Level 2 People & Culture Apprenticeship
Customer Service Practitioner
Apprenticeships in customer service are an excellent way to create a solid foundation for your career in a huge range of job roles within the NHS.
The role of a customer service practitioner is to deliver high quality products and services to the customers of their organisation. Your core responsibility will be to provide a high quality service to customers which will be delivered from the workplace, digitally, or through going out into the customer’s own locality. These may be one-off or routine contacts and include dealing with orders, payments, offering advice, guidance and support, meet-and-greet, sales, fixing problems, after care, service recovery or gaining insight through measuring customer satisfaction. You may be the first point of contact and work in any sector or organisation type.
You will learn how to understand your customers, learn in-depth knowledge about your business’s products and services, effective communication and influencing skills and how to deal with conflict and challenge.
Duration and Entry Requirements
- 12 month apprenticeship + 8 weeks EPA
Level 3 People & Culture Apprenticeships
Business Administration
Suitable for employees in business roles which include administration tasks, our Level 3 apprenticeship enables you to gain a professional qualification and develop your skills and knowledge while you work. Depending on the job role, your tasks will vary greatly and could include preparing notes, producing documents, organising events, setting up and maintaining filing systems, using software packages, monitoring risk and administering budgets. You will be required to work independently and/or as part of a team and will be involved in developing, implementing, maintaining and improving administrative services. You will develop key skills and behaviours to support your own progression towards management responsibilities.
HR Support
The role of HR support includes 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.
Recruitment Consultant
Recruitment Consultant
A recruitment consultant’s role is to identify and secure job opportunities within client organisations. They attract candidates and successfully place them in those jobs in return for a fee. A recruitment consultant may focus on the supply of flexible workers, permanent placements or a combination of both. Typical responsibilities for a recruitment consultant are:
- Identifying, qualifying and securing client recruitment opportunities in line with corporate and personal goals
- Identifying, assessing and placing suitable candidates to meet client requirements in order to achieve revenue in line with corporate and personal goals. This may include identifying those with transferrable skills with the capacity to move from the legacy carbon economy into a green economy job.
- Developing and manage client or candidate relationships to ensure high levels of customer satisfaction and quality standards
- Meeting all procedures and carrying out relevant processes to ensure industry codes of ethics and relevant legislation are adhered to
Level 4 People & Culture Apprenticeship
Employability Practitioner
The broad purpose of the occupation is to work with individuals (service users) who are distanced furthest from the labour market, helping them to address and overcome obstacles to securing suitable and sustainable employment. Employability Practitioners may specialise in working with a specific group of service users and will devise strategies to address and overcome the multiple and complex barriers to employment, and to improve their employability prospects, with the end goal being to find employment or to progress in work if they are already employed. This requires a broad appreciation of the types of public services, community offerings and funding streams available and an understanding of how these fit together so that they can put in place a bespoke plan of support that takes a holistic approach to the whole service user. Employability practitioners will be aware of the growing green economy with the UK Government’s commitment to moving to net zero carbon emissions by 2050 and the impact this has for current and future employability needs.