Learning and Development Practitioner Level 3 Apprenticeship
Home / Learning and Development Practitioner Level 3 Apprenticeship
The Learning and development practitioner roles exist in a wide range of organisations including private, public and third sectors, supporting 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 Human Resources colleagues as well as subject matter experts and business area managers to identify skills gaps and create learning and development opportunities to meet the needs of different parts of the organisation.
Learning and development practitioners are responsible for identifying organisational learning and training needs, in order to then work with stakeholders and business area managers to design or source training and learning solutions, with a specific focus on delivery and evaluation of any training.
The learning and development practitioner apprentice will typically have expertise and competence in a specific field of learning whether it be technical, vocational or behavioural (e.g. use of software, food preparation, working in teams). The apprenticeship will help them to understand the learning cycle and link the learning and development activity within their area of responsibility to business objectives and performance.
The learning and development practitioner apprenticeship can support generalist L&D roles or those more specialist roles that require in-depth expertise in a specific area of learning and development such as learning design, e-learning or digital and blended learning. Whichever of these is an area of focus the learning and development practitioner is future-focused, understands the business context and culture and develops a good grounding across the whole training and learning sector.
Typical roles that this apprenticeship will support are:
A learning and development practitioner apprenticeship is great for individuals newly appointed to a learning and development role or existing learning and development employees who need ‘significant new knowledge and skills’ in order to perform their duties or take on more responsibility, for example:
Entry Requirement
Whilst any entry requirements will be a matter for individual employers, typically an apprentice will have an area of technical, vocational or behavioural expertise in which the organisation needs others to acquire through training.
A learning and development practitioner apprenticeship is great for individuals newly appointed to a learning and development role or existing learning and development employees who need ‘significant new knowledge and skills’ in order to perform their duties or take on more responsibility, for example:
- Learning and Development Coordinator
- Junior Learning Technologist
- Learning & Organisational Development Officer
- Communication and Learning Coordinator
Whilst any entry requirements will be a matter for individual employers, typically an apprentice will have an area of technical, vocational or behavioural expertise in which the organisation needs others to acquire through training.
This apprenticeship duration is 15-18 months.
KSBs
The Knowledge, Skills and Behaviours covered during your apprenticeship training.
Delivery and EPA
How we deliver the apprenticeship and how it is assessed in your end-point assessment.
Overview
View the overview document below that explains the apprenticeship in more detail.
The Learning and Development Practitioner Apprenticeship helps to develop a number of new skills and knowledge that will allow individuals to:
- Project management: Plan and manage an improvement programme
- Reviewing projects and coaching others: Provide guidance for structured project reviews. Conduct group coaching reviews. Identify, diagnose and resolve project performance issues
- Project selection and scoping: Establish guidelines for project identification and prioritisation.
- Statistical analysis: Assess and guide statistical analysis, while establishing strategies for gathering and analysing life-cycle data
- Strategic deployment of continuous improvement: Contribute to the business planning cycle and lead the development of improvement strategy.
- Voice of Customer (VOC): Coach others on the importance of understanding VOC.
- Process mapping and analysis: Apply process thinking to identify opportunities to improve business and process performance and maintain ongoing process control
- Lean concepts and tools: Easily translate and communicate fundamental Lean concepts for application to a wide range of business functions.
- Data acquisition for analysis: Assess data acquisition conducted by others in terms of tool selection and application, conclusions and recommendations
- Team formation and leadership: Use appropriate tools and techniques to identify, diagnose and resolve sources of under-performance and conflict within teams
- Capability Development: Design, source and evaluate learning interventions.
- Process capability and performance: Make recommendations on how an organisation can drive improvement
- Change management: Assess the effectiveness of change and identify opportunities to improve outcomes, guiding and supporting others to deliver results
Module
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Introduction: Personal and Professional Development/Profiling
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Module 1: ‘By the book’- The Theory and Practice of L&D
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Module 2 Training Design
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Module 3 ‘Hold the room’ – Engaging your audience
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Module 4: Training Delivery
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Module 5: Personal and professional impact
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Module 6: ‘Why are you here’ Organisational and commercial awareness
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Module 7: ‘I’ve got what you need’ Training Needs Analysis and Identification
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Module 8: ‘What’s the story’ Data collection analysis and measurement tools
Our COVID friendly delivery model means L&D staff can complete their training anywhere, including the office, training room or even from home. We complete mandatory remote training sessions fortnightly using secure web-based software.
Apprentices will attend their morning tutorials before completing guided study for the rest of that day.
Our courses start at various points in the year in January, April and September. All enrolments must be completed two weeks before the 1st Digital classroom session
Following successful completion of the Gateway, you will proceed to end-point assessment (EPA).
The EPA is undertaken by an independent assessment organisation chosen by your employer. The End Point assessment components are:
- A consultative project
- Presentation and Q&A based on your learning journal.
The End Point Assessment organisation will determine the overall grade as Fail, Pass, or Distinction
Professional CIPD registration and progression:
Successful completion of this standard enables the apprentice to apply to become an Associate Member of the Chartered Institute of personnel and development. Chartered Membership can be achieved through further qualifications or experience-based assessment.
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