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Whitestone International College of Innovation delivers quality-assured, standards-aligned programmes that integrate academic rigour, industry relevance, and digital fluency to develop principled leaders who deliver measurable impact.

Courses

Whitestone International Diploma in People Management

Course Overview

The Whitestone International Diploma in People Management is a 12-month vocational programme designed to provide a structured, practice-oriented foundation in leading, developing, and supporting people in modern organisations.

The programme introduces key dimensions of leadership and management practice, team dynamics, communication and feedback, performance and talent management, engagement and motivation, diversity and inclusion, wellbeing and conflict handling, change and culture, and basic HR processes at a non-legal awareness level. It is intended for current and aspiring supervisors, team leaders, line managers, and middle managers across all sectors who must deliver results through other people.

Learners will explore how to translate organisational goals into clear expectations, supportive relationships, performance outcomes, and development opportunities, while respecting individual differences and organisational values. The emphasis is on practical management capabilities, ethical behaviour, and emotionally intelligent leadership, rather than on specialist HR law, advanced organisational psychology, or technical remuneration design.

By the end of the programme, participants will be able to contribute effectively to building healthy, high-performing teams, supporting people’s growth, and sustaining a positive workplace climate, in close partnership with HR and senior leadership.

This diploma is vocational and non-regulated. It does not qualify learners as HR lawyers, accredited mediators, clinical psychologists, or independent labour-relations advisers, and does not authorise them to provide legal advice or act as formal arbitrators. All formal legal interpretation, complex labour relations, and regulated professional services must be carried out only by appropriately qualified specialists, in line with national legislation and professional standards.

Why This Course is Important?

Technology and processes matter, but performance, innovation, and service quality ultimately depend on how effectively people are led, motivated, and supported.
Front-line and middle managers translate vision and policies into daily work routines, performance standards, and team behaviours.
Effective people management helps to reduce turnover, manage conflict, support wellbeing, and enhance inclusion, all of which protect organisational reputation and productivity.

Learning Outcomes

By the end of this programme, participants will be able to:

Explain core concepts in leadership, management, and organisational behaviour at a vocational level.
Build and sustain effective, inclusive teams, using appropriate communication, feedback, and motivation approaches.
Contribute to performance and talent management processes, including goal setting, review conversations, and development support, within organisational frameworks.
Handle difficult conversations, basic conflicts, and behavioural issues in a constructive, ethically grounded manner, escalating appropriately where needed.
Demonstrate awareness of HR processes, employment relations, and basic legal concepts at a non-legal level, working in partnership with HR professionals.
Support employee engagement, wellbeing, and inclusion initiatives, aligning with organisational values and culture.
Prepare structured people-management plans, reports, and improvement initiatives for their teams or departments.

Target Audience

Individuals in or aspiring to roles such as Team Leader, Supervisor, Line Manager, Department Manager, Project/Programme Team Lead, Unit Coordinator, or Emerging People Manager in any sector.
Professionals in corporate, public sector, education, healthcare, non-profit, and service organisations who are responsible for leading others.
Technical specialists (e.g. engineers, IT professionals, clinicians) stepping into first-line or middle-management roles.
Entrepreneurs and small-business owners who must build and manage teams as their organisations grow.

Entry Requirements

A recognised higher secondary qualification, diploma, or equivalent
Current or intended involvement in a role with people-management responsibilities, or clear progression towards such a role
Proficiency in English (IELTS 5.5 or equivalent recommended) to engage with case studies, policies, and management communication

Programme Structure & Modules

Module 1 – Foundations of Leadership, Management & Organisational Behaviour

Distinguishing leadership and management at a practical level and why both are needed.
Core management responsibilities: planning, organising, leading, and controlling applied to people.
Overview of leadership styles and approaches (e.g. directive, coaching, collaborative) at conceptual level.
Introduction to organisational behaviour:
Individual differences, personality awareness, motivation concepts, and informal group dynamics.
The role of the people manager as a bridge between senior leadership, HR, and front-line staff.
Ethical and values-based leadership: integrity, fairness, respect, and accountability.

Module 2 – Communication, Feedback & Relationship Management

Foundations of effective workplace communication: clarity, tone, channel choice, and active listening.
Building trust and psychological safety at vocational level:
Creating space for questions, concerns, and constructive challenge.
Giving and receiving feedback:
Structuring developmental, balanced feedback conversations, not only corrective feedback.
Running effective one-to-ones, team meetings, and briefing sessions.
Managing cross-cultural communication and diverse working styles at awareness level.
Handling misunderstandings and early signs of conflict through open, respectful dialogue, escalating when necessary.

Module 3 – Performance, Talent & Development Management (Non-Legal Awareness)

Translating organisational objectives into clear team and individual goals.
Supporting performance through:
Role clarity, resources, coaching, and regular check-ins.
Participating in performance management cycles:
Objective setting, mid-year reviews, and annual appraisals at vocational level.
Recognising high performers and potential, and supporting development planning, stretch assignments, and learning opportunities.
Addressing underperformance constructively:
Early intervention, documenting expectations, providing support, and involving HR where needed.
Awareness of basic employment-relations concepts (non-legal):
Fairness, consistency, and the need to follow organisation’s policies and HR guidance.

Module 4 – Motivation, Engagement, Wellbeing & Inclusion

Understanding workplace motivation at conceptual level: meaning, recognition, autonomy, mastery, and fairness.
Practical techniques for increasing engagement and commitment:
Involving staff in decisions, recognising effort, and providing growth opportunities.
Supporting wellbeing at work:
Recognising signs of stress, overload, or burnout and signposting to available support (non-clinical).
Working time, boundaries, and sustainable performance:
Encouraging realistic workloads and healthy work patterns within organisational constraints.
Diversity, equity, and inclusion awareness:
The manager’s role in preventing discrimination, fostering respect, and valuing differences, in line with organisational policies and law (non-legal awareness).
Managing hybrid/remote teams and flexible working at vocational level:
Maintaining connection, clarity, and fairness when teams are distributed.

Module 5 – HR Processes, Change & Conflict Management (Non-Legal, Non-Clinical)

Overview of core HR processes at awareness level:
Recruitment and onboarding (manager’s role), induction, probation, performance reviews, basic attendance management, and exit processes.
Working effectively with HR:
Knowing when to consult HR on contracts, grievances, disciplinary matters, and complex issues.
Fundamentals of organisational change at conceptual level:
Why change efforts fail; managing transitions, resistance, and communication.
Manager’s role in change:
Explaining rationale, listening to concerns, and supporting people through uncertainty.
Conflict management at vocational level:
Addressing interpersonal tensions early, conducting constructive conversations, and involving HR or mediation channels appropriately.
Awareness of legal and policy boundaries (non-legal):
Recognising that issues such as harassment, discrimination, or health-related capacity require specialist HR and sometimes legal input.

Module 6 – Strategic People Management, Culture & Professional Practice

Linking people management to organisational strategy and performance at conceptual level.
Understanding culture and climate:
How everyday management behaviours shape norms, trust, and ethical standards.
Workforce planning awareness:
Anticipating skills needs, succession considerations, and development pathways (non-specialist).
Data and insight in people management at awareness level:
Interpreting basic people metrics such as turnover, engagement survey results, absence trends, and learning participation.
Professional practice as a people manager:
Reflective practice, feedback from others, continuous learning, and coaching mindset.
Building a personal leadership development plan aligned with current and future responsibilities.

Awarding Body

Whitestone International College of Innovation

United Kingdom

Qualification Type

International Diploma – Vocational Qualification

(Industry-aligned qualification issued by Whitestone International College of Innovation, UK)

Assessment & Certification

Assessment Methods Include:

Written assignments on leadership and organisational behaviour, communication and feedback, performance and development, motivation and engagement, HR processes and change, and culture and ethics.
Practical/structured tasks such as feedback-role-play reflections, meeting plans, performance conversation frameworks, engagement initiative outlines, and basic people-metrics interpretation.
Scenario-based exercises requiring learners to respond to realistic people-management challenges (e.g. underperformance, conflict, change resistance) within their scope, including appropriate escalation.
Reflective pieces on personal leadership style, values, biases, and development priorities.
Final Capstone Project: Integrated People Management Improvement Plan, with a structured report and/or presentation.

To obtain the diploma, learners must successfully complete all module assessments and the capstone project in line with Whitestone’s academic standards.

Certification:

On successful completion, participants will be awarded:

Whitestone International Diploma in People Management Issued by Whitestone International College of Innovation, United Kingdom

Benefits of Attending

Provides a robust, practice-based foundation in modern people management for supervisors, team leaders, and managers.
Equips learners to lead teams more confidently, manage performance and development, handle challenging situations, and support wellbeing and inclusion.
Enhances employability and progression prospects into roles such as Team Leader, Line Manager, Department Manager, Project Manager, or People & Culture Lead (junior/mid-level).
Helps organisations strengthen leadership capability, engagement, and culture, reducing risk and supporting strategic goals.
Creates a strong platform for further study in Management, HR Management, Leadership, Organisational Development, or Business Administration, subject to institutional entry requirements.

Industry Alignment

The programme reflects widely recognised principles of effective, ethical people management, including:

Emphasis on respect, fairness, inclusion, and wellbeing, alongside performance and accountability.
Focus on evidence-informed management practice, reflective leadership, and partnership with HR and senior leadership.
Recognition that people management is central to operational excellence, innovation, and long-term organisational resilience.

£2000

£ 0

Industry-focused programmes with global standards.
Practical skills for real-world success.
Academic excellence with career-ready outcomes.

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Progression & Academic Pathways

Graduates of the Whitestone International Diploma in People Management may:

Progress to higher-level diplomas or degrees in Management, Human Resource Management, Leadership, Organisational Development, or Business Administration, subject to entry criteria.
Enhance their readiness for broader or more senior roles with greater people-management and leadership responsibilities.
Use this diploma as a structured foundation for selected professional memberships and management development pathways, where they meet the relevant body’s requirements.

Together We Learn, Together We Grow

At Whitestone, we believe in collaborative learning where students and faculty grow together through knowledge and experience. Our supportive community fosters teamwork, innovation, and shared success.

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London, united kingdom

+44 20 3727 6493

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college.org.uk