"*" indicates required fields 1Details2Knowledge3Skills4Behaviours5Qualifications, Prior Learning & Experience Welcome to the Strategic People Level 7 Skills Radar. This skills radar is a self assessment tool that is used to confirm your eligibility for this apprenticeship, and to help us to understand your current level of knowledge, skills and behaviours against those of this programme. If you hold qualifications, or have prior learning or experience related to this programme we will contact you to discuss this further, as you may not be eligible for government funding. Unique IDThis field is hidden when viewing the formDate of completion DD slash MM slash YYYY Your detailsName* First Last Aptem email address* Enter Email Confirm Email Employer*Job title*Pathway* Human Resources (HR) Learning and Development (L&D) Organisation Development (OD) Your data will be processed by Corndel in accordance with their Privacy Policy.Privacy policy* Please tick here to confirm your consent* The statements below cover the knowledge that you will learn and develop on this programme. Using the 1-10 guidance below, please assess your current level of knowledge and experience in relation to the level of this programme. 1-2: I have no prior learning or experience and cannot demonstrate this. 3-4: I have some prior learning or experience and demonstrate this inconsistently. 5-6: I have moderate prior learning or experience and demonstrate this occasionally. 7-8: I have good, or very good prior learning or experience and demonstrate this often. 9: I have extensive prior learning or experience and demonstrate this to an exemplary standard. 10: I am an expert and have nothing further to learn. Knowledge - Part 1:*12345678910Business acumen, including organisational strategy creation, strategic planning tools (including business cases) and trends in the wider business contextDrivers of organisational performance and methods of measuring organisational dataFinancial and commercial information and value for money principles. This may include the impacts of the transition to a green economy and net carbon zero emissions by 2050Methods of measuring value and impact and types of analytical tools relating to creating value for an organization as well as methods of evaluating opportunity costs including qualitative and quantitative metricsHow projects fit as part of wider programme management and how to use project management methodologies in order to deliver a projectChange methodology and tools and the psychology and impact of change on the workforce and the organisationWorker voice tools and approaches and how these potentially impact on worker engagement and performanceOrganisational culture, theories and concepts, organisational behaviour, models and theories of human behaviour, ethics, values and beliefs. This may include approaches to sustainabilityKnowledge - Part 2:*12345678910Strategies, tools and techniques to build management, coaching and mentoring capability across the organisationA range of consulting processes and styles as well as diagnostic tools appropriate to the roleThe employee lifecycle and the range of people practices that underpin it, including relevant regulation, compliance, governance and relevant law and how to develop policy in line with thisThe elements that make up strategic workforce planning, such as talent management, succession planning and resourcing. This may include approaches to ensuring a just transition for employees within the high carbon legacy economy to the low carbon economy by 2050How to integrate diversity and inclusion into wider organisational approachesHow social media fits with the organisational communication strategyWays in which technology supports the delivery of people practice and enables collaboration and the risks, opportunities and impact of technology on ways of working, both in the wider organisation and in the people profession, including how social media fits with the organisational communication strategyKnowledge - Part 3: Human Resources*12345678910Strategies and drivers of employee well-being and engagement and how to integrate into wider organisation approachesHow to create remuneration and benefit approaches that are aligned to current and future organisation needs and market conditions such as equal payEmployment law, (including associated case law), different theories and perspectives on employee relations and employee body relationships, and the implications on people policies and practicesThe impact of performance management approaches and how performance management data can be used to drive improvementKnowledge - Part 3: Learning and Development*12345678910How to critically evaluate and apply theories, concepts and the value of learning, coaching and mentoring culturesThe psychology of learning as well as current and future trends in adult learning and motivation and how to integrate into an organisations learning approachLearning design principles and methods aligned to learning strategyComplex facilitation techniques and when to use themKnowledge - Part 3: Organisation Development*12345678910How to critically evaluate and apply models and measures of culture and behaviour in organisational developmentEssential concepts of systems thinkingOrganisational design theories, principles, models, structures, good work design and job designOrganisation development theories, principles, models, tools, interventions and scenario planning The statements below cover the skills that you will learn and develop on this programme. Using the 1-10 guidance below, please assess your current level of skills and experience in relation to the level of this programme. 1-2: I have no prior learning or experience and cannot demonstrate this. 3-4: I have some prior learning or experience and demonstrate this inconsistently. 5-6: I have moderate prior learning or experience and demonstrate this occasionally. 7-8: I have good, or very good prior learning or experience and demonstrate this often. 9: I have extensive prior learning or experience and demonstrate this to an exemplary standard. 10: I am an expert and have nothing further to learn. Skills - Part 1:*12345678910Create and manage relevant budgets (for example HR and projects) and make balanced commercial decisions, recording them appropriatelyDesign and contribute to the formulation and shaping of the People strategy and ensure alignment to organisational strategyManage complex relationships across multiple and diverse stakeholders, building trust and rapport with the ability to positively challengeLead beyond area of control/authority and influence, negotiate and use advocacy skills to build reputation and effective collaborationsPresent complex information (which may include difficult messages) selecting channels that are tailored to the audience and can be clearly understood, including across the organisational boundaries, cultures and other disciplinesQuestion accepted practices and articulate the need for change, implementing change programmes where required (including diagnostics, options and methodologies)Select appropriate project management methodologies and resources in order to plan, lead and deliver complex projects (often as part of wider programmes) including the management of riskInfluence senior leaders in order to position the people strategy at the heart of the business and ensure it is considered when decisions are taken across the organisationIdentify and recognise the interventions an organisation needs to create the desired culture and behavioursSkills - Part 2:*12345678910Develop the management, coaching and mentoring capabilities utilising appropriate tools and methodologiesDevise, analyse, interpret and offer insight into data and metrics and the insights they provide to the industry and organisation for the purpose of creating valueSelect and apply a range of consulting processes, styles and diagnostic tools appropriate to the roleDesign and implement a range of people policies, processes, approaches and practices in line with the organisations strategic plan, culture and valuesDevelop and implement people plans and integrated people practices in line with organisational and people strategyEnsure that people policies and practices are inclusive, recognising the impact on individuals and groups and supporting diversityAlign and evaluate worker voice tools and approaches and drive forward the outputsEvaluate, identify and where appropriate select a technological/digital solution that will enhance current ways of workingSkills - Part 3: Human Resources*12345678910Select, evaluate and apply appropriate strategies to integrate employee well-being and engagement into wider organisation approachesSelect, evaluate and apply appropriate remuneration and benefit approaches which are aligned to current and future organisation needs and market conditionsRecognise, interpret and apply employment law, (including associated case law), and the implications on people policies and practices, ensuring the relationship between an organisation and its people is managed through transparent practices and relevant law whilst taking account of different theories and perspectives on employee relationsSelect, evaluate and apply appropriate performance management approaches and use relevant data to drive improvementSkills - Part 3: Learning and Development*12345678910Select, evaluate and apply appropriate theories and concepts to embed the value of learning, and to create a coaching and mentoring cultureIntegrate appropriate current and future trends in adult learning and motivation into an organisation’s learning approach, evaluating the effectiveness of the approachSelect and apply appropriate complex facilitation techniques to achieve the desired outcomeSelect, evaluate and apply appropriate design principles and methods aligned to learning strategySkills - Part 3: Organisation Development*12345678910Select and apply organisation development models and measures and lead the implementation of different approaches to enable cultural developmentSelect, evaluate and apply appropriate design theories, principles, models, structures, for good work design and job designSelect, evaluate and apply appropriate organisation development theories, principles, models, tools (including scenario planning), to design and implement interventionsApply appropriate systems thinking approaches to organisational development and design The statements below cover the behaviours that you will learn and develop on this programme. Using the 1-10 guidance below, please assess your current level against the behaviours, in relation to the level of this programme. 1-2: I have no prior learning or experience and cannot demonstrate this. 3-4: I have some prior learning or experience and demonstrate this inconsistently. 5-6: I have moderate prior learning or experience and demonstrate this occasionally. 7-8: I have good, or very good prior learning or experience and demonstrate this often. 9: I have extensive prior learning or experience and demonstrate this to an exemplary standard. 10: I am an expert and have nothing further to learn. Behaviours:*12345678910Applies a strategic and commercial mind-set to drive and enable change and create value for the organisation and its peopleRole models ethical behaviour and practices and challenge decisions and actions that are not ethicalAssimilates evidence and ideas from multiple sources to identify themes and connections and gain insights on whole issues and their wider implicationsActively searches and creates opportunities to learn, sharing insights and future trends with others (internally and externally)Brings a reflective mind-set to experiences and learning to innovate and continuously improve performanceDemonstrates professional courage and influence by challenging constructively and confidently in the face of opposition and tailoring influencing techniques to gain buy-inTakes an adaptable, evidence based approach to decision making in the context of specific situations or environmentsMakes a visible commitment to valuing people; demonstrate compassion and fairness and enable people to have a meaningful voice in decisions that impact themRole models collaborative and inclusive working across organisational and cultural boundaries, driving diversity to achieve positive outcomes Have you previously achieved a qualification equivalent to a level 7 (e.g. master's degree) or above?* Yes No Please list all relevant qualifications*Click on the (+) to add further qualificationsTitleLevel Add RemoveOther work experience Tick here if you have any other work experience that may be relevant to this apprenticeship that could affect your eligibility. 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