CIPD Level 5 Associate Diploma In Organisational Learning And Development Training Course in Teesside

CIPD Level 5 Associate Diploma in Organisational Learning and Development Course Outline

7 Units: 3 Core, 3 Specialist, 1 Optional

Compulsory Units

Unit: 5CO01 Organisational Performance and Culture in Practice

Credit Value: 7

GLH: 30

Learning Outcome 1: Understand the Connections Between Organisational Structure, Strategy and the Business Operating Environment

• AC 1.1: Evaluate the Advantages and Disadvantages of Different Types of Organisation Structures, Including the Reasons Underpinning Them
• AC 1.2: Analyse Connections Between Organisational Strategy, Products, Services and Customers
• AC 1.3: Analyse External Factors and Trends Impacting Organisations to Identify Current Organisational Priorities
• AC 1.4: Assess the Scale of Technology Within Organisations and How It Impacts Work

Learning Outcome 2: Understand Organisational Culture and Theoretical Perspectives on How People Behave at Work

• AC 2.1: Explain Theories and Models Which Examine Organisational and Human Behaviour
• AC 2.2: Assess How People Practices Impact on Organisational Culture and Behaviour
• AC 2.3: Explain Different Approaches to Managing Change
• AC 2.4: Discuss Models for How Change Is Experienced
• AC 2.5: Assess the Importance of Wellbeing at Work and the Different Factors Which Impact Wellbeing

Learning Outcome 3: Understand How People Practice Supports the Achievement of Business Goals and Outcomes

• AC 3.1: Discuss the Links Between the Employee Lifecycle and Different People Practice Roles
• AC 3.2: Analyse How People Practice Connects with Other Areas of an Organisation and Supports Wider People and Organisational Strategies
• AC 3.3: Discuss Processes for Consulting and Engaging with Internal Customers to Understand Their Needs

Unit: 5CO02 Evidence-based Practice

Credit Value: 6

GLH: 25

Learning Outcome 1: Understand Strategies for Effective Critical Thinking and Decision-making

• AC 1.1: Evaluate the Concept of Evidence-based Practice Including How It Can Be Applied to Decision-making in People Practice
• AC 1.2: Evaluate a Range of Analysis Tools and Methods Including How They Can Be Applied to Diagnose Organisational Issues, Challenges and Opportunities
• AC 1.3: Explain the Principles of Critical Thinking Including How You Apply These to Your Own and Others’ Ideas
• AC 1.4: Explain a Range of Decision-making Processes
• AC 1.5: Assess How Different Ethical Perspectives Can Influence Decision-making

Learning Outcome 2: Understand the Importance of Decision-making Strategies to Solve People Practice Issues

• AC 2.1: With Reference to a People Practice Issue, Interpret Analytical Data Using Appropriate Analysis Tools and Methods
• AC 2.2: Present Key Findings for Stakeholders from People Practice Activities and Initiatives
• AC 2.3: Make Justified Recommendations Based on Evaluation of the Benefits, Risks and Financial Implications of Potential Solutions

Learning Outcome 3: Be Able to Measure the Impact and Value of People Practice to the Organisation

• AC 3.1: Appraise Different Ways Organisations Measure Financial and Non-financial Performance
• AC 3.2: Explain How to Measure the Impact and Value of People Practice Using a Variety of Methods

Unit: 5CO03 Professional Behaviours and Valuing People

Credit Value: 5

GLH: 20

Learning Outcome 1: Be Able to Demonstrate Professional and Ethical Behaviours, in the Context of People Practice

• AC 1.1: Appraise What It Means to Be a People Professional
• AC 1.2: Recognise How Personal and Ethical Values Can Be Applied in the Context of People Practice
• AC 1.3: Consider the Importance of People Professionals Contributing to Discussions in an Informed, Clear and Confident Way to Influence Others
• AC 1.4: Recognise When and How You Would Raise Matters Which Conflict with Ethical Values or Legislation

Learning Outcome 2: Be Able to Champion Inclusive and Collaborative Strategies for Building Positive Working Relationships

• AC 2.1: Argue the Human and Business Benefits of People Feeling Included, Valued, and Fairly Treated at Work Linking to Related Theory
• AC 2.2: Discuss Strategies for Designing and Ensuring Inclusive People Practices
• AC 2.3: Reflect on Your Own Approach to Working Inclusively and Building Positive Working Relationships with Others

Learning Outcome 3: Be Able to Demonstrate Personal Commitment to Learning, Professional Development and Performance Improvement

• AC 3.1: Explore How the Role of a People Professional Is Evolving and the Implications This Has for Continuing Professional Development
• AC 3.2: Assess Your Strengths, Weaknesses and Development Areas Based on Self-assessment and Feedback from Others
• AC 3.3: Formulate a Range of Formal and/or Informal Continuing Professional Development (CPD) Activities to Support Your Learning Journey
• AC 3.4: Reflect on the Impact of Your Continuing Professional Development Activities on Own Behaviour and Performance

Specialist Units

Unit: 5LD01 Supporting Self-directed and Social Learning

Credit Value: 6

GLH: 25

Learning Outcome 1: Understand Theoretical Concepts of Self-directed and Social Learning

• AC 1.1: Explain the Concepts of, and Connections Between Self-directed and Social Learning
• AC 1.2: Assess Underpinning Theories Related to Self-directed and Social Learning
• AC 1.3: Evaluate the Potential Benefits and Risks of Self-directed and Social Learning for Both Individuals and Organisations

Learning Outcome 2: Understand How to Encourage and Engage Individuals in Self-directed and Social Learning and Development Activities

• AC 2.1: Explain the Steps Organisations Can Take to Encourage Informal and Self-directed Learning
• AC 2.2: Explain the Steps Organisations Can Take to Encourage Social Learning
• AC 2.3: Critically Assess Theories of Delegate Differences in Relation to Ways of Accessing and Undertaking Self-directed and Social Learning
• AC 2.4: Assess How Digital and Technological Innovation Are Encouraging and Enabling Self-directed and Social Learning
• AC 2.5: Discuss Strategies for Supporting Individuals to Reflect on and Measure the Impact of Self-directed and Social Learning

Learning Outcome 3: Be Able to Support Self-directed and Social Learning Through the Curation of Learning Resources

• AC 3.1: Evaluate Principles Underpinning the Curation of Learning Resources for Self-directed and Social Learning, Either as Part of a Wider Learning and Development Programme or as a ‘Stand-alone’ Resource
• AC 3.2: Curate a Range of Accessible Learning Resources in Relation to a Specific Area of Learning Using an Appropriate Platform/Method to Make Them Accessible to Others
• AC 3.3: Develop Guidance Which Encourages and Supports Delegates to Be the Curators of Resources for One Another

Unit: 5LD02 Learning and Development Design to Create Value

Credit Value: 6

GLH: 25

Learning Outcome 1: Understand the Legal, Cultural, Logistical, Financial and Delegate Factors to Be Considered When Designing Learning and Development

• AC 1.1: Explore Key Factors to Be Considered When Designing Learning and Development Activities
• AC 1.2: Assess Factors to Consider When Designing Learning and Development Programmes for Dispersed Workforces
• AC 1.3: Explain How Inclusivity and Accessibility Can Be Built into Learning and Development at Design Stage

Learning Outcome 2: Be Able to Establish Learning and Development Needs in Relation to Organisational Outcomes

• AC 2.1: Evaluate Methods for Identifying Organisational Learning Needs and Key Principles
• AC 2.2: Conduct Key Stakeholder Analysis to Identify Areas of Need in Relation to Learning and Development Activity
• AC 2.3: Convert Relevant Information from the Stakeholder Analysis into Clearly Stated Learning and Development Outcome
• AC 2.4: Assess How Individual and Team Learning and Development Outcomes Align to Organisational or Departmental Strategy

Learning Outcome 3: Be Able to Design Engaging Learning and Development Solutions Underpinned by Learning Theory That Address Identified Outcomes

• AC 3.1: Assess How Aspects of Learning-related Theory, Psychology and Neuroscience Influence Approaches to the Design of Learning and Development
• AC 3.2: Discuss a Range of Learning and Development Delivery Methods and How They Can Be Blended Together to Form an Engaging and Effective Learning and Development Solution
• AC 3.3: Design a Learning and Development Solution Which Addresses and Combines Identified Learning and Development Outcomes:
  • Learning Methods
  • Engagement Techniques
  • Impact Measurement Activities

Unit: 5LD03 Facilitate Personalised and Performance Focused Learning

Credit Value: 6

GLH: 25

Learning Outcome 1: Be Able to Prepare for an Engaging and Impactful Learning and Development Activity

• AC 1.1: Evaluate Internal and External Factors to Consider as Part of Preparation for Learning and Development Activities
• AC 1.2: Prepare a Range of Personalised, Accessible Learning Resources to Enhance Learning

Learning Outcome 2: Be Able to Deliver a Learning and Development Activity Using Effective and Inclusive Facilitation Methods

• AC 2.1: Discuss the Concept of Facilitation and Facilitation Techniques That Can Be Applied to Support Learning
• AC 2.2: Demonstrate Techniques for Monitoring the Effectiveness of Learning Activities, Including Making Adjustments to Meet the Needs of Individual Delegates Within a Group Context
• AC 2.3: Explore the Ethical Factors Involved in Facilitation of Learning
• AC 2.4: Deliver or Facilitate an Inclusive Learning and Development Activity Using Resources That Meet Outcomes

Learning Outcome 3: Understand Strategies Which Support the Transfer of Learning to the Workplace

• AC 3.1: Explain the Concept of ‘Transfer of Learning’ and Its Significance in Workplace Learning
• AC 3.2: Critically Assess Strategies for Supporting the Transfer of Learning from Learning and Development Activities to the Workplace
• AC 3.3: Evaluate the Role of Line Managers in Supporting Transfer of Learning for Their Team Members, and How Learning and Development Can Support Them in This

Optional Unit

Unit: 5OS06 Leadership and Management Development

Credit Value: 6

GLH: 25

Learning Outcome 1: Understand the Relevance of Leadership and Management and the Knowledge, Skills and Behaviours Required

• AC 1.1: Analyse the External Factors That Drive the Need for Leadership and Management Within the Organisation
• AC 1.2: Explain the Key Differences Between Leadership and Management Roles and Styles and the Implications of Each for Organisational Effectiveness
• AC 1.3: Compare the Different Knowledge, Skills and Behaviours Required for Leadership and Management in Organisations

Learning Outcome 2: Understand a Range of Different Learning and Development Initiatives in Developing Leaders and Managers

• AC 2.1: Discuss the Role of People Professionals in Supporting Leadership and Management Development Initiatives
• AC 2.2: Evaluate the Different Concepts and Range of Approaches That Are Available for Effective Leadership and Management Development
• AC 2.3: Discuss Why Diversity and Inclusion Should Be an Integral Component of Leadership and Management Development Initiatives

Learning Outcome 3: Understand the Effectiveness of Leadership and Management Development Initiatives

• AC 3.1: Evaluate the Indicators of Successful Leadership and Management Development Initiatives
• AC 3.2: Explain the Range of Stakeholders and the Involvement They Have in Leadership and Management Development Initiatives
• AC 3.3: Assess the Impact and Importance That Leadership and Management Development Initiatives Have on Organisational Culture, Strategy, Reputation and Performance

Who Should Attend this CIPD Level 5 Associate Diploma in Organisational Learning and Development Course?

This CIPD Level 5 Associate Diploma in Organisational Learning and Development Course is suitable for Learning and Development professionals looking to deepen their knowledge and strengthen their capability across workplace learning, design, facilitation, and development. The following professionals can benefit from this course:

• HR Managers and Specialists
• L&D Managers
• Talent Development Professionals
• Training Managers
• Organisational Development Business Partners
• Employee Experience Managers
• Learning and Development Officers

Prerequisites for the CIPD Level 5 Associate Diploma in Organisational Learning and Development Course

There are no formal prerequisites to attend this CIPD Level 5 Associate Diploma in Organisational Learning & Development Training. However, experience in HR, Learning and Development, or related fields will be advantageous in understanding the concepts covered.

CIPD Level 5 Associate Diploma in Organisational Learning and Development Course Overview

The CIPD Level 5 Associate Diploma in Organisational Learning and Development covers organisational performance, evidence-based practice, professional behaviours, self-directed learning, design, facilitation, and leadership development. It also explores learning needs, inclusion, stakeholders, and transfer of learning.

Delegates develop skills in evaluating evidence, identifying learning needs, designing inclusive solutions, facilitating development activities, and measuring impact. They also strengthen stakeholder engagement, resource curation, and learning transfer.

This course enables delegates to create effective workplace learning solutions and support organisational development. They will be better equipped to align learning with business needs, improve development practices, and strengthen organisational capability.

CIPD Level 5 Associate Diploma in Organisational Learning and Development Course Objectives

• To understand organisational performance, culture, and people practice principles
• To apply evidence-based approaches to Learning and Development decision-making
• To identify learning needs and align them with organisational outcomes
• To design inclusive and engaging Learning and Development solutions
• To support self-directed, social, and facilitated learning approaches
• To evaluate learning impact and support the transfer of learning to the workplace

Learning Outcomes of this CIPD Level 5 Associate Diploma in Organisational Learning and Development Course

Upon completing this qualification, delegates will be able to evaluate learning needs, design suitable development solutions, and apply evidence-based approaches. They will also be better equipped to facilitate learning, measure impact, and support its transfer into the workplace.

What’s Included in this CIPD Level 5 Associate Diploma in Organisational Learning and Development Course?

• World-class Training Sessions from Experienced Instructors
• Interactive Learning with 24*7 Support
• Digital Delegate Pack