Learning and development practitioners are typically involved with identifying learning/training needs, designing and sourcing training and learning solutions, delivering and evaluating training, and working with stakeholder and business area managers. The focus of the role is often on the practical delivery of training. The leaning and development practitioner will typically have expertise and competence in their specific field whether it be technical, vocational or behavioural, for example. 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 learning and development such as learning design, e-learning or digital / blended learning. Whichever of these is an area of focus, the learning and development practitioner is future focused, understands the business context/culture and has a good grounding across the whole training and learning cycles.
This role typically exists in a wide range of organisations including private, public and third sector. The learning and development practitioner role supports the learning and development 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 a learning and development administrator (more junior role), and reports to a learning and development business partner or manager. Learning and development practitionerS often work with subject matter experts in different parts of the business.
An Apprenticeship is broken down into three learning categories: skills, knowledge and behaviours. For the Level 3 Learning and Development Practitioner Apprenticeship, you will cover the following.
- 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 learning and development
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.
Learning and development function:
- the various roles that may be required for effective learning and development in an organisation
- roles and responsibilities within the learning and development structure
- policies and processes required for effective organisation learning.
Management information and technology
- 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.
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 is a learning/training need, before developing 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.
- design, construct and structure training/learning resources to meet a variety of needs
- research delivery options and resources
- planning programmes / sessions / modules
- selecting appropriate delivery methods
- designing creative, engaging, appropriate, and inclusive learning activities
- 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.
- 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 and collaborate to achieve results
- build and maintain strong working relationships with others in the team, HR and the wider business as required.
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.
- consideration of the needs of others alongside the needs of the business.
- act with integrity and demonstrate organisational values in the way they interact with others
- 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.
You will be taught, guided and assessed on the above topics over the duration of your Apprenticeship to prepare for your achievement. This will be done via tutor practical sessions and visits at the workplace from your designated assessor who will ensure you are competent in the job you are doing.
To undertake this Apprenticeship you will be required to undergo an assessment with the course tutor. This is nothing to worry about! The tutor will have a conversation with you in order to assess your employability skills and your keenness to learn. They will also want to find out about any prior knowledge you may have. The assessment may include a practical task and a short workbook of basic questions about the industry.
If you do not already hold a GCSE at a grade 4-9 (A-C) or Functional Skills (level 1-2) in English and maths then you will be asked to complete a short assessment to determine what level you are currently working at. The results from this, combined with your tutor meeting, will ascertain whether we will be able to accept you onto an Apprenticeship and work with you to find an employer to begin your learning journey
The L&D Practitioner Apprenticeship has four possible overall grades: fail, pass, merit and distinction.
The end-point assessment is the name given to a series of tests you must take to prove your ability to do the job you have been training for. These tests take place at the end of the Apprenticeship following a period of training and development.
This Apprenticeship has an expected duration of 18 months, however, this may vary depending on your readiness to sit the end-point assessment.
This industry offers many ongoing career development opportunities to suit your own particular interests and you could progress to be a learning and development consultant/business partner role and undertake the level 5 Learning and Development Consultant Apprenticeship.
Fees quoted apply to courses starting in the academic year 2020/21 (August 2020 – July 2021). There may be a slight increase in fees for courses starting 2021/22.
If you are aged 16-18, due to Government funding, tuition fees may not be applicable for your course. (Please note: this does not apply to Foundation Degrees or Access to Higher Education courses, and other courses not eligible for public funding.)