Course content
Integrative in its design and delivery, this apprenticeship is designed for students who are looking to further their careers within Human Resources, and has the additional qualification of CIPD Associate Diploma in People Management.
Apprentices have the opportunity to specialise during the penultimate module, choosing between Specialist Employment Law, or People Management within the International Context.
Please note that the module information displayed here is subject to change.
15 credits of compulsory modules
Compulsory modules
| Code | Module | Credits |
|---|---|---|
| Compulsory 1 | ||
| Evidence-Based Practice | 15 | |
BEM1041DA: Evidence-Based Practice
This module addresses the significance of capturing robust quantitative and qualitative evidence to inform meaningful insight and influence critical thinking. It focuses on analysing evidence through an ethical lens to improve decision-making and how measuring the impact of people practice is essential in creating value.
This module will provide you with an opportunity to develop an understanding of the concepts of evidence-based practice and the tools and methods that are applied to diagnose issues, challenges, and opportunities. You will explain the principles of critical thinking and assess how different ethical perspectives can influence decision-making. Key insights and analysis tools and methods will be covered, and you will interpret data relating to a people practice issues before presenting your findings and evaluating the benefits, risks, and financial implications of solutions. Finally, you will be able to explain how to measure the impact and value people practice contributions make to your organisation.
Please note that the module information displayed here is subject to change.
45 credits of compulsory modules
Compulsory modules
| Code | Module | Credits |
|---|---|---|
| Compulsory 1 | ||
| Organisational Performance and Culture in Practice | 15 | |
| Employment Relationship Management | 15 | |
| Talent Management and Workforce Planning | 15 | |
BEM1042DA: Organisational Performance and Culture in Practice
This module examines the connections between organisational structure and the wider world of work in a business context. It highlights the factors and trends, including the digital environment, that impact on business strategy and workforce planning, recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.
You will learn about the connections between organisational structure, strategy, and the business operating environment. You will analyse external factors and trends and assess organisational priorities and issues, including the scale of technology within organisations. You will also interpret theories and models of organisational and human behaviour and the drivers for change. Finally, you will discuss the link between the employee lifecycle and different people practice roles and how people practice connects with and supports wider people and organisational strategies. You will focus on how to support internal customer needs and ensure that business goals and objectives are delivered in line with customer requirements.
BEM1043DA: Employment Relationship Management
This module examines the key approaches, practices, and tools to manage and enhance the employee relationship to create better working lives and the significant impact this can have on organisational performance.
You will develop understanding of practices aimed at supporting better working lives, differentiating between employee involvement and participation. You will also learn about conflict and misbehaviour, assessing emerging trends in conflict and industrial sanctions, third-party conciliation, mediation, and arbitration. Finally, you will learn about performance, disciplinary and grievance matters and how to manage these lawfully.
BEM1044DA: Talent Management and Workforce Planning
This module focuses on the impact of effective workforce planning in considering the development of diverse talent pools, and how to contract and onboard the workforce. It also includes analysis of the potential cost to the organisation if this is poorly managed, and the tools and interventions required to mitigate this risk.
You will extend your understanding of labour market trends and their significance for workforce planning. You will explain how organisations position themselves and the impact of a changing labour market on resourcing decisions. You will evaluate techniques to support workforce planning and assess the strengths and weaknesses of different methods of recruitment and selection aimed at building effective workforces. Additionally, you will examine turnover and retention trends and compare different approaches to developing and retaining talent. Finally, you will learn about the importance of managing contractual arrangements and onboarding.
Please note that the module information displayed here is subject to change.
45 credits of compulsory modules, 15 credits of optional modules
Compulsory modules
| Code | Module | Credits |
|---|---|---|
| Compulsory 1 | ||
| Reward for Performance and Contribution | 15 | |
| Professional Behaviours and Valuing People | 20 | |
| Portfolio | 10 | |
BEM1045DA: Reward for Performance and Contribution
This unit focuses on how internal and external business factors influence reward strategies and policies, the financial drivers of the organisation and the impact of reward costs and rewarding performance.
You will learn about the principles of reward and its importance to culture and performance management and how policies and practices are implemented. You will explain how contingent rewards impact individual, team and organisation performance, and the different types of benefits and recognition schemes offered by organisations. You will evaluate the most appropriate ways in which data can be gathered and measured to develop insight from benchmarking data. Additionally, you will explain legislative requirements that impact reward practice.
BEM1046DA: Professional Behaviours and Valuing People
This module focuses on how applying core professional behaviours such as ethical practice, courage and inclusivity can build positive working relationships and support employee voice and wellbeing. It considers how developing and mastering new professional behaviours and practice can impact performance.
You will explore professional and ethical behaviours in the context of people practice by appraising what it means to be a people professional, and how personal and ethical values can be applied, including contributing to discussions with confidence and conviction to influence others. You will learn how to champion inclusive and collaborative strategies, arguing the human and business benefits of inclusive behaviours and the right to be fairly treated at work. Additionally, you will design and evaluate solutions aimed at building positive working relationships. Finally, you will demonstrate personal commitment to learning, professional development and performance improvement by exploring how the role of a people professional is evolving. You will also assess your own strengths, weaknesses and development areas and formulate a range of CPD activities to support your learning journey.
BEM1047DA: Portfolio
The module consolidates and expands on the content delivered in the modules of the CertHE Applied HRM Apprenticeship, providing you with practical support to develop your apprenticeship portfolios and successfully evidence the skills and behaviours required by the People Professional Apprenticeship Standard. The module encourages critical reflection by adopting a student-led and workplace learning approach by sharing lived experience, and gathering workplace feedback to change behaviour, accept personal accountability and enable better performance in yourself and others. Successful people professionals need to lead by example whilst developing a culture of trust and challenge and balance the interests of your organisation with the needs of your customers, society, and the environment. To foster these skills and behaviours the module content combines three professional development perspectives:
- Self- knowing our own thoughts, actions, and effectiveness,
- Others- understanding how we develop and influence others, and finally,
- Organisation- understanding our contribution and impact within and beyond the organisation.
Using these perspectives, you are guided to complete your portfolios and prepare for End Point Assessment.
Optional modules
| Code | Module | Credits |
|---|---|---|
| Optional 1 | ||
| Specialist Employment Law | 15 | |
BEM1048DA: Specialist Employment Law
This module considers key areas of employment legislation and its legal framework, focusing on how people professionals are obliged to take account of legal requirements in different jurisdictions when carrying out the varied aspects of their role.
You will learn about the purpose of employment regulation and the way that it is enforced in practice. You will evaluate the aims and objectives and the role played by the tribunal and courts in enforcing employment law. You will explain the main principles of discrimination law, how to manage recruitment and selection activities lawfully as well as learning about redundancy law and changes in contracts. Finally, you will learn about managing issues relating to pay and working time in a lawful way and employment rights for flexible working.
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Entry requirements
We require 3 Cs or equivalent at A Level and/or two years’ relevant experience.
There is a requirement from the Education and Skills Funding Agency that apprentices under 19 hold a level 2 qualification in English and mathematics.
How to apply
This apprenticeship does not follow the standard UCAS application process. To gain a place candidates must apply directly to one of our employer partners’ vacancies.
Candidates can apply to this programme in addition to making applications to any institution through UCAS. When vacancies are open they will be advertised by our employer partners and on University of Exeter Degree Apprenticeship website.
Please be aware that employers start their recruitment at different times of the year so please be sure to check regularly.
- Vacancies are advertised by employers and promoted through our current vacancies page when they become available.
- Candidates should apply through their chosen company's website via the links which are available on this page once vacancies become live.
- Candidates are welcome to apply for more than one vacancy.
- Please be aware that each company will have their own recruitment process, the stages and timelines may vary.
- If applicants are successful they will be offered a position as an apprentice with the company.
- An apprenticeship place on the programme will be confirmed by University of Exeter, and we will send further information about how to enrol as a student.
- If candidates have not been successful this time, do not worry! Keep an eye out for other opportunities on our vacancies page.
Applicants must have a valid and eligible residency status to gain entry onto the apprenticeship – please see the ESFA guidance for further information.
Funding
Full programme cost: £11,000
The employer fully covers the cost of the apprenticeship; apprentices do not pay for any of the eligible training costs. The apprentice will be an employee of the organisation, gaining a University of Exeter award alongside working and earning a salary.
Employers who pay the Apprenticeship Levy will pay for the apprenticeship fees directly through that contribution. See further information about the Apprenticeship Levy funding.
UK-based employers who do not pay the Levy will be able to claim 95 per cent of the cost of the apprenticeship from the Government. Up to 100 per cent Government contribution may be available if the employer has fewer than 50 employees and:
- Recruits an apprentice aged 16-18
- OR an apprentice aged 19-24 who has previously been in care or who has a local authority education, health and care plan
See further information on the Apprenticeship Levy funding.
Employers must pay their apprentices a salary at least consistent with national legislation.
Funding eligibility criteria
- To be eligible for funding apprentices must meet the criteria listed in the ESFA guidance. Apprenticeship funding rules.
- They must also have a valid and eligible residency status to gain entry onto the apprenticeship – please see the ESFA guidance for further information
Learning
On average, approximately 20% (a minimum of 6 hours per week) of a learner’s contractual working time will be given over to study. Apprentices can expect to be stretched and challenged but supported throughout as they develop the academic skills required to be a successful HR Manager.
Careers
Apprentices will be a full salaried member of an organisation in the UK. Much of the learning will take place at work, either through projects linked to academic content or time set aside for distance learning. Apprentices will be working in an exciting and relevant job from day one of their studies, meaning when they complete, they'll have both the professional and academic experience sought after by employers.
Find out more about our People Professional apprenticeship
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