degree apprentice Review

Assisting in the creation, review, and updating of HR policies and guidelines to ensure they align with current legal requirements and best practices.
Supporting the rollout and implementation of new HR policies across the organisation.
Helping ensure that employees are aware of HR policies, often through internal communications, training, or workshops.
Answering employee queries about policies, providing clarity, and ensuring compliance.
Working closely with other HR teams (such as recruitment, learning and development, employee relations, and more) to ensure a cohesive approach to HR practices.

While it has been fantastic to have the opportunity to preference which placement areas we would like to work in, this has led to some confusion within the cohort. Some apprentices did not receive the placement options they had preferred, which has created a sense of uncertainty. I believe this could be improved by having experienced professionals assess apprentices’ existing skills and identify any gaps. This would allow for placements to be more strategically aligned to help candidates broaden their knowledge and experience in areas where they need development, ensuring a more tailored and beneficial placement experience for everyone.
Additionally, there has been a lack of defined timelines and clear communication around key aspects of the programme. For example:
Timeline clarity: It would be beneficial to have a clear, documented timeline outlining how the programme will run, including key milestones such as placement durations, expected completion and graduation dates.
Salary progression: While we were informed that there would be pay progression at the one-year mark, this was only confirmed after some negotiation, and it would have been helpful to have this outlined from the outset so apprentices have clarity on salary expectations and career progression. This means that the organisation will meet the expectations of their apprentices - (supports retention).
Role expectations and career progression: It would be helpful to have clear guidance on what level apprentices should aim for in terms of roles or departments by the end of the programme, and what opportunities might be available post-apprenticeship. While it has been fantastic to have the opportunity to preference which placement areas we would like to work in, this has led to some confusion within the cohort. Some apprentices did not receive the placement options they had preferred, which has created a sense of uncertainty. I believe this could be improved by having experienced professionals assess apprentices’ existing skills and identify any gaps. This would allow for placements to be more strategically aligned to help candidates broaden their knowledge and experience in areas where they need development, ensuring a more tailored and beneficial placement experience for everyone.

My placement managers have been amazing in offering support and guidance throughout my time in the organisation. They have frequently ensured we have 1:1s, so that I have the opportunity to discuss how my placement is going, how I feel I can develop, areas I should focus on, upskilling opportunities and my goals for the future. However, in terms of the programme itself, I feel the team leading this should be more transparent, open and informative.

Corndel offer an extremely supportive education programme. I have access to my PDE whenever I need support in the weekly tasks and assignments. The tutors ensure you are fully understanding of the learning and will dedicate additional time to supporting you if required. They also regularly check our experiences and ask for feedback to improve!

I am working in HR - the degree is Applied Business Management. Therefore, I feel that the programme leaders in RM should maybe consider whether CIPD would be more appropriate for the area the apprenticeship is based on as in some positions, it would be useful to know about the employment laws etc before it would some of the project management skills. However, having said that, I do think the degree gives a wide range of skills which are valuable in the HR setting too - (people and teams management etc). Therefore, if RM offers a higher learning opportunity in a CIPD course this would give us a well rounded qualification that will support us in the HR function.

Yes

I would recommend RM because the organisation offers apprentices opportunities that significantly contribute to the development of skills and career growth.
From my experience, RM provides a supportive environment where apprentices are given real responsibility and exposure to various aspects of the business. This allows us to gain hands-on experience that accelerates our learning and career progression. The opportunity to work with experienced professionals across different departments is invaluable, as it provides a broad understanding of how different areas of the business operate and how they align with HR practices.
Furthermore, RM’s commitment to continuous learning through networking events, professional development sessions, and exposure to senior leadership helps apprentices expand their knowledge and build strong relationships within the business. However, I think they do need to do some refining of their programmes and ask for feedback from the apprentices to ensure it is being actioned to suit future apprentices.