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Skill Overview

How Ginger Nut Deliver

Our training delivery is based on a blended model of one-to-one sessions every 4 weeks, with group sessions, webinars, online courses, video, and additional support as required. This means that our learners have the guidance they need as well as the flexibility to learn around the requirements of their jobs. We find that this approach reduces disruption for the learners and their line managers giving everyone the best chance of benefitting from the training and completing the Learning and Development apprenticeship course.

Delivery of this level 3 business standard is based around competency and knowledge units, consisting of introduction, training, personal study and observation. To support learning, we utilise Highfield Workbooks and Smart Screen, which are online resources mapped to the apprenticeship. All learners are given access to LinkedIn Learning, including bespoke channels designed to support their apprenticeship and Perlego, which includes full searchable access to hundreds of thousands of textbooks to support study.

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 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 (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.

This role typically exists in a wide range of organisations including private, public and third sector. It 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, someone in the Learning and Development Level 3 Apprenticeship 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.

Project Activity and Portfolio Building
Throughout the apprenticeship learners will be required to keep a learning journal to capture evidence of any learning event or activity.

As part of their assessment all learners must complete a project. This is work based project that must address a genuine business need. It must be completed and written up after gateway and must be presented and discussed as part of their End Point Assessment.

Gateway and End Point Assessment
End point assessment is a real-life business project with a professional discussion. The project takes place after gateway and has a maximum of 4 months duration. Once completed this is followed by a presentation and Q&A based on the Learning Journal.

Learning Objectives

Appropriate Learner Roles/Activities

Identify training needs.
The Learning and Development Practitioner – Level 3 apprenticeship requires the learner to identify and analyse learning needs in line with business/organisational performance outcomes. Consult with stakeholders and analyse data and providing feedback and managing complex situations. Use sound questioning and active listening skills to understand requirements and establish root causes ie establishing that it really is a learning/training need, before developing L&D solutions. Use effective analytical skills to seek out and analyse information. Take ownership through to resolution, escalating complex situations as appropriate.

Design, construct and deliver training.
This covers areas such as e-learning or online/face to face. Planning of programmes/sessions/modules. Design creative, engaging, appropriate and including learning activities. Develop materials and resources to support learning.

Facilitate and deliver learning in a face to face, blended and digital environment as appropriate.
Confidently engage all learners in structured learner centred 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. 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
Evaluate the impact of learning solutions, build evaluation mechanisms for learning outcomes including the use of qualitative and quantitative feedback. Continually seek ways to improve learning solutions. Apply techniques to analyse the impact of training from learners’ experience

Communicate and influence through a range of media.
This includes via the telephone, face to face, virtually etc. Handle conflict and sensitive situations professionally. Build trust and sound relationships with customers/learners/colleagues.

Encourage teamwork and collaboration.
Consistently support colleagues and collaborate within the teams, building strong working relationships with the wider team.

Funding Option

Funding Eligibility

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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