Learning and Development Practitioners are typically involved with identifying learning and training needs, designing and sourcing training and learning solutions, delivering and evaluating training, and working with stakeholder and 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 and blended-learning. Whichever of these is an area of focus the L&D Practitioner is future focused, understands the business context and culture and has a good grounding across the whole training and learning cycles.
The L&D Practitioner role typically exists in a wide range of organisations including private, public, and third sector. The role supports the learning and development function to contribute to, and influence, improved performance in the workplace at an individual, team and organisation level. Typically, the role would work alongside colleagues who specialise in Human Resources (i.e. employee relations, reward, recruitment) often supported by an Administrator and report to a Learning and Development Business Partner, Consultant or Manager.
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Apprenticeship End Point Assessment