HR Support L3 Apprenticeship

Summary

Role Profile
HR Professionals in this role are typically either working in a medium to large organisation as part of the HR function delivering front line support to managers and employees, or are a HR Manager in a small organisation. Their work is likely to include handling day to day queries and providing HR advice; working on a range of HR processes, ranging from transactional to relatively complex, from recruitment through to retirement; using HR systems to keep records; providing relevant HR information to the business; working with the business on HR changes. They will typically be taking ownership for providing advice to managers on a wide range of HR issues using company policy and current law, giving guidance that is compliant and where errors could expose the organisation to employment tribunals or legal risk. In a larger organisation they may also have responsibility for managing a small team – this aspect is outside the scope of this apprenticeship and will need to be covered separately by the employer.

Duration
18 months

Programme Delivery
SGS has elected to deliver the on-programme learning using the CIPD Level 3 Diploma in Human Resource Practice. The eight units making up this qualification are listed below.  Although the CIPD Level 3 Diploma is not a mandatory requirement of the apprenticeship standard, we understand the importance of achieving a nationally recognised qualification.  It is therefore a requirement for all apprentices to attend one session per week for the CIPD Level 3 Diploma.

The assessment guidance details the following requirements in order for apprentices to pass the Level 3 HR Support apprenticeship;

• Assessment of skills, knowledge and behaviours through the completion of the Level 3 Human Resource Support Apprenticeship.
• The End Point Assessment (Consultative Project and Professional Discussion).

Each apprentice will be assigned a dedicated assessor who will support them in completing their Diploma in Human Resource Practice and preparing for the End Point Assessment. The employer, training provider and learner will decide jointly when the learner is ready to enter the Apprenticeship Gateway. The assessor will help prepare the learner to ensure they are confident to complete all components.

Resources
Resources will be available through Smart Assessor, the e-portfolio platform used by the college for apprentices.

Assessment Overview
End Point Assessment 

The purpose of the end point assessment is to assess whether the apprentice has met the requirements of the standard.   Within this, the assessment should:

• Have maximum relevance to the real job that the apprentice is doing to truly test full competence in the role
• Give assurance to the employer that the apprenticeship is being delivered in a consistent and appropriate manner   

The End Point Assessment contains two main components, both of which are completed after the Gateway:

• A Consultative Project, which contains a range of evidence demonstrating that the apprentice has met the requirements of specific Knowledge and Skills.
• A Professional Discussion that will explore the specific Skills and Behaviours.

Our recommended End Point Assessment Organisation is CIPD

Consultative Project

The Consultative Project will be a real example of work done by the apprentices in their role that will be completed after the Gateway, taking a maximum of three months. All learners will be supported by their assessor and line manager to compile the project and ensure they are ready for End Point Assessment.

The Project will require the apprentice to describe how they have applied their knowledge and HR related skills to deliver the services required by the role as described in the Standard. It should describe a situation where the apprentice has successfully worked with a customer to deliver a specific piece of HR advice or provide an HR solution.  The content of the project should include project objectives, scope of the work, description of the situation/problem/business need, methodology used, information gathered / findings, conclusions and recommendations, implementation plan.   The project should be 3000 words +/- 10%.                                                                  

Professional Discussion
The Professional Discussion will be conducted after the Independent Assessor has reviewed and marked the Consultative Project.

The Professional Discussion may be carried out face to face, typically at the employer’s premises, or remotely

using e.g. video conference or Skype, depending on numbers and locations of apprentices and is expected to last between 60 and 75 minutes.

The combination of these assessment methods builds a cumulative picture of performance against the Standard. They require apprentices to demonstrate the application of knowledge, skills and behaviours in an integrated manner to deliver the required outcomes, enabling the Independent Assessment Organisation to make an holistic judgement about how well the apprentice meets or exceeds the Standard.

Knowledge, Skills and Behaviours for the HR Support Apprenticeship

A Standard contains a list of the skills, knowledge and behaviours an apprentice will need to have learned by the end of their apprenticeship.  A portfolio will be compiled throughout the apprenticeship to reflect this and will include evidence collated from the workplace.

Knowledge

• Business Understanding
• HR Legislation and Policy
• HR Function
• HR Systems and Processes

Skills

• Service Delivery
• Problem Solving
• Communication and Interpersonal
• Teamwork
• Process Improvement
• Managing HR Information
• Personal Development

Behaviours

• Honesty and Integrity
• Flexibility
• Resilience

20% Off-The-Job Training
“Off-the-job training is a statutory requirement for an apprenticeship. It is training which is received by the apprentice, during the apprentice’s normal working hours, for the purpose of achieving the knowledge, skills and behaviours of the apprenticeship.”

In addition, there will be relevant activities in the workplace which will be discussed and planned with the assessor which will count towards the total hours required.

• Workplace induction
• Take part in conducting an interview
• Support team in ensuring HR policies are up to date
• Process and monitor job vacancies
• Monitor team workload
• Provide HR system training to a new starter.