Learning and Development Practitioner

APPRENTICESHIP LEVEL 3 - 15 MONTHS

Apprenticeship
Includes:

NOW INCLUDES

ILM Coaching or Mentoring Level 3 Certificate (optional)

Learning and Development Practitioner Level 3 Apprenticeship

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:

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.

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.

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.

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.

Skills

The L&D Practitioner will be able to:

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.

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.
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.
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.
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.
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.

Behaviours

The L&D Practitioner will be able to demonstrate:

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.

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.

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.

 

Cost:

£300

with Government funding of 95%  (non levy employers/SMEs)

£6,000

full cost for levy payers

Why Partner With Us?

Other Programmes
Working in Partnership

Funding

Costs, processes and incentives

My apprenticeship has given me a huge confidence boost whilst helping me to develop my skills and career. I feel better equipped and prepared to deal with situations as they happen - and I know what my manager expects.

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