The Learning and Development Practitioner programme has been developed to support individuals to develop competence in their sector. It is designed for those involved in identifying a training or learning need and/or in designing or sourcing learning solutions to improve work performance. On this 15-month apprenticeship, apprentices take part in a blended learning programme of teaching and workshops, coaching and workplace-learning/off-the-job activities to develop the KNOWLEDGE, SKILLS and BEHAVIOURS required to be a Learning and Development Practitioner.
Who is it For?
The Learning and Development is for anyone working within learning and development. Suitable roles include Human Resources, Workplace Managers & Supervisors, Recruitment, Training & Design, Internal Trainers, and Assessors. Your key responsibilities should include: • the identification of training/ learning needs
• designing training and learning programmes
• delivering training/learning, sourcing training, or learning solutions
What is Covered?
During the programme you will be taught and assessed on the following knowledge, skills and behaviours:
Knowledge | The L&D Practitioner will have an understanding of: |
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Technical expertise | - 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.
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Business and Commercial understanding | - 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.
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L&D function | - 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.
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Management information and technology | - 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 as relevant.
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Skills | The L&D Practitioner will be able to: |
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Identification of training/ learning needs | - Identify and analyse learning needs: establish team and individual capability and learning gaps, in line with organisational performance outcomes and to enable effective evaluation.
- Use sound questioning and active listening skills to understand requirements and establish root causes i.e. establishing that it really is a learning/training need, before developing L&D solutions.
- 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.
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Training / Learning Design | - Design, construct and structure training / learning resources to meet a variety of needs, which will include:
- Research of delivery options and resources including digital / online / blended solutions (including identifying existing resources)
- Planning programmes / sessions / modules
- Selecting appropriate delivery methods
- Designing creative, engaging, appropriate, and inclusive learning activities (could be e-learning, digital collaboration, group sessions, blended etc.)
- Developing materials and resources to support learning.
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| Training/ Learning delivery | - Confidently engage all learners in structured learner-centered 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 and executed questioning techniques.
- Facilitate and deliver 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.
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| Evaluation | - Evaluate the impact of learning solutions – measure and assess development initiatives for effectiveness, business relevance, efficiency, and continually seek ways to improve 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.
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| Communication and Interpersonal | - Communicate and influence through a range of media e.g. phone, face-to-face, email, online / virtual, adapting their style to their audience.
- Build trust and sound relationships with customers/learners/colleagues.
- Handle conflict and sensitive situations professionally and confidentially.
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| Teamwork and collaboration | - 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.
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Behaviours | The L&D Practitioner will be able to demonstrate: |
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Constant and Curious Learner | - Proactively look, listen and question to understand and learn.
- An interest in new ideas and techniques, seeking and taking on board feedback, identifying areas for self-development.
- A willingness to explore and take risks to learn something new.
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Collaborative Partner | - Consideration of the needs of others 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.
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Passionate and Agile Deliverer | - An energy and enthusiasm for their work, ensuring the focus is always on delivering the best learning outcomes and impacts.
- Responsiveness and flexibility to changing business and learner needs.
- Personal resilience to manage competing priorities.
- Confidence in delivery.
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