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Skill Overview

Learning and Development 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’s focus is often on the practical delivery of training. The Learning and Development Practitioner will typically have expertise and competence in their specific field, whether it be technical, vocational or behavioural.

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 learning and development such as learning design, e-learning or digital/blended learning. Whichever of these is an area of focus, the learning and development practitioner is future-focused, understands the business context/culture and has a good grounding across the whole training and learning cycles.

Learning Objectives

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.

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.

Training/Learning delivery
Confidently engage all learners in structured learner-centered training, primarily of ‘content-driven’ training resources.
Plan, organise and prepare for a training/learning event/intervention in a timely fashion
Interact with learners of varying abilities, using a broad range of techniques and carefully planned and executed questioning techniques.
Facilitate and deliver learning in a face-to-face, blended and digital environment as appropriate.
Monitor a learner’s progress and deliver motivational and developmental feedback.
Manage participation, attitudes and behaviours to reach learning objectives.
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.
Build evaluation mechanisms for learning outcomes including the use of quantitative and qualitative feedback where appropriate.
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.
Build trust and sound relationships with customers/learners/colleagues.
Handle conflict and sensitive situations professionally and confidentially.

Teamwork and Collaboration: 
Consistently support colleagues / collaborate within the team and L&D to achieve results.
Build and maintain strong working relationships with others in the L&D team, HR and the wider business as required.

Funding Option

Funding Eligibility

This opportunity is only available to business owners, managers and team leaders looking to upskill their staff. If you are unemployed or exploring new career options, you can start your apprenticeship journey by sending your CV to: info@360apprenticeships.co.uk

For apprentices aged 16-21 the training costs are fully funded by the government. For apprentices aged over 21, there is a 5% co-investment which would be paid by the employer. Alternatively, the training costs can be covered by utilising the Apprenticeship Levy Fund.

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