5LD02 Learning and development design to create value

5LD02 Learning and development design to create value

About this unit

This unit focuses on the connection between organisational learning and development requirements and the objectives of the organisation. It talks about how the learning and development requirements of an organization can be achieved alongside its objectives. As a result, this unit’s primary focus is supporting the performance and productivity of learners by incorporating learning experiences that are effective through a contextual and theoretical learning design.

What you will learn

In this unit, students learn about a wide range of concepts related to organizational learning and development. First, they learn about the various factors required to effectively design organisational learning and development, such as how accessibility and inclusivity can be used and programs for dispersed workforces.  Also, in this unit, learners will determine organisations’ learning and development requirements, therefore, learning how to assess the different methods that can be used to identify the main principles and needs of an organisation. Based on the learning and development process, students will also learn how to assess their stakeholders and use the information to develop clear objectives for an organisation’s learning and development process. As a student, this unit also provides you with how to create efficient organisational learning and development solutions to fulfill the set objectives.

This unit is suitable for persons who

The learning and development design to create value (5LDO02) unit are ideal for people who:

• Are working in a learning and development position.
• Are working towards achieving a learning and development qualification.
• Want to or are already pursuing a career in learning and development.
• Working in the field of people practice and want to enhance their capabilities to provide knowledge and skills in organisations to enhance their learning and development.

Learning outcomes

After completing this unit, learners will be able to achieve several learning outcomes as follows:

1. Understand the various factors that impact organisational learning and development, including financial, logistical, learner, cultural and legal.

Under this learning outcome, learners will explore the different factors required to create organizations’ effective learning and development processes. In addition, learners will also be able to analyse these factors concerning workforces that are dispersed. Also, while designing the appropriate learning and development, this learning outcome will enable the learners to determine how to incorporate inclusivity and accessibility. As a result, it would make it easier for the learners to create effective and reliable learning and development for organizations they will work in.

2. Understand how to determine how organisational requirements in terms of learning and development are connected to its objectives.

Here, students will be able to analyse the various methods used to establish an organization’s learning and development requirements and main principles. The learner will also be able to effectively perform analysis of key stakeholders to come up with the various requirements of firms to undertake a successful learning and development process. After conducting the stakeholder analysis, the student can also transform the gathered information into explicit learning and development objectives for the firm. They will also learn to develop the learning and development objectives to align them with their strategies. Aligning the learning and development objectives with the strategies will ensure that the organization utilizes the most effective strategies while also achieving its objectives.

3. Determine how to create exciting solutions for organisational learning and development, facilitated by learning theory that ensures the objectives are achieved.

This unit will ensure that students are equipped with the knowledge and skills that will help them effectively analyse the influence of neuroscience, psychology, and learning-related theory to designing learning and development. In addition, students will also be able to discuss the various methods used to deliver learning and development in organisations and how the methods can be integrated to develop a reliable and engaging solution concerning organisational learning and development. Finally, the learners will also create a learning and development solution to fulfill and integrate learning and development objectives. These include the learning approaches, engagement strategies, and how measurement processes are impacted.

What are the entry requirements?

This unit’s entry criterion is not specific to all institutions offering it. However, for most institutions, there are qualifications and requirements that candidates should possess. Usually, the unit is ideal for the following groups of people:

• Those who have a level 3 foundation qualification in people practice or learning and development
• Those who have attained a degree in a relevant field and wish to enhance their knowledge.
• Those who want to or are working towards attaining a role in learning and development or people practice management
• Those who are working in the role of the people practice manager or learning and development management.
• Those who qualify as line managers under HR and wish to achieve a specialist role
• Have relevant work and life experience to undertake the unit.
• Should speak English as the first language. However, if English is the second language, the candidate should score well in IELTS and TOEFL.

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Resources

Ahmetaj, G. and Daly, J. (2018) Driving performance and productivity: why learning organisations propel and sustain more impact. In-Focus report. London: Towards Maturity CIC. Available at: www.cipd.co.uk/knowledge/strategy/develo pment/performance-productivity

Arney, E. (2017) Learning for organisational development: how to design, deliver and evaluate effective L&D. London: Kogan Page.

Beevers, K., Hayden, D. and Rea, A. (2019) Learning and development practice in the workplace. 4th ed. London: CIPD Kogan Page.

CIPD. (2015) Aligning L&D with business objectives and emerging practices [podcast]. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/podcasts/aligninglearning-development-with-businessobjectives

CIPD. (2018). Driving performance with L&D. [podcast]. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/podcasts/drivingperformance-ld

Hase, S. and Kenyon, C. (eds) (2013) Selfdetermined learning: heutagogy in action. London: Bloomsbury Academic.

Hayden, D. (2019) Learning and development evolving practice. Factsheet. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/knowledge/strategy/develo pment/evolving-practice-factsheet

Hayden, D. (2020) Learning and development strategy and policy. Factsheet. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/knowledge/strategy/develo pment/factsheet

Knowles, M.S. (1980) The modern practice of adult education: from pedagogy to andragogy. New York: Association Press.

Lancaster, A. (2019) Driving performance through learning: develop employees through effective workplace learning. London: Kogan Page.

Loon, M. (2014) L&D: new challenges, new approaches. Research report. London: Chartered Institute for Personnel and Development. Available at: www.cipd.co.uk/knowledge/strategy/develo pment/challenges-approaches-report

Neelen, M. and Kirschner, P.A. (2020) Evidence-informed learning design: creating training to improve performance. London: Kogan Page.

People Management Available at: www.peoplemanagement.co.uk/ TD: Talent Development  Available at: www.cipd.co.uk/knowledge/journals

Stewart, J. and Cureton, P. (2014) Designing, delivering and evaluating L&D: essentials for practice. London: CIPD Kogan Page.

Website of the Chartered Institute of Personnel and Development and link to the CIPD’s Knowledge Hub, providing resources on 15 key topics in HR and L&D, including factsheets, research reports, guides, survey reports and more, as well as online journals and the HR and L&D Database www.td.org/

Website of the Association for Talent Development (ATD), formerly ASTD, the American association concerned with developing talent in organisations