Learning & Development Level 5

Paradigms, theories and models that underpin effective adult learning, group behaviour and learning culture, for example behaviourism, cognitivism, constructivism, neuroscience.

Legislation and policies that influence learning design and delivery.

The merits of different learning delivery channels to select an appropriate face-to-face, blended or digital solution.

The latest learning practice, trends and emerging thinking.

How to measure the impact, return on investment/expectation of learning on the business.

The various L&D roles, responsibilities and skills required to design and deliver face-to-face, blended or digital solutions.

Use a range of techniques to obtain an initial brief from internal stakeholders, and investigate and analyse data to validate the need for a learning intervention.

Present a range of relevant and innovative solutions, logically and with credibility, to gain buy-in from senior stakeholders.

Initiate the design of interventions and monitor implementation.

Manage learning and knowledge transfer.

Influence management at all levels to collaborate and take responsibility for learning initiatives.

Identify and analyse potential cost savings to ensure maximum value.

Work with senior leaders to carry out succession planning, organisational development and talent pipeline plans.

Pro-actively seeking opportunities and feedback to develop their business acumen, improve their performance and overall capability.

They are a trusted partner, acting with integrity, ensuring that clients, partners and learners alike feel heard and are confident in their ability to deliver.

They understand and apply the commercial context, realities and drivers behind learning needs and solutions.

The courage to hold a mirror up to the organisation when diagnosing solutions.