What Do HR Apprentices Learn in Their Off-The-Job Training?



HR apprentices can very quickly transform their knowledge and their role within a company, thanks to their off-the-job training.

They’ll be spending 20% of their time refining their knowledge of the function to get ready to take on the challenges that this role can offer.

While they’re busy working away on our online learning platform, you might be wondering what they’re learning. We’re here to tell you how they’ll be equipped to thrive with their course.




All about the Profession

HR is an incredibly nuanced profession, with a lot to learn about how the profession is perceived. Working in HR is unlike almost any other role, as you have to balance admin with real strategic planning. The profession is always changing and there are brand-new challenges to take on.

To keep up with the different changes in the profession, the CIPD has recently revised their profession map to ensure that their members have the most up to date routes to success.

Using this as a starting point, apprentices will create their own desired development plan through the profession. Whether they envisage themselves as a generalist or have a speciality in mind that they want to hone in on, the profession map is there to guide them.

To ensure that the apprentice is continuing to push themselves to progress through their career, this module equips them with a Continuing Professional Development (CPD) plan. As part of the people profession they’ll take a hand in the development of others, so it’s important that they also have a strong plan for their own development.  

It’s important for anyone working in HR to understand their role and where this fits into the larger organisation. This gives them context as to what their role is and how their responsibilities are part of the mission statement. This varies widely from organisation to organisation, so we give your learners the tools to fact find and assert themselves in their role.

They can look to the organisational values, mission statement and challenges that the organisation is facing in order to implement effective HR policies.




Creating Data-Driven Solutions

One of the many ways in which the HR function is changing includes the need to make more of a business case for solutions. HR is becoming a more strategic partner in many businesses, with an increasing demand for data-driven solutions.

In this apprenticeship, learners discover the context of HR in driving solutions to progress company goals. This can come in the form of succession planning during tumultuous times and tackling issues within the workforce.

During the course of this training, the learners come to understand the best ways to collate this information and what to do with the insights. This places them in a better position to bring their ideas to the table and present them to others.

As they make their way through these modules they’ll learn more about making a business case for their solutions. This allows the apprentice to communicate more effectively with the wider team and prioritise new challenges.

Presentation and reporting skills have a huge focus in these courses, which are useful skills to bring to the workplace. These learners are taught how to become adept communicators and even film themselves undertaking presentations. They receive constructive feedback from their tutor to improve as they progress through the course.


Resourcing and Nurturing Talent

One of the toughest tasks for HR is to find and retain talent. This is only getting more difficult due to new challenges impacting the workplace. We equip these HR apprentices with the best practice information from the CIPD to ensure that they’re ready for success.

Many hiring managers have never had formal training to assess candidates, but your apprentices will have access to in-depth knowledge. Once they’ve used these skills to identify the right talent, they’ll also learn how to manage their employee experience.

Even experienced HR professionals may struggle with this area of their role, as they don’t have the formal training to implement and monitor a talent management strategy. This can often fall by the wayside, especially in companies where turnover is already high. Your learner can start implementing these new skills right away to improve the workplace.




Best Practice in the Profession

We all want to strive for good practice in the workplace and this is something that’s incredibly important for HR practitioners. HR has to set an example for others and their actions are often put under scrutiny, so they must hold themselves to a high standard.

We teach apprentices about the best professional practice for HR professionals, to allow them to strive for this.

Keeping records, analysing information and developing themselves as a practitioner are all covered during the course of their learning. Professionalism and coordination are both key to their further success, as well as the success of the organisation as a whole.

This can be a daunting responsibility for HR professionals, so supporting them with real information is important. For entry-level to senior-level HR roles, these professionals have to be aware of their responsibilities and how to handle them effectively.


Providing training to colleagues can be hugely rewarding and bring a wide array of benefits to any organisation. HR represents a fantastic career path, from the early stages to more senior roles.

Upskilling existing members of staff or bringing in new apprentices to an organisation doesn’t have to cause disruption. With our flexible online learning environment, these apprentices can learn and grow into effective HR practitioners.


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