Learning & Development Practitioner Level 3

Studying learning and development (L&D) offers a range of benefits, especially if you’re interested in roles that focus on employee growth, organisational development, or education. You’ll gain insights into how people learn, how to design engaging content, and how to evaluate training effectiveness. This can help create a culture of continuous learning within any organisation. Many industries—such as HR, education, and consulting—require L&D specialists. Acquiring this skill set opens doors to roles like training manager, L&D coordinator, or organisational development consultant.

Course Materials: Learning and Development Practitioner Level 3 Overview

Duration: 13-16 monthsCourse Fee Information
Custom Link Learning & Development Practitioner Level 3

Overview

A Learning and Development Practitioner’s role is often focused around the practical delivery of training, whilst working alongside colleagues in Human Resources to identify training needs. The role focus is often on the practical delivery of training. The L&D Practitioner will typically have expertise and competence in their specific field whether it be technical, vocational or behavioural.

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Duration:13-16 months
Standard and Level:Learning and Development Practitioner Level 3 Standard
Entry requirements:

Candidates should be working in a role where they are identifying learning / training needs, designing / sourcing training and learning solutions, delivering and evaluating training, and working with stakeholder / business area managers. Employers may also provide additional entry criteria.

Learners aged 18 who do not have exemptions will still be required to achieve Level 2 Functional Skills.  
 
Learners over 19 will have the option to either opt in or out of Functional Skills training and examinations. For those who choose to opt out, Fareport remains committed to supporting all learners in developing their literacy and numeracy skills by embedding these essential topics within the curriculum and assessments of the apprenticeship.  

To be eligible for an Apprenticeship you (or the apprentice) must:

  • Be living and working in England
  • Be 16 years old or above
  • Have the legal right to work in the UK
  • Have maintained UK residency for the last 3 years
  • Be employed in a real job; they may be an existing employee or a new hire
  • Work towards achieving an approved apprenticeship standard or framework
  • Work at least 30 hours a week
  • Be able to commit to the apprenticeship and its requirements
  • Not hold a prior qualification at the same or higher level in the same subject area
  • Not undertake or benefit from DfE funding during their apprenticeship programme, including Student Loans.
  • Have apprenticeship training and employment that lasts at least 12 months.
Cost:Fully funded through the Apprenticeship Levy or 95% government-funded for eligible employers, with minimal contribution required.

Knowledge


Knowledge (K) – The theoretical understanding an apprentice needs to perform their role effectively. This includes industry-specific principles, regulations, and best practices.

  • Foundation level theories and models that underpin effective adult learning and group behaviour. For example, training/learning cycle, group dynamics, continuing professional development, evaluation.
  • How different learning delivery channels – face-to-face, blended or digital – contribute to effective learning.
  • How to measure the impact of a learning intervention on delegates, eg L1/L2 Kirkpatrick, improvement in skills.
  • The latest learning practice.
  • How diversity and inclusion influences the planning and delivery of L&D interventions.
  • What their organisation does, its structure, values and its external market and sector. This may include the needs of the staff impacted by the move to a net carbon zero economy by 2050 and the requirements for a just transition.
  • The commercial context and drivers and process behind learning needs and solutions.
  • This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
  • The various L&D roles that may be required for effective learning and development in an organisation.
  • Their roles and responsibilities within the L&D structure.
  • The policies and processes required for effective organisation learning.
  • The role of data to analyse learning needs and ensure effective delivery.
  • How internal information systems can support learning.
  • How technology supports learning, including understanding of digital platforms / delivery channels as relevant.

More information on the Standard is available here.

Skills


Skills (S) – The practical abilities developed through training and hands-on experience. These are the technical and transferable skills required for the job.

  • Identify and analyse learning needs: establish team and individual capability and learning gaps, in line with organisational performance outcomes and to enable effective evaluation. This may include the needs of the staff impacted by the move to a net carbon zero economy by 2050 and the requirements for a just transition.
  • This may include an organisation’s sustainability strategy or exposure to the UK Government’s policy for net carbon zero emissions by 2050, for example, ensuring a just transition for those with legacy skills into the new green economy.
  • Use sound questioning and active listening skills to understand requirements and establish root causes i.e. establishing that it really is a learning/training need, before developing L&D solutions.
  • Consult with stakeholders to draw out relevant information and provide feedback to inform learning and training needs requirements.
  • Use effective analytical skills to seek out and analyse information.
  • Take ownership through to resolution, escalating complex situations as appropriate.
  • Design, construct and structure training / learning resources to meet a variety of needs, which will include:
  • Research of delivery options and resources including digital / online / blended solutions (including identifying existing resources)
  • Planning programmes / sessions / modules
  • Selecting appropriate delivery methods
  • Designing creative, engaging, appropriate, and inclusive learning activities (could be e-learning, digital collaboration, group sessions, blended etc.)
  • Developing materials and resources to support learning.
  • Confidently engage all learners in structured learner-centered training, primarily of ‘content-driven’ training resources.
  • Plan, organise and prepare for a training/learning event/intervention in a timely fashion.
  • Interact with learners of varying abilities, using a broad range of techniques and carefully planned and executed questioning techniques.
  • Facilitate and deliver learning in a face-to-face, blended and digital environment as appropriate.
  • Monitor a learner’s progress and deliver motivational and developmental feedback.
  • Manage participation, attitudes and behaviours to reach learning objectives.
  • Use effective coaching skills to enable learners to achieve learning objectives.
  • Evaluate the impact of learning solutions – measure and assess development initiatives for effectiveness, business relevance, efficiency, and continually seek ways to improve learning solutions.
  • Build evaluation mechanisms for learning outcomes including the use of quantitative and qualitative feedback where appropriate.
  • Apply techniques to analyse the impact of training from learners’ experience.
  • Communicate and influence through a range of media e.g. phone, face-to-face, email, online / virtual, adapting their style to their audience.
  • Build trust and sound relationships with customers/learners/colleagues.
  • Handle conflict and sensitive situations professionally and confidentially.
  • Consistently support colleagues / collaborate within the team and L&D to achieve results.
  • Build and maintain strong working relationships with others in the L&D team, HR and the wider business as required.

Behaviours


Behaviours (B) – The professional attitudes and values expected in the workplace. These include teamwork, adaptability, problem-solving, and ethical responsibility.

  • Proactively look, listen and question to understand and learn.
  • An interest in new ideas and techniques, seeking and taking on board feedback, identifying areas for self-development.
  • A willingness to explore and take risks to learn something new.
  • Consideration of the needs of others alongside the needs of the business.
  • They act with integrity and demonstrate organisational values in the way they interact with others.
  • They deliver the outcomes of their work through co-design, with a willingness. to question and challenge as appropriate.
  • An energy and enthusiasm for their work, ensuring the focus is always on delivering the best learning outcomes and impacts.
  • Responsiveness and flexibility to changing business and learner needs.
  • Personal resilience to manage competing priorities.
  • Confidence in delivery.
Once an apprentice has completed their apprenticeship, they will be ‘signed off’ by their employer/ provider as ready for end-point assessment of their knowledge and practical capabilities. In most cases, the assessment will be graded and must show the apprentice is fully competent and productive in the occupation.
End Point Assessment consists of:
  • Work Based Project / Professional Discussion
  • Presentation/ Q&A

The modules I have undertaken have been really useful.

Q. I am not a resident of England, can I still study this course?
Q. What are the benefits of apprenticeships?
Q. Is People Professional a good career?
Q. Is HR Support a good career?
Q. Is Learning and Development a good career?
Q. What is the salary of an apprentice?
Q. What is an apprenticeship?
Q. Can I train locally?
Q. What is CIPD and are you an approved centre?
Q. Why choose Fareport as your Training Provider?
Q. What is Off-the-Job Training?

Why choose to learn with Fareport Training?

Fareport Training was established in 1981 in order to offer young people a route into work through work based training. In 2014 the business was purchased with support from entrepreneur Theo Paphitis by Natalie Cahill and Marinos Paphitis. Since then we have been building on Fareport’s excellent reputation for high quality training and delivering training and apprenticeships across England. We are proud to offer:

  • Expert-Led Instruction: Gain insights from industry leaders and seasoned professionals.
  • Cutting-Edge Curriculum: Stay ahead with the latest trends, tools, and techniques.
  • Flexible Learning Options: Balance your education with your professional and personal life.

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