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    • Remote Delivery Features and Benefits
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    • 20% off-the-job
  • Testimonials
    • From our Employers
    • Client case studies
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    • Dental Nurse
    • Early Years Education
    • Human Resources
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    • Teaching & Coaching
  • Innovation
    • BUD Platform
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  • Learning & Development Practitioner L3 Standard

    Summary

    L&D Practitioners are typically focused on the practical delivery of training. They will usually 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. The role can be more specialist, with a focus on a specific area of L&D such as learning design, e-learning or digital/blended learning. The L&D Practitioner is future-focused, understands the business 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 in the private, public and third sectors. They support the learning and development (L&D) function to contribute to improved performance in the workplace.  Typically, the role would work alongside colleagues who specialise in Human Resources (i.e. employee relations, reward, recruitment) and report to an L&D Business Partner / Consultant / Manager.

     

    Ideal candidates

    The ideal candidate is likely to be already working within an organisation, possibly as an L&D administrator. Typically they will have an area of technical, vocational or behavioural expertise which the organisation needs others to acquire through training.

    Qualifications

    There is no formal qualification with this course but it embraces highly-varied course content – see next section.

    Course structure

    The course embraces 13 standards and covers 54 separate interesting activities including:

    • induction
    • development of the learning journal
    • reviews
    • teaching sessions
    • observation sessions

    Knowledge, Skills, 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 an 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 a 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-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 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

    • 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.

    Examinations

    A two-stage assessment process at EPA:

    • a work-based project with 60 minute professional discussion
    • a 20 minute presentation followed by a 25 minute Q&Q session based on the learning journal

    Grading: Fail/Pass/Merit/Distinction

    Professional recognition

    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).

    Progression routes

    Following successful completion of the Level 3 Learning and Development Practitioner Apprenticeship, the next step on the career pathway of an L&D professional is to move onto the level 5 Apprenticeship – the Learning & Development Consultant/Business Partner studying for the CIPD Intermediate Certificate or Diploma in Learning & Development

     

     

    Possible benefits

    As well as achieving the likely progression identified above, successful candidates will enhance their career prospects by achieving the standard. Tangible benefits will depend upon the individual employer organisations’ pay structures. However as a guide it is for noting that candidates who are CIPD level 3 qualified can  earn up to £10,000 more than someone without that certificate.

    Duration

    • Training: 15 Months
    • Gateway: 15 Month Point
    • End Point Assessment: 3 Months

    Total: 18 Months

    Cohorts

    Click on your desired start month to view planned teach dates:

    • TBC

    Funding

    • Levy – £6,000 deducted from your digital account
    • Non-Levy – 95% Government funded, £300 employer contribution

    Level of Apprenticeship

    • Level 3

    Gateway

    Upon completion of your training, you will need to pass through the Gateway to enter the End Point Assessment.

    Gateway requirements:

    • Maths & English (Level 2/Grade C/4 or equivalent)

    All training will be provided for the above Gateway requirements, if not previously achieved. For exemption of these aims, we will require evidence of certification at enrolment.

    Register your interest



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    Speak to our friendly team today to find out what options are available for you and your business.

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