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| Certificate in Learning & Development Practice | | Print | |
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Course: CLDP - Certificate in Learning & Development Practice Subject: Training & Development Start Date: November 2010 Completion date: October 2011 Duration: 12 months Timetable:
Study language: English Qualification: Students who successfully complete the course will receive an internationally recognised Certificate in Training Practice from the Chartered Institute of Personnel & Development. Tutors: British, Chartered CIPD Members, professional CIPD tutors. Overview - CIPD Certificate in Learning and Development Practice (CLDP) The above Certificate Programme has been developed alongside the new HR Profession Map from CIPD to meet the standards of the new qualifications framework. This foundation level qualification is ideal for professionals wishing to acquire a wide range of relevant practical skills, and who wish to further develop their career.
Key benefits This qualification will give learners the knowledge and confidence to increase their effectiveness in their day to day role. The modules are designed to be very practical. They will build on existing HR and L&D skills so students can immediately apply what they have learned to their current HR or L&D role. Successful completion of the qualification also forms part of the requirements of Associate membership of the CIPD. By ensuring your people complete a CIPD qualification, companies can be confident that they have the necessary skills, knowledge and professionalism required to excel in their work in HR or L&D, leading to the improved performance of your HR and L&D teams. Certificate Structure: 3 X four day blocks – total 12 days Delivery unit 1 (four days)
Students must attend all twelve full days of study in three x 4 day blocks. In addition, they will be required to undertake assessments and other self-directed learning for each module. During the programme students will have personal tutor support to help them through what they need to know and do. There is also a virtual learning environment (VLE) dedicated to the Certificate group to give students links to additional resources and an opportunity to share ideas and learning with the tutor and other group members. Assessment Each unit contains a numbers of assessments that take the form of either a practical review or a selection of written samples. These can take the form of a written assignment of between 300-1000 words or the completion of a development template. Support during the Programme Personal Tutor Each student will be assigned a personal tutor to support and coach the students through the programme. Their role includes:
Contact with personal tutors is as often as necessary whilst studying for the Certificate. Additional Support Days Two support days have been incorporated into the programme for either “One to One” student feedback and support or group work. This service is provided to ensure all students get the help that they require to complete the qualification. Virtual Learning Environment – Additional Web Based Support The CIPD is committed to helping Certificate students get the most out of their learning, and that is why they have developed a web-based Virtual Learning Environment. Certificate students have unlimited access to this invaluable resource throughout the duration of their studies. Created by CIPD Training in collaboration with course tutors and subject experts, the sites are full of useful, practical and targeted resources that have been selected or developed to enhance and extend their learning. The site contains links to other useful websites and resources. The Virtual Learning Environment includes:
Students will gain access to the site before the Introductory Workshop.
1) Professional Development This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviour required of a professional practitioner, whether their role is generalist in nature or specialist, for example L&D. It will enable learners to develop a personal development plan, following a self-assessment of learning and development needs that meets their personal and professional requirements. Learning outcomes On completion of this unit, learners will:
Purpose and aim of unit This core unit provides an introduction to the role of learning and development operations within an organisation and environmental context. By the end of this unit the learner will have developed their understanding of how L&D activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors. Learning outcomes: On completion of this unit, learners will:
Purpose and aim of unit This unit develops the learner’s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the learning and development function. The unit is intended to span the remit of data management for all areas including but not limited to HR planning, recruitment and selection, performance and reward management, absence management, disciplinary and grievance procedures and electronic record management for L&D. It covers the legal implications of storing personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision-making to meet organisation-wide objectives and support L&D solutions for individuals and groups within the organisation. The unit also introduces the learner to the concept of return on investment (ROI). Learning outcomes On completion of this unit, learners will:
Purpose and aim of unit This core unit will provide the knowledge and skills required to deliver planned learning and development (L&D) activities, for example one-to-one, small group and large group sessions. The need for learning and development arises for diverse reasons, including both individual self-assessment and organisational assessment. A learning and development needs analysis may identify organisational challenges or problems affecting employees, for example major organisational change; the introduction of new operations or systems and/or the maintenance of existing operations or systems. The identification of learning and development needs may also arise during an induction process. This unit will review adult learning principles and the learning cycle, but the main focus will be on the importance of creating and maintaining a positive learning environment and the knowledge and skills required for the actual delivery of an activity or session. Learning outcomes On completion of this unit, learners will:
Purpose and aim of unit This unit provides the learner with a practical understanding of how a learning needs analysis can form the basis for recommending learning solutions. Specifically, the unit enables the learner to recognise the various methods and models available that assist in identifying gaps between the skills and knowledge of the workforce and organisation objectives. By the end of the unit the learner will be able to identify learning needs and recommend a suitable learning solution for individuals and teams, drawing on their knowledge of learning and development (L&D) methods and the various types of provision available. Learning outcomes On completion of this unit, learners will:
Purpose and aim of unit Evaluation of learning and development is a key component of the learning process. This unit provides an introduction to the principles, purposes and scope of evaluation within a learning and development context. The unit also includes the concept of return on investment (ROI) and ways of assessing ROI within a learning and development and organisational context. Undertaking this unit will enable learners to develop their understanding of different models of evaluation. They will learn how to use different evaluation methods with an understanding of the relative merits of each approach. Learning outcomes On completion of this unit, learners will:
Purpose and aim of unit This unit provides the learner with broad concepts that underpin coaching within the workplace. It is intended to provide learners with an introduction to the theoretical aspects of coaching and an opportunity to develop coaching techniques where appropriate, for example in the capacity of line manager. The unit is also appropriate for individuals who support learning and development (L&D) professionals who have responsibility for developing a coaching culture/strategy within the organisation. Learning outcomes On completion of this unit, learners will:
Costs for the 12 month program includes all text books and materials, assessments, and marking of coursework and projects. The fee does not include membership fees for the CIPD Institute which are payable separately.
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