Learning and Development Practitioner

Get qualified with our learning and development apprenticeship

Between 15 – 18 months

Qualification L4 Learning and Development Practitioner Standard

1-2-1 Training

Up to 100% funded 

The Learning Practitioner Apprenticeship is designed to empower employees who are crucial to the effective delivery, handling, and management of learning and development initiatives. This program ensures smooth, day-to-day operations within training functions across any industry. Learning practitioners are vital in managing a wide array of responsibilities within a learning environment. This demands strong written and verbal communication skills to engage with learners, subject matter experts, and various departments. They also need to demonstrate a positive attitude, initiative, and robust priority management skills to ensure learning programs operate efficiently. This apprenticeship will equip employees with the agility needed to deliver, maintain, and enhance central learning functions. They’ll learn how to effectively support and collaborate with different parts of the organisation, as well as engage with internal and external customers (learners, stakeholders, vendors) to collaboratively resolve issues to optimise learning experiences.

To download the course flyer please click here.

Learning and Development Practitioner Career Path

Learning and Development Practitioner £25,000
Learning and Development Advisor £35,000
Learning and Development Manager £40,000

 

Programme overview
Unit No. Section Title Learning Aim
1 Technical Expertise Effective adult learning leverages foundational theories like the learning cycle and group dynamics. Delivery channels, whether face-to-face, blended, or digital, each contribute uniquely to learning outcomes. Impact is measured through methods like Kirkpatrick’s levels and skill improvement. Latest practices emphasize personalized, micro, and AI-powered learning. Crucially, diversity and inclusion are integrated into L&D planning and delivery to ensure accessible, culturally sensitive, and equitable learning experiences for all.
2 Business and Commercial Understanding an organization’s mission, structure, values, and external market, including its sector and commercial drivers, is crucial for effective learning and development. This encompasses anticipating staff needs impacted by the UK’s 2050 net carbon zero target, ensuring a “just transition” for those with legacy skills into the green economy, and aligning L&D solutions with the organization’s sustainability strategy and relevant government policies.
3 L&D Function Effective L&D hinges on diverse roles—strategists, designers, facilitators—each managing specific responsibilities within a structured L&D framework. Their collective efforts, guided by clear policies and processes, ensure continuous organizational learning
4 Management Information and Technology Data analyses learning needs and drives effective delivery, while internal systems and technology—like digital platforms—fundamentally support and enhance the entire learning process.
5 Identification of training or learning needs To effectively identify learning gaps, analyse team and individual capabilities, aligning with organizational goals and enabling robust evaluation. This includes addressing staff needs for a just transition to a net carbon zero economy by 2050, linking to sustainability strategies. Using questioning, active listening, and strong analytical skills, confirm true learning needs, consult stakeholders, and take ownership to deliver targeted L&D solutions.
6 Training/Learning Design Designing effective learning resources means researching delivery options (digital, blended, existing), planning programs, selecting methods, and then creating engaging, inclusive activities and supporting materials.
7 Training/ Learning Delivery To confidently engage all learners in structured, learner-centered training, meticulously plan and prepare events. This involves interacting effectively with diverse abilities using varied techniques and precise questioning. Facilitate and deliver learning across face-to-face, blended, and digital environments, while continuously monitoring progress and providing motivational feedback. Crucially, manage participation and behaviours to ensure learning objectives are met, leveraging coaching skills to empower learners.
8 Evaluation To effectively evaluate learning solutions, it’s essential to measure and assess development initiatives for their effectiveness, business relevance, and efficiency, while continuously seeking improvements. This involves building robust evaluation mechanisms for learning outcomes, incorporating both quantitative and qualitative feedback. Ultimately, applying analytical techniques to understand the impact of training from the learners’ experience is key to demonstrating value and refining future interventions.
9 Communication and Interpersonal Effective communication involves adapting your style across various media like phone, email, and virtual platforms to suit your audience. It’s crucial to build trust and strong relationships with customers, learners, and colleagues, while also handling conflict and sensitive situations professionally and confidentially.
10 Teamwork and Collaboration Consistently collaborating within the L&D team and wider business is crucial for achieving results. This involves actively supporting colleagues and building and maintaining strong working relationships across L&D, HR, and other relevant departments.