Identifying learning and training needs, designing and sourcing training and learning solutions, delivering and evaluating training

 Occupational / Role Profile:

L&D Practitioners are typically involved with identifying learning / training needs, designing / sourcing training and learning solutions, delivering and evaluating training, and working with stakeholder / business area 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). 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 L&D such as learning design, e-learning or digital / blended learning. Whichever of these is an area of focus; the L&D Practitioner is future focused, understands the business context / 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 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 / Manager. L&D Practitioners often work with Subject Matter Experts in different parts of the business.

Requirements: Core Knowledge, Skills and Behaviours

 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.
  • 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.

Candidates for this course should be working in a related sector.

All applications will be reviewed on an individual basis. If you have experience or previous knowledge that will support your application please remember to include it. Apprentices without level 2 English and maths will need to achieve this level prior to taking the End-Point Assessment.

Training and assessment fee £6,000.00

Levy employers 100% contribution required.

Non-levy employers Co-invested government contribution 95% Employer 5%  £300.00

Apprentices must not incur any costs

Employer Incentive for Hiring a new Apprentice apprenticeships.gov.uk/employers/financial-incentives

You could receive up to £4000 If you hire an apprentice before 31st January 2022, as part of the Government’s plan to support employers during the economic recovery.

All ages Covid 19 Incentive £3000.00

16-18 Permanent incentive £1000.00

  1. The apprentice must be a new hire holding a contract of employment with start date no earlier than 01/04/2021
    2. The apprentice must not have been previously employed by the same employer within the previous 6 months of the start date

National Insurance Contributions are not required by employers with apprentices under the age of 25 earning less than £827 a week.