Level 5 Learning and Development Consultant Business Partner Apprenticeship
+ CIPD Level 5 Associate Diploma in Learning and Development
With a minimum 95% of the cost of training covered by the Government, your people will work towards the Learning and Development Consultant Business Partner level 5 apprenticeship, alongside the CIPD Level 5 Associate Diploma in Learning and Development.
What is an apprenticeship?
An apprenticeship is a blend of a full-time job with training. The apprentice will split their time 80/20. 80% of their working time will be spent carrying out their day-to-day job responsibilities. 20% of their time will be ‘off-the-job’ and spent working towards their apprenticeship qualification.
From August 1st 2022, the new minimum off the-job training requirement for a full-time apprentice is 20% of a 30 hour week (even if the apprentice works more than 30 hours per week); this equates to an average of 6 hours of off-the-job training per week.
Vital to the success of the apprenticeship, the learner has to be actively working towards the standards at least 20% of the time they are paid by you over a minimum duration of 12 months.
Who is the Learning and Development apprenticeship for?
The level 5 Learning and Development apprenticeship is designed for experienced learning and development Business Partners / Consultants / Team members who are looking to level up their L&D knowledge.
Apprenticeship learning route benefits
- You will have weekly face to face delivery sessions (3.5 hours a week)
- Employer only has to pay up to 5% of the course cost
- Apprentices are allocated 20% of their work time to complete the apprenticeship - 10% delivery at Whyy? Change, 10% spent applying the learning in the workplace
- No additional fees, all costs are included with the apprenticeship (e.g. books, CIPD membership & exam fees). We strongly believe in adding value to our learners experience.
- Our expert HR practitioner will deliver interactive and engaging sessions to guide learners through the CIPD modules
What will you study?
A combination of 7 modules that will challenge and stretch your people, enabling them to develop and support your wider team and drive results for your business. The new Associate Diploma in Learning and Development consists of 3 Core, 3 Specialist modules and 1 final module to choose from that’s relevant to your sector.
This module examines the connections between organisational structure and the workplace in a business context. It also covers any trends that might impact the business strategy and workforce planning, whilst recognising the influence of culture, employee wellbeing and behaviour in delivering change and organisational performance.
Learning outcomes
• Understand the connections between organisational structure, strategy and the business operating environment.
• Analyse external factors and trends and assess business priorities and issues including the scale of technology within organisations.
• Interpret theories and models of organisational and human behaviour and the drivers for change.
• Understand organisational culture and theoretical perspectives on how people behave at work.
• Evaluate the relationship between the employee lifecycle and your work and how people practice connects and supports people and organisational strategies to ensure business goals are delivered in line with customer requirements.
This module will help you to understand the importance of capturing quantitative and qualitative evidence to gain insight and evaluate critical information. You will learn how to measure the impact and value people practice contributions make to an organisation, through collecting and scrutinising key systems and data.
Learning outcomes
• Evaluate the concepts of evidence-based practice and the tools and methods that are applied to diagnose issues and opportunities.
• Explain the principles of critical thinking and assess how different ethical perspectives can influence decision making.
• Assess the benefits, risks and financial implications of solutions aimed at improving people practice issues.
• Measure the impact and value people practice contributions make to organisations through collation of key findings and scrutiny of key systems and data.
In this module you will learn how to apply key professional behaviours including ethical practice, courage and inclusivity in the workplace can build positive working relationships and support employee participation and well-being. You will explore what it means to be a people professional and how personal and ethical values care applied.
Learning outcomes
• Demonstrate professional and ethical behaviours by appraising what it means to be a people professional, and how personal and ethical values can be applied, including contributing to discussions with confidence and conviction to influence others.
• Champion inclusive and collaborative strategies, arguing the human and business benefits of inclusive behaviours and the right to be fairly treated at work.
• Recognise when and how you would raise matters which conflict with ethical values or legislation.
• Demonstrate personal commitment to learning, professional development and performance improvement by exploring how the role of a people professional is evolving.
• Reflect on your own strengths, weaknesses and development areas and formulate a range of CPD activities to support your learning journey.
This module focuses on how individuals are increasingly wanting to develop at their own pace, by their preferred method, and in a way that fits with their personal schedules and lifestyle. Additionally, you will learn the concepts of, and similarities between, self-directed and social learning and the underpinning theories, including evaluating the benefits and risks.
Learning outcomes
• Evaluate the benefits and risks of self-directed and social learning for both individuals and companies.
• Explain steps that organisations take to encourage learning and how digital and technological innovations encourage and enable self-directed and social learning.
• Design a range of learning resources including developing guidance which encourages and supports learners.
This unit looks at the relationship between the learning and development needs of employees and organisational objectives. You will establish L&D needs, evaluating methods for identifying organisational needs and key principles.
Learning outcomes
• Discuss a range of factors that need to be considered when designing learning and development including programmes for dispersed workforces and how inclusivity and accessibility can be embedded into the design stage.
• Assess learning and development needs, evaluating methods for identifying organisational needs and key principles.
• Conduct stakeholder analysis in relation to learning and development activity and convert relevant information into clearly stated learning and development objectives.
• Design engaging learning and development solutions to address identified objectives.
This module focuses on the effective facilitation of learning activities that have an impact. You will develop a range of personalised, accessible learning resources evaluating internal and external factors as part of your preparation. Additionally, you will explore a range of facilitation techniques, whether face-to-face or online, and the principles and ethics that underpin the delivery of a positive learning experience.
Learning outcomes
• Develop a range of personalised, accessible learning resources evaluating internal and external factors as part of your preparation.
• Discuss the concept of facilitation techniques to support learning and demonstrate techniques for monitoring the effectiveness of learning activities.
• Explore ethical factors involved in the facilitation of learning and will deliver an inclusive learning activity that meets objectives.
The specialist employment law module looks at the key areas of employment legislation and its legal framework. You will learn about the purpose of employment regulation and the way that it is enforced in practice.
Learning outcomes
• Learn about the purpose of employment regulation and the way that it is enforced in practice.
• Evaluate the aims and objectives, the role played by the tribunal and courts in enforcing employment law and how cases are settled before and after legal procedures.
• Explain the main principles of discrimination law, how to manage recruitment and selection activities lawfully as well as learning about redundancy law and changes in contracts.
• Discuss the legal requirements of equal pay and the legal implications of managing change.
This module is designed to help L&D practitioners to understand people practice from an international perspective. It focuses on the challenges, considerations and importance of people practice in an international context. Additionally, you will learn about the processes and benefits of managing overseas repatriation.
Learning outcomes
• Examine contextual factors in relation to international people management and assess the drivers and benefits of employment in an international context.
• Explain convergent and divergent approaches to policy and practice and learn about the factors relevant in selecting and resourcing, as well as the challenges and cultural differences to consider.
• Consider best practices and policies that are shaped by the international context and explain how people practice can support re-entry and resettlement of overseas workers.
Eligibility
At Whyy?, we assess every potential learner to check they’re eligible and will discuss what you’d like to get out of the apprenticeship as well as the learner.
- Aged 16 or over (no upper age limit)
- Employed
- Living in the UK or EU for the past 3 years
- Learning significant new knowledge, skills and behaviours
- Not on any other fully-funded training course
Whether they are having direct learning sessions, having meaningful 1-1’s with your L&D team to understand how to fill your skills gaps, or applying their new skills in your workplace through implementing techniques they’ve learned with Whyy?, they require the time to develop and become accomplished People Practitioners over the duration of the apprenticeship…..your business will reap the rewards from this investment of time.
Once the learning has been completed, to assess that they understand and can apply their new knowledge, skills and behaviours, they will be independently assessed through assessment methods that will test them but will prove valuable for their careers in learning and development.
Discover our accredited CIPD HR and L&D courses.
Funding
The Learning & Development Consultant Partner Apprenticeship costs £7,000. You can get 95-100% funding available so you’ll only have to pay a minimum of 5% (£350). This includes the CIPD Level 5 Associate Diploma in Learning and Development qualification at no additional cost. To access this funding, all employers must have a digital apprenticeship account.
20 months
Learning and Development Consultant Business Partner Apprenticeship
Price
Funding Available: £7,000
Your Price: £0-350
Accreditation
CIPD Level 5 Associate Diploma in Learning and Development
Delivery Method
Face to Face Workshops
Whyy? Change HQ
Unit 7B, AESSEAL New York Stadium, New York Way, Rotherham, S60 1FJ
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Knowledge
they’ll learn
- People leadership
- People management
- Relationship building
- Effective communication – how, who and Whyy?
- Results delivery – operational, projects, finance management.
- How to manage themselves – conduct awareness & how to make the right decisions at the right time.
Skills
they’ll develop
- Be able to do what is needed to lead and manage a team.
- Be able to build trust, negotiate and manage conflict.
- Use differing methods to communicate in the right way.
- Deliver results through change, understanding budgets and data.
- How to use feedback to develop themselves and their team.
- How to solve problems.
Behaviours
they’ll adopt
- Be responsible, be resilient… be accountable for what you do.
- Be a better version of themselves, ask what they can do to improve further.
- Bend like bamboo, be flexible and adaptable to your business needs.
- Lead from the front, don’t be a sheep and follow the flock.