Learning and Development Practitioner

This apprenticeship program aims to bring awareness of how learning and development (L&D) can significantly enhance performance in the workplace, benefiting individuals, teams, and organisations across the private, public, and third sectors. L&D Practitioners play a crucial role, engaging in tasks such as identifying training needs, designing and sourcing innovative training and learning solutions, and effectively delivering and evaluating training programs. They collaborate closely with stakeholder and business area managers, focusing on the practical delivery of training interventions.

They possess a comprehensive understanding of the business context, allowing them to contribute to and influence improved performance outcomes. In many cases, these professionals work within the L&D function, where they analyse learning requirements and tailor strategies to suit individual, team, and organisational levels. The training they provide can take various forms, including face-to-face sessions and blended learning approaches.

This course is suitable for current or aspiring learning and development practitioners. To see whether you’re eligible for this apprenticeship, you will need to complete a skill scan to check your knowledge prior to starting.

Entry Requirements

Down to the discretion of individual employers but typically includes:

Level 2 English and Mathematics, or equivalent (can be completed during the apprenticeship)
16 or over
Not in full-time education

All apprenticeship standards cover three overall sections, these being Knowledge, Skills and Behaviours. Each of these areas is associated with a specific standard and covers topics that are relevant to that industry and profession. The core topics covered for the Learning and Development Practitioner Level 3 apprenticeship are below.

Knowledge

Technical expertise
Business understanding
L&D function
Management information and technology

Skills

Teaching & Learning
Data analysis
Roles in L&D
Internal systems that can support learning
Project Management
Policies & procedures for effective learning
Kirk Patrick’s training evaluation
Diversity & inclusivity
Learning theories
Organisational sector & external markets
Commercial context & drivers

Behaviours

Constant and curious learner
Collaborative partner
Passionate and agile deliverer

The training is a blended learning delivery model, which occurs on the job during working hours. A structured learning and assessment plan is put in place to test core components of the course along the way.

This consists of:

1-to-1 monthly meeting: Approx. two hours with a GLP Trainer (face-to-face or telephone)
Online learning courses and/or group sessions
Building an electronic portfolio of work-related evidence
Maths and English Level 2 (if not previously achieved)
6 hours a week spent working towards your apprenticeship.
End Point Assessment by an external examiner to complete the qualification, consisting of a resourcing project assignment and a professional discussion.

To achieve the qualification, within which you can either get a result of Distinction, Pass or Fail, you will be assessed both throughout the period of your apprenticeships, as well as in the final stages with an End Point Assessment (EPA).

End Point Assessment:

The EPA period will only start once the employer is satisfied that the apprentice is consistently working at or above the level set out in the occupational standard.

In addition, the apprentice must have completed the following gateway requirements prior to beginning EPA:

Achieved Functional Skills Qualification (if required to do so).

The End Point Assessment process which typically takes 3 months and is carried out by CIPD, consists of two components:

Work-based project and Professional Discussion

The individual will produce a report based on the implementation of a learning and development solution to a real business problem, that they have experienced within their role. This will be followed by a discussion with the assessor where several questions about the work-based project are asked.

Presentation based on learning journal.

An opportunity for the learner to showcase the knowledge, skills and behaviours that they have learnt over the course of the programme, and how they have applied them to their role. This will be backed by the learning journal which the learner collates over the course of the programme. The presentation will be followed by a Q&A session with the assessor.

The combined score of these two methods will provide the final grade for the apprenticeship.

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).

Job roles suitable for a L & D practitioner include training and development officer, instructional designer, E-Learning developer, organisational development specialist, HR consultant, corporate trainer, career development advisor, L & D manager, and Human Resources Manager.

APPRENTICESHIP

Learning and Development Practitioner

Identifying, creating and delivering appropriate training needs.

Level

3

Duration

18+ months

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Learning and Development Practitioner

3

18+ months

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