CIPD Level 5 Associate Diploma in Organisational Learning and Development Course Outline
Total Credit Value: 42
Guided Learning Hours: 175
Unit 1: 5CO01 Organisational performance and culture in practice
Credit Value: 7
Guided Learning Hours: 30
Module 1: Organisational Structure, Strategy, and Environment
- Evaluate Organisational Structures
- Connections Between Strategy and Offerings
- Analyse External Trends and Priorities
- Assess Technology's Impact on Organisations
Module 2: Organisational Culture and Behaviour Theories at work
- Theories and Models of Organisational and Human Behaviour
- Impact of People Practices on Culture and Behaviour
- Approaches to Managing Change
- Models of Change Experience
- Importance and Factors of Workplace Wellbein
Module 3: People Practice in Achieving Business Goals
- Employee Lifecycle and People Practice Roles
- Links Between People Practice and Organisational Strategy
- Consulting and Engaging with Internal Customer
Unit 2: 5CO02 Evidence-based practice
Credit Value: 6
Guided Learning Hours: 25
Module 1: Strategies for Critical Thinking and Decision-Making
- Evaluate Evidence-Based Practice in Decision-Making
- Evidence-Based Practice in Decision-Making
- Principles of Critical Thinking and Application
- Range of Decision-Making Processes
- Impact of Ethical Perspectives on Decision-Making
Module 2: Importance of Decision-Making Strategies in People Practice
- Interpret Analytical Data for People Practice Issues
- Present Key Findings to Stakeholders
- Make Justified Recommendations Based on Evaluation
Module 3: Measuring the Impact and Value of People Practice
- Ways to Measure Financial and Non-Financial Performance
- Methods to Measure the Impact and Value of People Practice
Unit 3: 5CO03 Professional behaviours and valuing people
Credit Value: 5
Guided Learning Hours: 20
Module 1: Demonstrating Professional and Ethical Behaviours in People Practice
- Understanding What It Means to Be a People Professional
- Applying Personal and Ethical Values in People Practice
- Contributing Effectively to Influence Discussions
- Identifying and Addressing Ethical Conflicts
Module 2: Championing Inclusive and Collaborative Strategies
- Benefits of Inclusion and Fair Treatment at Work
- Strategies for Designing Inclusive People Practices
- Reflecting on Inclusive Practices and Building Positive Relationships
Module 3: Personal Commitment to Learning and Development
- Evolving Role of a People Professional and CPD Implications
- Assessing Strengths, Weaknesses, and Development Areas
- Formulating CPD Activities for Learning Journey
- Reflecting on the Impact of CPD on Behaviour and Performance
Unit 4: 5LD01 Supporting self-directed and social learning
Credit Value: 6
Guided Learning Hours: 25
Module 1: Theoretical Concepts of Self-Directed and Social Learning
- Concepts and Connections Between Self-Directed and Social Learning
- Theories Underpinning Self-Directed and Social Learning
- Benefits and Risks of Self-Directed and Social Learning
Module 2: Encouraging and Engaging in Self-Directed and Social Learning
- Steps to Encourage Informal and Self-Directed Learning
- Steps to Encourage Social Learning
- Theories of Learner Differences in Self-Directed and Social Learning
- Impact of Digital Innovation on Self-Directed and Social Learning
- Strategies for Reflecting on and Measuring Learning Impact
Module 3: Supporting Self-Directed and Social Learning Through Resource Curation
- Principles of Curating Learning Resources for Self-Directed and Social Learning
- Curating Accessible Learning Resources on a Specific Topic
- Developing Guidance for Peer Resource Curation
Unit 5: 5LD02 Learning and development design to create value
Credit Value: 6
Guided Learning Hours: 25
Module 1: Key Considerations in Designing Learning and Development
- Key Factors in Designing Learning and Development Activities
- Designing L&D Programs for Dispersed Workforces
- Building Inclusivity and Accessibility into L&D Design
Module 2: Establishing L&D Needs Aligned with Organisational Objectives
- Methods for Identifying Organisational Learning Needs
- Stakeholder Analysis to Identify L&D Needs
- Translating Stakeholder Analysis into Clear L&D Objectives
- Aligning Individual and Team L&D Objectives with Organisational Strategy
Module 3: Designing Engaging L&D Solutions Aligned with Learning Theory
- Influence of Learning Theory, Psychology, and Neuroscience on L&D Design
- Blending L&D Delivery Methods for Effective Solutions
- Designing L&D Solutions with
- Learning Methods,
- Engagement Techniques
- Impact Measurement Activities
Unit 6: 5LD03 Facilitate personalised and performance focused learning
Credit Value: 6
Guided Learning Hours: 25
Module 1: Preparing for Engaging and Impactful L&D Activities
- Evaluate Internal and External Factors in L&D Preparation
- Prepare Personalised, Accessible Learning Resources
Module 2: Delivering L&D Activities with Effective Facilitation Methods
- Concept of Facilitation and Techniques for Learning
- Techniques for Monitoring and Adjusting Learning Activities
- Exploring Ethical Factors in Learning Facilitation
- Facilitate Inclusive L&D Activities Using Appropriate Resources
Module 3: Strategies to Support Learning Transfer to the Workplace
- Concept and Significance of Learning Transfer in the Workplace
- Strategies for Supporting Learning Transfer to the Workplace
- Role of Line Managers in Supporting Learning Transfer
Unit 7: 5OS06 Leadership and management development
Credit Value: 6
Guided Learning Hours: 25
Module 1: Relevance of Leadership and Management
- Analyse External Factors Driving Leadership and Management Needs
- Differences Between Leadership and Management Roles and Styles
- Compare Knowledge, Skills, and Behaviours for Leadership and Management
Module 2: L&D Initiatives for Developing Leaders and Managers
- Role of People Professionals in Leadership and Management Development
- Evaluate Approaches for Leadership and Management Development
- Importance of Diversity and Inclusion in Leadership Development
Module 3: Effectiveness of Leadership and Management Development
- Indicators of Successful Leadership and Management Development
- Stakeholders' Involvement in Leadership Development
- Impact of Leadership Development on Culture, Strategy, and Performance