Learning & Development Practitioner
Level - 3
Typical duration – 18 months
Delivery model – Tutorials and workshops
Delivery Location – Frontier house or workplace
Start date – September
L&D Practitioners are typically involved with identifying learning needs, designing and sourcing learning solutions, delivering and evaluating training and working with stakeholders and 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 etc.) They link the learning within their area of responsibility to business objectives and performance, understanding the learning cycle and implementing appropriate activities and solutions. 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 blended learning. Whichever of these is an area of focus the L&D Practitioner is future focused, understands the business context and culture and has a good grounding across the whole training and learning environment.
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. Typically, the role would work alongside colleagues who specialise in Human Resources (i.e. employee relations, reward, recruitment) often supported by an L&D Administrator (more junior role) and report to an L&D Business Partner / Consultant or Manager. L&D Practitioners often work with Subject Matter Experts in different parts of the business.
What will you learn?
- 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, e.g. L1/L2 Kirkpatrick, improvement in skills etc.
- The latest learning practices.
- How diversity and inclusion influence the planning and delivery of L&D interventions.
- 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.
- The roles and responsibilities within the L&D structure.
- The policies and processes required for effective organisation learning.
- 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.
How is it delivered and assessed?
The underpinning knowledge for the standard is delivered through a mix of tutorials, digital workshops and e-learning supported by the development of skills and behaviours in the workplace, a workplace mentor will ensure that you can undertake relevant activities and practice what you have learnt in order to develop your skills as a practitioner. Reflection plays a key part of the development and you will need to maintain a learning journal throughout the apprenticeship.
End Point Assessment:
- 5 Good GCSEs including English and Maths
- A relevant qualification from subject specialism
- Or significant work experience within subject specialism