The educational component of the apprenticeship is comprised of 144 hours of required technical instruction aligned with the competencies outlined in the HR RAP. Your employer will determine where you will receive this instruction and together you will review the requirements and determine if any of your previous classroom experience allows you to skip any portion.
The HR RAP is designed for employers to choose how to best provide the learning experience for their apprentice considering cost, accessibility, existing partnerships with educational institutions and learning styles. Two ready-made options are available. SHRM provides learning modules that meet most of the requirements. In addition, there is a partnership agreement with Southern New Hampshire University (SNHU) where apprentices may apply to enroll in the HR certificate program or other or other degree programs to complete the apprenticeship program. SNHU’s HR program is affiliated with SHRM and is offered at a reduced rate to HR RAP participants. Additional information on SNHU’s program is available here.
Employers may also choose to explore alternatives with two- and four-year degree institutions.
The required coursework is divided into two segments: Core and As-Assigned.
|Apprenticeship Employer Onboarding||16|
|Introduction to Human Resource Management||24|
|Staffing, Recruiting and Performance Management||24|
|Training and Development||16|
|Managing Compensation and Benefits||16|
|Strategic HR Management Key Areas||16|
AS-ASSIGNED COURSES cover topics that an employer may require as preparation for a particular role. The topics may differ for each participating apprentice. In addition, the number of hours required to complete each course varies and is adjustable based on the employer’s needs and areas of emphasis.
|SHRM Certification Preparation||24|
|Employee and Labor Relations||16-40|
|Training and Employee Development||16-40|
About These Courses
These courses were created by professors of human resources at various universities using established standards for university-level curriculum development. Each course was then blind peer-reviewed by three other HR academics to ensure appropriate rigor in the instructional material development process. Some of the longer courses were pilot tested with audiences in beta format and then finalized using an iterative process to finalize the curriculum, instructional materials and ancillary exercises or projects. This process was used so university professors and adjunct professors can rely on these materials as being created by HR professors for other HR professors using the standards required for university-level education.
The majority of courses are designed as “self-study”. They include a PowerPoint presentation on the topic with the teaching notes. They may also have an instructor’s guide or a case-study designed to reinforce the learning described in the presentation. Others are designed to be “instructor-led” in which the supervisor or the organization’s learning or training department could deliver the course.
These courses may also be used as additional training modules for an apprentice who is taking coursework at a college or university as part of the apprenticeship program.