This course section identifies the importance of the elements in organisations and their performance to provide crucial L&D features for individuals in official HRM roles. The section covers many stages of L&D, including design, development, and facilitation. In addition, despite its status as an optional subject, it thoroughly examines different types of learning, focusing on learner motivation and corporate performance reinforcement.
What You Will Learn
This section impacts awareness of current agendas and topics that influence how organisational L&D is delivered. The unit also includes insights derived from assessments that link L&D operations to various aspects of the organisation’s performance. Within the unit, the performance indicator is the attainment of corporate objectives. As a result, students will learn about a variety of L&D strategies and how they may be combined into a single model to solve engagement challenges and meet learning objectives. Furthermore, the emphasis on facilitation and group learning strategies and the importance of varied scenarios for learner stimulation provide information that will allow students to weigh the advantages and disadvantages of alternative learning methods.
This Unit Is Suitable for Persons Who
The unit focuses primarily on L&D principles; thus, anyone with a professional or academic HR background or experience developing L&D activities will benefit from the course and unit. Individuals who are new to HR responsibilities and ideas might also benefit from the training. The unit will provide vital knowledge to those presently working in HR and L&D and those interested in pursuing a career in the field.
|1st Learning Objective||A student must demonstrate a thorough awareness of the relationship between learning and development and the success of various parts of an organisation.
|2nd Learning Objective||Entrants must also be familiar with L&D solutions and designs. The portrayal of this understanding, on the other hand, will be assessed using the following schema:
|3rd Learning Objective||Students must thoroughly understand the aim and value of multi-contextual L&D facilitation. When you’ve grasped the meaning of this part, you’ll be able to:
|4th Learning Objective||The CIPD foundation mandates that all learners comprehend the critical qualities of alternative learning approaches that are advantageous at the individual and organisational levels based on concepts and principles covered in the course. In addition, the CIPD employs the rubric below to determine whether an outcome has been met:
What Are the Entry Requirements?
Because there are no specific qualifying requirements for any CIPD course, anyone who can converse, read, and understand English qualifies for the course and, as a result, the L&D basics unit. The training will be most useful to persons interested in or presently hold HR positions and are looking for managerial positions. As a result, the most fundamental course requirement is a strong desire to learn about HR and L&D principles to improve professional abilities and experience.
How we can help
Our services are tailored to meet the specific demands of individual units and clients. For example, because L&D Essentials (5OS03) has six credits, we provide a reinforced learning and support environment that allows all of our clients to maximise the number of credits earned in each course. In addition, our individualised services are centred on a philosophy of building partnerships and collaborations to assist our clients in obtaining high-degree certifications that will enable them to compete in today’s highly competitive labour markets. As a result, we’re an excellent partner in your job search, expediting the process every step of the way.
Beevers, K., Hayden, D. and Rea, A. (2019) Learning and development practice in the workplace. 4th ed. London: CIPD Kogan Page.
CIPD. (n.d.) Available at: www.cipd.co.uk/knowledge/journals
Clark, D. (2020) Artificial intelligence for learning: how to use AI to support employee development. London: Kogan Page.
Lancaster, A. (2019) Driving performance through learning: develop employees through effective workplace learning. London: Kogan Page.
Page-Tickell, R. (2018) Learning and development: a practical introduction. 2nd ed. London: Kogan Page.
Parry-Slater, M. (2021) The Learning and development handbook: a learning practitioner’s toolkit. London: Kogan Page.
People Management. (n.d.) Available at: www.peoplemanagement.co.uk/
Senge, P. (2006) The fifth discipline: the art and practice of the learning organisation. 2nd ed. London: Random House.
Stewart, J. and Cureton, P. (2014) Designing, delivering and evaluating L&D: essentials for practice. London: CIPD Kogan Page.
Stewart, J. and Rogers, P. (eds) (2017) Studying learning and development: context, practice and measurement. London: CIPD Kogan Page.
Taylor, D.H. (2017) Learning technologies in the workplace: how to successfully implement learning technologies in organisations. London: Kogan Page.
The Association for Talent Development (ATD). (n.d) Available at: www.td.org/
The Chartered Institute of Personnel and Development (CIPD). (n.d) Knowledge Hub. Available at: www.cipd.co.uk/knowledge