Course code: XMZP605P
Subject area: Apprentices
Study level: Apprenticeship
Course level: 5
9:00am - 5:00pm
1st Aug 2020 - 31st Jul 2021
01235 216 216
This role could be called an HR consultant or an HR business partner in different organisations. Individuals in this role will use their HR expertise to provide and lead the delivery of HR solutions to business challenges, together with tailored advice to the business in a number of HR areas, typically to mid-level and senior managers. They could be in a generalist role, where they provide support across a range of HR areas – likely to be the Core HR option; or a specialist role, where they focus on and have in depth expertise in a specific area of HR – likely to be Resourcing, Total Reward, Organisation Development, or HR Operations.
Whichever of these is chosen, they will have a good grounding across the whole range of HR disciplines as this is contained in both of the qualification options included in this standard. They will often be required to make decisions and recommendations on what the business can or should do in a specific situation. They will be influencing managers to change their thinking as well as bringing best practice into the organisation. They are also likely to lead the people related elements of business or HR projects. Whatever their role, they will need to link the work they do to the context and priorities of the business.
Duration: • 13 months practical training period, plus 6 months for End Point Assessment
Delivery model:• Work-based training with your employer• Day release during term time (approximately 1 day a week for 1 year)• Level 2 Functional Skills in Maths and English (7 days at college for each, if required)• Off the job training will count for at least 20% of an apprentice’s time at work
Qualifications included:• Level 2 Functional Skills in English and Maths• CIPD Level 5 Certificate in Human Resource Management
End Point Assessment:• Consultative project• Professional discussion
What will apprentices learn?• Good understanding across all HR disciplines, HR legislation and an excellent working knowledge of the organisation’s HR policies and procedures. Sound understanding of HR in their sector and any unique features. Up to date with best practice and emerging thinking – able to use this in their dealings with the business.• Understands what the organisation does, the external market and sector it operates in, its challenges and issues. Understands business and HR KPIs and metrics, building a clear picture of how the business is performing. Understands the impact of this on their role.• Understands the structure and responsibilities of the HR function, policies and processes, and where to source HR specialist expertise.• Understands HR systems and where to find HR and management data, both internally and externally, including benchmarking. Knows how technology, including social media, is impacting the business and HR.