Course Overview

Learning and Development (L&D) Practitioners are typically involved with identifying learning/training needs, designing/sourcing training and learning solutions, delivering and evaluating training, and working with stakeholder/business area managers. The role focus is often on the practical delivery of training. The L&D Practitioner will typically have expertise and competence in their specific field whether it be technical, vocational or behavioural (e.g. use of software, food preparation, working in teams). They link the learning within their area of responsibility to business objectives and performance, understanding the learning cycle and working by it. The role can be more specialist, with a focus on and requiring in-depth expertise in a specific area of L&D such as learning design, e-learning or digital/blended learning. Whichever of these is an area of focus; the L&D Practitioner is future focused, understands the business context and has a good grounding across the whole training and learning cycles.

The L&D Practitioner role typically exists in a wide range of organisations including private, public and third sector. The L&D Practitioner role supports the L&D function to contribute to, and influence, improved performance in the workplace at an individual, team and organisation level. Typically, the role would work alongside colleagues who specialise in Human Resources (i.e. employee relations, reward, recruitment) often supported by an L&D Administrator (more junior role) and report to an L&D Business Partner/Consultant/Manager. L&D Practitioners often work with Subject Matter Experts in different parts of the business.

The successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development.

The Content

Learning and Development Practitioners will develop the following knowledge, skills and behaviours:

Knowledge
• Foundation level theories that underpin effective adult learning and group behaviour
• How different learning delivery channels contribute to effective learning
• How to measure the impact of a learning intervention on delegates.
• The latest learning practice
• How diversity and inclusion influences the planning and delivery of L&D interventions
• What their organisation does, its structure, values and its external market and sector
• The commercial context and drivers and process behind learning needs and solutions
• The various L&D roles that may be required for effective learning and development in an organisation
• Their roles and responsibilities within the L&D structure
• The policies and processes required for effective organisation learning
• The role of data to analyse learning needs and ensure effective delivery
• How internal information systems can support learning
• How technology supports learning, including understanding of digital platforms/delivery channels

Skills
• Identify and analyse learning needs
• Use sound questioning and active listening skills to understand requirements and establish root causes
• Consult with stakeholders to draw out relevant information and provide feedback to inform learning and training needs requirements
• Use effective analytical skills to seek out and analyse information
• Take ownership through to resolution, escalating complex situations as appropriate
• Design, construct and structure training/learning resources to meet a variety of needs
• Confidently engage all learners in structured learner-centred training, primarily of ‘content-driven’ training resources
• Plan, organise and prepare for a training/learning event/intervention in a timely fashion
• Interact with learners of varying abilities, using a broad range of techniques and carefully planned/executed questioning
• Facilitate learning in a face-to-face, blended and digital environment as appropriate
• Monitor a learner’s progress and deliver motivational and developmental feedback
• Manage participation, attitudes and behaviours to reach learning objectives
• Use effective coaching skills to enable learners to achieve learning objectives
• Evaluate the impact of learning solutions
• Build evaluation mechanisms for learning outcomes including the use of quantitative and qualitative feedback where appropriate
• Apply techniques to analyse the impact of training from learners’ experience
• Communicate and influence well through a range of media, adapting their style to their audience
• Build trust and sound relationships with customers/learners/colleagues
• Handle conflict and sensitive situations professionally and confidentially
• Consistently support colleagues/collaborate within the team and L&D to achieve results
• Build and maintain strong working relationships with others in the L&D team, HR and the wider business as required

Behaviours
• Proactively look, listen and question to understand/learn
• An interest in new ideas and techniques, seeking and taking on board feedback, identifying areas for self-development
• Willingness to explore and take risks to learn something new
• Consideration of the needs of key stakeholders, alongside the needs of the business
• They act with integrity and demonstrate organisational values in the way they interact with others
• They deliver the outcomes of their work through co-design, with a willingness to question and challenge as appropriate.
• An energy and enthusiasm for their work, ensuring the focus is always on delivering the best learning and business outcomes and impacts
• Responsiveness and flexibility to changing business and learner needs
• Personal resilience to manage competing priorities
• Confidence in delivery

Functional Skills in English and Maths
Where a Learning and Development Practitioner has not already achieved Level 2 English and Maths, they must do so before taking the end point assessment.

The Assessment

Learners will need to undertake an End Point Assessment which consists of the following 2 elements:
• Work based project with Professional Discussion
• Presentation and Q&A based on Learning Journal

Course Duration

Up to 18 months (ie a practical training period of up to 13 months, followed by an End Point Assessment (EPA) period of up to 5 months).

Progression

This role may be gateway to further career opportunities in this sector such as, operational trainer, subject support coordinator or a senior support role.

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