization. You will learn how to influence and drive organizational change, manage talent effectively, and create a positive workplace culture.
Enrolling in the CIPM Professional Examinations II course is an investment in your professional growth. It will open up new opportunities for career advancement and help you make a significant impact in the field of human resource management.
The duration varies, but it typically takes about 6 to 12 weeks to complete, depending on your mode of study
CIPM offers flexible study options, including classroom-based learning, online courses, and self-study materials to accommodate different learning preferences and schedules.
Yes, students must pass a series of exams to complete this level. The exams test knowledge and understanding of the subjects covered in the syllabus.
The pass mark for each exam is usually 50%. Candidates must achieve at least this score to pass each module.
