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5LD02 Design Learning and Development Programmes to Create Value

The 5LD02 Design Learning and Development Programmes to Create Value unit focuses on equipping learners with the knowledge and skills to develop effective learning and development (L&D) programmes. This unit highlights how strategic L&D initiatives contribute to both organisational success and individual professional growth. By understanding critical factors in L&D programme design, such as stakeholder engagement, inclusivity, financial considerations, and impact measurement, learners can create value-driven learning experiences.

This unit is essential for L&D professionals aiming to design structured and engaging learning initiatives that align with business objectives. The application of psychological and neuroscience principles further enhances the effectiveness of learning programmes, ensuring they meet diverse learner needs and contribute to long-term organisational success.

Unit Objectives

• To develop a comprehensive understanding of how L&D contributes to achieving organisational and individual goals.
• To explore key considerations in designing L&D programmes, including legal, financial, and logistical aspects.
• To design structured and engaging L&D programmes incorporating relevant learning theories, stakeholder expectations, and assessment methodologies.
• To understand the importance of inclusivity, accessibility, and engagement techniques in creating effective L&D experiences.

Learning Outcomes

LO1: Understand how learning and development supports the achievement of organisational and individual goals.

1.1 Discuss different ways learning and development supports the achievement of organisational goals.

• L&D ensures skill enhancement, workforce competency, and competitive advantage.
• It aligns employee growth with business objectives, improving productivity and innovation.
• Encourages talent retention and employee engagement, reducing turnover costs.

1.2 Identify key stakeholders for learning and development and ways of gaining their commitment to programmes.

• Internal stakeholders: HR teams, managers, employees.
• External stakeholders: Training providers, regulatory bodies.
• Gaining commitment through strategic alignment, communication, and demonstrating ROI (Return on Investment).

1.3 Explain methods for identifying team and individual learning needs and key principles governing their use.

• Training Needs Analysis (TNA), appraisals, performance reviews.
• Employee feedback, 360-degree assessments, and industry benchmarking.
• Key principles: Relevance, inclusivity, and alignment with business objectives.

1.4 Explain the importance of setting clear, agreed learning and development objectives and ways of doing this.

• Clear objectives provide direction, measurability, and motivation.
• SMART (Specific, Measurable, Achievable, Relevant, Time-bound) framework for setting goals.
• Collaborative planning with stakeholders ensures relevance and buy-in.

LO2: Understand factors to be considered when designing learning and development programmes.

2.1 Explore legal, logistical, and financial factors to be considered when designing learning and development.

• Legal considerations: Compliance with employment laws, data protection (GDPR), health and safety regulations.
• Logistical considerations: Training location, technology access, scheduling.
• Financial factors: Budget allocation, cost-benefit analysis, funding opportunities.

2.2 Explain how inclusivity and accessibility can be built into learning and development at the design stage.

• Universal Design for Learning (UDL) principles.
• Accommodations for diverse learning needs (e.g., assistive technologies, flexible formats).
• Culturally responsive training approaches.

2.3 Explain how the impact of learning and development can be measured and why this must be considered at the design stage.

• Key Performance Indicators (KPIs), feedback surveys, assessment results.
• Kirkpatrick’s Four-Level Model: Reaction, Learning, Behavior, and Results.
• Ensuring alignment between training objectives and business outcomes.

LO3: Be able to design engaging learning and development programmes, underpinned by learning theory, that address identified objectives.

3.1 Assess how aspects of learning-related psychology and neuroscience have influenced approaches to the design of learning and development.

• Cognitive Load Theory: Ensuring information is presented in manageable chunks.
• Spaced repetition and active recall for memory retention.
• Motivation theories (Self-Determination Theory, Maslow’s Hierarchy of Needs) in L&D.

3.2 Discuss a range of learning and development delivery methods and how they can be blended to form an engaging and effective learning and development programme.

• Traditional methods: Instructor-led training, workshops.
• Digital methods: E-learning, virtual reality (VR), mobile learning.
• Blended approaches: Combining face-to-face and digital strategies for maximised engagement.

3.3 Design a learning and development programme which addresses identified learning and development objectives and includes:

• Different delivery methods: Face-to-face, e-learning, simulations.
• Engagement techniques: Gamification, interactive discussions, case studies.
• Impact measurement activities: Pre- and post-training assessments, learner feedback, performance tracking.

Assessment Criteria

LO1: Understand how learning and development supports the achievement of organisational and individual goals.

• 1.1 Discuss different ways learning and development supports the achievement of organisational goals.
• 1.2 Identify key stakeholders for learning and development and ways of gaining their commitment to programmes.
• 1.3 Explain methods for identifying team and individual learning needs and key principles governing their use.
• 1.4 Explain the importance of setting clear, agreed learning and development objectives and ways of doing this.

LO2: Understand factors to be considered when designing learning and development programmes.

• 2.1 Explore legal, logistical, and financial factors to be considered when designing learning and development.
• 2.2 Explain how inclusivity and accessibility can be built into learning and development at the design stage.
• 2.3 Explain how the impact of learning and development can be measured and why this must be considered at the design stage.

LO3: Be able to design engaging learning and development programmes, underpinned by learning theory, that address identified objectives.

• 3.1 Assess how aspects of learning-related psychology and neuroscience have influenced approaches to the design of learning and development.
• 3.2 Discuss a range of learning and development delivery methods and how they can be blended to form an engaging and effective learning and development programme.
• 3.3 Design a learning and development programme which addresses identified learning and development objectives and includes:
• Different delivery methods.
• Engagement techniques.
• Impact measurement activities.

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