Learning and development practitioner

Knowledge

The L&D Practitioner will have an understanding of:

Technical expertise

• Foundation level theories and models that underpin effective adult learning and group behaviour. For example, training/learning cycle, group dynamics, continuing professional development, evaluation.
• How different learning delivery channels – face-to-face, blended or digital – contribute to effective learning.
• How to measure the impact of a learning intervention on delegates, eg L1/L2 Kirkpatrick, improvement in skills.
• The latest learning practice.
• How diversity and inclusion influences the planning and delivery of L&D interventions.

Business and Commercial understanding

• What their organisation does, its structure, values and its external market and sector.
• The commercial context and drivers and process behind learning needs and solutions.

L&D function

• The various L&D roles that may be required for effective learning and development in an organisation.
• Their roles and responsibilities within the L&D structure.
• The policies and processes required for effective organisation learning.

Management information and technology

• The role of data to analyse learning needs and ensure effective delivery.
• How internal information systems can support learning.
• How technology supports learning, including understanding of digital platforms / delivery channels as relevant.

Skills

The L&D Practitioner will be able to:

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.
• 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.

• 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.

• 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.

• 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.

• 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.

Behaviours

The L&D Practitioner will be able to demonstrate:

Constant and Curious Learner

• Proactively look, listen and question to understand and learn.
• An interest in new ideas and techniques, seeking and taking on board feedback, identifying areas for self-development.
• A willingness to explore and take risks to learn something new.

Collaborative Partner

• Consideration of the needs of others alongside the needs of the business.
• They act with integrity and demonstrate organisational values in the way they interact with others.
• They deliver the outcomes of their work through co-design, with a willingness. to question and challenge as appropriate.

Passionate and Agile Deliverer

• An energy and enthusiasm for their work, ensuring the focus is always on delivering the best learning outcomes and impacts.
• Responsiveness and flexibility to changing business and learner needs.
• Personal resilience to manage competing priorities.
• Confidence in delivery.