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Course Description

Learning and Development and the Organisation

  • Understanding organisations
  • Why are organisations established?
  • Different types of organisation
  • The learning and development function

Identifying Learning and Development Needs

  • What are learning needs?
  • Identifying learning needs
  • Collecting and analysing learning needs information
  • Determining priorities
  • Presenting a recommendation for learning

Learning and Development and the Organisation Understanding organisations Why are organisations established? Different types of organisation The learning and development function Identifying Learning and Development Needs What are learning needs? Identifying...

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Course Content

Identifying Learning and Development Needs

  • What are learning needs?
  • Identifying learning needs
  • Collecting and analysing learning needs information
  • Determining priorities
  • Presenting a recommendation for learning

Designing Learning and Development Activities

  • Aims, objectives and learning outcomes
  • Determining and sequencing learning content
  • Selecting training and learning methods
  • Selecting and developing learning resources

Delivering Learning and Development Activities

  • Preparing for L&D activities
  • Establishing the physical environment for learning
  • Delivery methods and techniques
  • Working with visual aids and resources
  • Managing group dynamics and creating a positive learning environment

Using Technology to Facilitate Learning

  • Technology and learning
  • The timeline of technology in training
  • Delivering live online learning sessions
  • Creating digital learning content

Enhancing Learner Engagement

  • Factors affecting learning engagement
  • Psychology and learning
  • Neuroscience and learning
  • Strategies for enhancing engagement

Supporting Collective and Social Learning

  • What is collective and social learning?
  • E-learning
  • Facilitating collective and social learning within an online learning programme
  • Using social media for collective and social learning

Supporting Individual Learning through Coaching and Mentoring

  • The coaching process
  • The mentoring process
  • Coaching and mentoring practice – models
  • Coaching and mentoring practice – communication techniques
  • Recording coaching and mentoring activity

Assessing Learning and Development

  • The assessor role
  • Planning assessment
  • Assessment methods
  • Making an assessment decision
  • Providing assessment feedback

Organising Learning and Development Events

  • Types of L&D events
  • Planning and co-ordinating an L&D event
  • Promoting L&D events
  • Customer care skills

Identifying Learning and Development Needs What are learning needs? Identifying learning needs Collecting and analysing learning needs information Determining priorities Presenting a recommendation for learning Designing Learning and Development Activities Aims,...

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Additional Information

Target audience

This L&D training is suitable for:

  • HR managers and executives.
  • Those who work in learning and development (L&D), training or HRD (human resources development).
  • Those preparing for an L&D role.
  • L&D professionals, practitioners, advisers, facilitators and partners.
  • Trainers, training officers and instructors.
  • Learning and organisational development consultants.
  • Learning curators and champions.
  • Coaches
  • Workplace assessors
  • Curriculum designers
  • Digital learning designers
  • Senior officers and assistants employed within the HR function of their organisation who wish to contribute to L&D practice.

Learning outcomes

Upon completion of this course, you will be able to understand:

  • The position and contribution of L&D to an organisation.
  • The essential technical skills and knowledge that underpin the L&D profession and which are crucial to success in most L&D roles.
  • Various aspects of the training cycle in more depth, taking your learning to a more specialist level.

Target audience This L&D training is suitable for: HR managers and executives. Those who work in learning and development (L&D), training or HRD (human resources development). Those preparing for an L&D role. L&D professionals, practitioners, advisers, facilitators and...

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