CIPD Level 3 Foundation Diploma in Learning and Development Practice course is planned for the students who have dreams to work in the Learning and Development department of the organization. It specifically suits the professionals who have gained 2 to 3 years of experience in the L&D domain and for those who wish to shift their professional careers from some other domain to L&D. Moreover, Learning and Development counts significantly in the world of HR and contributes greatly to the acquisition of HR goals. Therefore, the discipline of L&D upholds greater importance in organizational contexts.
The principal aim of the CIPD Level 3 Foundation Diploma in Learning and Development Practice course is to provide the students with practical and theoretical knowledge of the Learning & Development discipline. Additionally, they would get to know the basic aspects of L&D which help them in uplifting their career prospects. Since it is a diploma based certification, thus it covers eight in-depth units that revolve around the L&D domain. Let’s discuss each of them below.
L&D is full of roles and responsibilities which is why an HR practitioner needs to have consolidated command on all the L&D skills, approaches, and methods. This unit aims to provide the learners with a comprehensive set of L&D skills, knowledge, and behaviors to carry out the role of an effective L&D professional within business domains. Moreover, he should be well-informed about how to explore, plan, and outline strategies that could meet personal and business needs successfully. Along with this task, an effective L&D practitioner exactly knows how to undertake the duties of learning and development with a justified application of helpful approaches and activities. Likewise, he should be good in communication and handling the needs and performance of the subordinates. Therefore, all these qualities have to be present in a perfect L&D professional so that he could manage the complicated tasks effortlessly and resolve all the challenges with the implementation of work L&D skills.
In this unit of CIPD, the learners would gain insights into the connection of an effective L&D practitioner with the organization in which he operates. They would uncover the details of how organizations work with the influence of external factors and how they impact their functions. Should the L&D professional does not understand the nature and operations of the company, he would not be able to plan and shape the L&D activities, which would ultimately not align with the business objectives. Moreover, when all these factors uphold significance, the establishment of the organization, the properties of the organization, the individuating elements of the organization, and operating environments of an organization, sustain equal importance in business contexts. In addition to this, the duty of supervising the L&D needs and services also come in the responsibility of the L&D practitioner. They would also explore what value the L&D unit reserves within an organization; therefore, this unit embraces the acquisition of the relationship between L&D and organization.
The primary focus of this unit is to be well-knowledgeable of the rising needs of the employees and what are the reasons which ignite them in the first place. The workforce should be well adept in understanding the changes in business surroundings and adapting according to it. They should showcase bright skills to battle the challenging tasks that come across the professional way. Therefore, all these performances of the employees would be analyzed by the L&D practitioner and in case if he finds any low potentials or gap in work skills, then it is his duty to identify them. Later, he would specify and classify the learner’s needs and make fair solutions to fix them. On the whole, Identifying Learning and Development Needs unit deals with the recognition and evaluation of the L&D needs.
This unit aims to design and propose L&D activities that meet the standards of employee’s needs. Firstly, the L&D professional would explore the L&D needs through different methods. Secondly, he would be expected to arrange the L&D activities in a relevant, clear, and complete manner which successfully fits in the requirements of the learners. Moreover, every L&D activity should be underpinned with a strong and pertinent objective that supports the learner’s needs. In this manner, the last thing he would execute is to design an operational and legit L&D activities format that refers to all the identified L&D needs and requirements.
This is the most challenging task for the L&D professional that he has to examine his way of delivering the training and development to the learners in an effective way. He has to make sure while delivering that his knowledge and activities are decoded well by them and they are engaging in the provided skill set. The next vital factor is the availability of resources and materials involved in the delivery process. Moreover, he should be aware of how to maintain the learning atmosphere and infuse the right L&D technique on the right group of learners. Therefore, the L&D expert should have a sound grasp on the way he understands and applies the array of set L&D tools, strategies, methods, and activities in the learning process, which successfully associates with the identified L&D needs.
This unit affirms the training and development process and gives a transparent idea to the L&D expert that his planned L&D activities have met the stated needs of the learners. Additionally, the analysis process explores the drawbacks and downsides of the L&D methods used in the training process that later helps in amending them. If this process does not take place effectively, then the chances of improvements, corrections, and integration of valuable materials would be neglected. Likewise, the L&D professional has to design and use different tools to analyze the collected data so that they should learn where they have missed out on the important details and where they have achieved the desired results. Hence, he would then interpret the information draw proper conclusions, and give recommendations accordingly.
This unit aims to proffer stable knowledge of the worth of coaching and mentoring within business contexts. Sometimes it becomes necessary to develop new skills to comprehend a difficult situation and this requires basic coaching and mentoring skills. Therefore, the students would gain a deeper understanding of the nature, objective, and process of coaching and mentoring. In this regard, the L&D professional would plan, create, and infuse different models and techniques for carrying out the mentoring of individuals. Thus, the coaching and mentoring activities would be sorted out in this professional manner.
Assessing L&D is not only beneficial for the practitioners and employees, but it also is necessary for the stakeholders. All of them truly understand the gaps, strengths, methods, effective strategies, outcomes, potentials, and conclusion of the L&D process that lead them to make better preferences in the future. Additionally, the L&D expert gains expertise on how to assess, plan, and provide feedback in the assessment of the learners. Therefore, this process makes them take fair and meaningful decisions in the future to avoid the same repetition of the blunders and gaps. All in all, the CIPD Level 3 Foundation Diploma in Learning and Development Practice module covers all of these aspects that are amply helpful in the advancement of L&D skills and potentials of the professionals.