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
- 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 / culture 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 learning and development (L&D) function to contribute to, and influence, improved performance in the workplace at an individual, team and organisation level.
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- Entry requirements
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Level
Level 3
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Delivery/Study method
A minimum of 30 hours of on the job training at the work place per week including a day/ block release to study theory at our Uxbridge/Hayes/ Harrow campus.
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What will I learn?
Core modules include:
- Foundation level theories and models that underpin effective adult learning and group behaviour. For example, training/learning cycle, group dynamics, continuing professional development, evaluation
- How different learning delivery channels – face-to-face, blended or digital – contribute to effective learning
- How to measure the impact of a learning intervention on delegates, eg L1/L2 Kirkpatrick, improvement in skills
- 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
- Their roles and responsibilities within the L&D structure.How internal information systems can support learning
- How technology supports learning, including understanding of digital platforms / delivery channels as relevant
- The role of data to analyse learning needs and ensure effective delivery.
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Duration and assessment
The length of this apprenticeship should typically be 18 – 24 months.
To complete the Learning and Development Practitioner Apprenticeship, apprentices will be expected to complete:
- An end-point assessment. Apprentices without Level 2 English and maths will need to achieve this prior to taking the end point assessment. For those with an education, health and care plan or a legacy statement the apprenticeship’s English and maths minimum requirement is Entry Level 3. British Sign Language qualifications are an alternative to English qualifications for those for whom this is their primary language.
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Where next? Career/study opportunities
The successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) or any other professional body that recognises this apprenticeship within its membership criteria (membership is subject to the professional bodies own membership requirements).