Find out more about the University of Gloucestershire Senior People Professional Degree Apprenticeship.
SENI ORPEOPLE PROFES I ONAL DEGRE APPRENTI CESHI P
Upon successful completion of this level 7 degree apprenticeship, learners gain an Executive MSc in Strategic Human Resource Practice, and they will meet all the requirements for chartered member status from the Chartered Institute of Personnel and Development (CIPD).
ABOUTTHESENI ORPEOPLEPROFES I ONAL DEGRE APPRENTICESHIP
This programme has been designed for current and aspiring professional managers who want to: - improve and lead HR improvements in their organisations - create workplace cultures and environments that support individual wellbeing and organisational performance - and develop their own capability as critical thinkers and reflexive practitioners. Senior People Professionals are found in all industries and are a key component of virtually all businesses where there is a workforce to support and manage. They are in-house experts in people, work and change, creating working environments and cultures that help get the best out of people. This programme enables learners to enhance and update their knowledge of processes and
practices used across the employee lifecycle and organisational development, including: an appreciation of the changing world of work and
the impact this has on people and the organisation; business acumen and
decision-making; valuing inclusion and diversity and the need for ethical and responsible business practices; together with a range of practical skills. Teaching is delivered over 3 years and upon completion, learners will graduate with an Executive MSc in Strategic Human Resource Practice, and they will meet all the requirements for chartered member status from the Chartered Institute of Personnel and Development (CIPD). Working in partnership with:
ABOUT DEGRE APPRENTI CESHI PS
Degree apprenticeships can be as valuable as a pay rise. They allow people to gain higher qualifications alongside working, meaning they 'earn while they learn'. They are a fantastic way to upskill employees. These staff benefit from potentially higher renumeration down the line, while businesses gain
from greater competitiveness and productivity, as well as increased staff retention. Apprenticeships are either fully or 95 per cent funded by the Government's Apprenticeship Levy, meaning they are a cost effective choice for both the employer and learner.
ME T THELECTURER Dr Emily Beaumont, Academic Subject Leader Emily has a wealth of both academic and professional experience. She holds three Master's as well as a PhD. She runs her own business, as well as being a member of several business groups and boards, including the Small Business Charter, the Enterprise and Entrepreneurship Task Group, and Enterprise Educators UK. She is also a Senior Fellow of the HE Academy, Fellow of the CMI, and Fellow of the RSA. She combines excellence in teaching with a strong research ethos, supporting a business school that is dynamic and reactive to the evolving business world.
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YEAR1MODULES
The Learning Practitioner I This module is designed to provide learners with the transferable skills that are pivotal in helping them make the most of their studies. It also develops learners' capabilities to be more effective in the workplace. It provides the foundations for understanding the importance of continuing professional development and reflective practice, in line with professional standards. Contemporary HR Practice and the Future of Work Senior people professionals (SPPs) are seen as experts in their work environment, requiring up-to-date knowledge of processes and practices. This module provides learners with the tools to implement a range of 'people practice' approaches within the workplace. It also explores some of the continuing changes (both within and external to organisations) that impact on the role and scope of HR functions. Responsible Employment Practice This module focuses on workforce planning and how this is an integral part of resourcing, talent, and performance management. Apprentices will learn about the growing complexity of employer-employee relations, working environments, and legislative and regulatory frameworks. They will look at the functional activities of recruitment, selection, employee retention, reward/promotion, succession planning, and exit from the organisation that typify the employee lifecycle. Learners will also cover contemporary issues that really highlight the dynamics of HR practice, such as the emergence of the gig economy and increasing insecurity of some jobs, hybrid and flexible working, issues of inclusion, diversity, wellbeing, employee engagement, voice, and dignity at work.
Evidence-Based Strategies for Learning and Development This module introduces learners to the English legal system and to contract law. It unravels civil and criminal law; the court system; the essentials of a binding contract; contract terms; vitiating factors affecting contracts; ways in which a contract can be discharged; remedies for breach of contract. A key approach to learning in an organisation is the development of appropriate cultures and environments that support and facilitate individual, team, and organisational learning, and encourage continuous professional development. In this module apprentices will develop the knowledge and skills required to design, deliver and evaluate learning and development strategies and interventions. They will critically explore the role and influence of a range of contextual factors that influence learning provision.
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YEAR2 MODULES
The Learning Practitioner II This module is a continuation of 'The Learning Practitioner I' in the first year. This module seeks to deepen and enhance both academic and professional development skills and behaviours. It provides an opportunity to focus on specific areas of practice: - human resourcing (HR)
Business Research in Practice This module enhances learners?research and inquiry skills that underpin both academic study/research and work-based projects. It explores how evidence-based practice and interventions add value to the learner's organisation and how insights from research can be used to make relevant and informed business decisions. The module will: - develop skills and competencies in gathering and critically analysing information and data - cover how to interpret and evaluate complex concepts, ideas and problems - cover how to present findings. It will also look at options for improved practice/solutions, which covers: - selecting a topic - developing research questions - research methodologies - methods and ways to gather, analyse and present data - developing conclusions, recommendations, and action plans.
- organisational development (OD) - learning and development (L&D).
It also provides an opportunity to bring together evidence-based practice to-date, including policy development, organisational data, and examples of applied learning. Ethical and Data-Driven Decision Making This module critically explores the different decision-making models and the types of decisions that HR professionals make. There is an emphasis on fair and ethical decision making, drawing on statistical and finance/accounting analytics useful for HR professionals. HR related decisions impact on an organisation?s financial performance, and it is important also that HR practitioners have financial knowledge and skills to contribute to organisational decision-making and make business cases for resources for HR functions and activities. Organisational Design and Development: Positive Change and Sustainable Practice Senior people professionals can play a strategic role in organisational design and development. This can be through initiating and leading a planned approach to change, supporting leaders and peers in facilitating change, as well as monitoring and evaluating outcomes. This module will enhance apprentices' capability when it comes to awareness of organisational challenges in order to better influence and shape organisational design, development, and change initiatives. They will learn about industry trends and external factors in the organisational environment, as well as organisational behaviour, and change management.
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YEAR3 MODULE
EMPLOYE R PERSPECTI VE John James, Strategic Intelligence Manager at Gloucestershire County Council John currently has apprentices completing the Digital Technology Solutions Apprenticeship with University of Gloucestershire, and had this to say about teaching standards: "I?m more than happy with the standard and quality of teaching and course content provided by the University, and particularly value the way I am engaged in the learning journey alongside my apprentice. AsI found, thisisinvaluable development that isn?t readily availableroutinely in theworkplacedirectly, soenablesour staff to really enhancetheir skillset and ability toimpact theorganisation longer term." LEARNE R PERSPECTI VE
Dissertation Key elements of professional competence are strategic awareness, a business orientation, and a concern with adding value through human resource (HR) practice. Skilled HR practitioners should be able to research issues relevant to their organisations to influence policy and practice and/or to instigate changes for the benefit of individuals, groups, and the organisation. This module is the culmination of master?s study. It allows learners to design and undertake a self-managed piece of work that integrates and synthesises the knowledge, skills, and behaviours developed throughout the programme. By critically evaluating and synthesising relevant business-related philosophies, theories, and models, and undertaking a process of inquiry using primary and/or secondary data sources, apprentices will demonstrate in-depth knowledge and understanding of a particular subject/issue relating to HR.
Lynette Barret, CEO at National Star and Senior Leader graduate (one of our other level 7 degree apprenticeships in senior management)
"CompletingtheSenior Leadershipprogrammehas helpedmein variousways. Oneof themainaspects isaroundthelegitimacyof beinga senior manager and havinga qualificationthat matchesthat. In termsof my career, I knew that I wanted to progress. I wasa Chief OperatingOfficer at that time, and thelikelihood wasthat if I progressed my career that it would beintoa Chief Executiverole, andI knewthat I wouldneedanMBA todothat."
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EXCEPTI ONAL FACI LI TI ES
The space also encompasses Gloucestershire's flagship Growth Hub.
This apprenticeship is delivered at our £18 million, state-of-the-art Gloucestershire Business School on Oxstalls Campus in Gloucester. This centre for business opened in 2018 and facilities include a business incubation centre, a Thomson Reuters trading room, a moot courtroom, boardrooms, a consumer behaviour lab, and equipment on par with that of a global headquarters.
The Growth Hub offers fully funded business support for every growing Gloucestershire business. There's a network of 6 Hubs throughout the county, along with Hub access points in every county library. Having helped more than 10,000 businesses since 2014, the Growth Hub?s team of experts are on hand to help Gloucestershire business grow through a blend of one-to-one expert support, training and events.
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ENDPOI NTAS ES MENT The End Point Assessment (EPA) is an independent assessment that takes place after the final year of the apprenticeship. It is designed to test that the learner is competent in their occupation by assessing the knowledge, skills and behaviour (KSB) outcomes detailed in the approved Apprenticeship Standard. For this degree apprenticeship, the EPA consists of two components: - a professional discussion based on the apprentices' portfolio - a project proposal, presentation and questioning. All apprentices must pass their EPA to successfully complete their apprenticeship and academic degree. ENTRY REQUI REMENTS Apprentices should be in full-time employment (eg employed for at least 30 hours per week) throughout the duration of the apprenticeship. Apprentices must have GCSE grade C/4 or above in Maths and English before they complete the EPA (or an equivalent Level 2 qualification). In some cases, apprentices are able to complete Functional Skills alongside their apprenticeship in order to have the needed Level 2 qualification ahead of EPA. Apprentices must also have the following: - A 2.2 honours degree in a relevant subject, or an appropriate CIPD diploma; - Up to 3 years' post-degree experience in a role related to human resource practice. Non-graduates with a sufficiently strong certified or experiential learning may be eligible to apply for Accreditation of Prior Certified Learning (APCL) or Accreditation of Prior Experiential Learning (APEL). This is agreed on a case-by-case basis. Employers may set additional entry requirements suitable for their organisational needs.
EMPLOYERAND LEARNERSUPPORT
Learners have a personal tutor throughout their apprenticeship, as well as a learner coach who conducts reviews and supports them towards successful completion. Learners are also supported by module tutors and our Helpzone staff, who are contactable by telephone, in person and online. Employers are able to access our dedicated apprenticeship support team, who are here to ensure that businesses get the best from both
the learner and the programme. LEARNERBENEFI TS
Upon completion, learners will graduate with an Executive MSc in Strategic Human Resource Practice, and they will meet all the requirements for chartered member status from the Chartered Institute of Personnel and Development (CIPD). All apprentices have access to: - experienced professionals, who are experts in their field. - state-of-the-art facilities. - all university libraries, IT and facilities, across our campuses in Cheltenham and Gloucester. - discounted travel with Stagecoach across the South West network. - an NUS card offering great discounts at restaurants and high street stores. - a vibrant social scene complete with bars, sports clubs, gyms and leisure facilities.
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glos.ac.uk/apprenticeships 01242 715 400 apprenticeships@glos.ac.uk CONTACT US
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