Apprenticeship training course

Learning and development practitioner (level 3)

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Information about Learning and development practitioner (level 3)

Identifying, creating and delivering appropriate training needs.

• Knowledge, skills and behaviours:
  View knowledge, skills and behaviours

  Knowledge

  • 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
  • Technical Expertise: How different learning delivery channels – face-to-face, blended or digital – contribute to effective learning.
  • Technical Expertise: How to measure the impact of a learning intervention on delegates, eg L1/L2 Kirkpatrick, improvement in skills.
  • Technical Expertise: The latest learning practice.
  • Technical Expertise: 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. This may include the needs of the staff impacted by the move to a net carbon zero economy by 2050 and the requirements for a just transition.
  • Business and Commercial understanding: 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.
  • L & D Function: Their roles and responsibilities within the L&D structure.
  • L & D Function: 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.
  • Management information and technology: How internal information systems can support learning.
  • Management information and technology: How technology supports learning, including understanding of digital platforms / delivery channels as relevant.

  Skills

  • 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. This may include the needs of the staff impacted by the move to a net carbon zero economy by 2050 and the requirements for a just transition.
  • Identification of training/learning needs: 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.
  • Identification of training/learning needs: Consult with stakeholders to draw out relevant information and provide feedback to inform learning and training needs requirements.
  • Identification of training/learning needs: Use effective analytical skills to seek out and analyse information.
  • Identification of training/learning needs: 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:
  • Training/Learning design: Research of delivery options and resources including digital / online / blended solutions (including identifying existing resources)
  • Training/Learning design: Planning programmes / sessions / modules
  • Training/Learning design: Selecting appropriate delivery methods
  • Training/Learning design: Designing creative, engaging, appropriate, and inclusive learning activities (could be e-learning, digital collaboration, group sessions, blended etc.)
  • Training/Learning design: 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.
  • Training/Learning delivery: Plan, organise and prepare for a training/learning event/intervention in a timely fashion
  • Training/Learning delivery: Interact with learners of varying abilities, using a broad range of techniques and carefully planned and executed questioning techniques.
  • Training/Learning delivery: Facilitate and deliver learning in a face-to-face, blended and digital environment as appropriate.
  • Training/Learning delivery: Monitor a learner’s progress and deliver motivational and developmental feedback.
  • Training/Learning delivery: Manage participation, attitudes and behaviours to reach learning objectives.
  • Training/Learning delivery: 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.
  • Evaluation: Build evaluation mechanisms for learning outcomes including the use of quantitative and qualitative feedback where appropriate.
  • Evaluation: 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.
  • Communication and Interpersonal: Build trust and sound relationships with customers/learners/colleagues.
  • Communication and Interpersonal: Handle conflict and sensitive situations professionally and confidentially.
  • Teamwork and Collaboration: Consistently support colleagues / collaborate within the team and L&D to achieve results.
  • Teamwork and Collaboration: Build and maintain strong working relationships with others in the L&D team, HR and the wider business as required.

  Behaviours

  • Constant and Curious learner: Proactively look, listen and question to understand and learn.
  • Constant and Curious learner: An interest in new ideas and techniques, seeking and taking on board feedback, identifying areas for self-development
  • Constant and Curious learner: 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.
  • Collaborative Partner: They act with integrity and demonstrate organisational values in the way they interact with others.
  • Collaborative Partner: 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.
  • Passionate and agile deliverer: Responsiveness and flexibility to changing business and learner needs.
  • Passionate and agile deliverer: Personal resilience to manage competing priorities.
  • Passionate and agile deliverer: Confidence in delivery.
• Apprenticeship category (sector): Business and administration
• Qualification level: 3; Equal to A level
• Course duration: 18 months
• Maximum funding: £6,000 ; Maximum government funding for ; apprenticeship training and assessment costs.

View more information about Learning and development practitioner (level 3) from the Institute for Apprenticeships and Technical Education.