CIPD Level 5 Associate Diploma in Organisational Learning and Development

This course is perfect for HR/people professionals who wish to expand their knowledge and enhance their professional development. You’ll have the opportunity to grow your career and substantiate your experience with this level 5 Associate Diploma. The Level 5 Associate Diploma in Organisational Learning and Development is ideal for demonstrating your experience in the HR/people profession and your capability as a HR practitioner. During this course you’ll cover topics such as organisational performance, supporting self-directed and social learning, facilitating personalised and performance-focused learning, and designing learning and development to create value. You’ll also choose one optional unit from a choice of three, including specialist employment law, advances in digital learning and development and wellbeing at work.

Course Content

Unit 1 Organisational performance and culture in practice

• Connections between organisational strategy and the business operating environment.
• External factors and trends impacting organisations.
• Culture and how this can affect behaviour at work.
• Employee wellbeing and behaviour in delivering change and organisational performance.

Unit 2 Evidence-based practice

• Strategies for effective critical thinking and decision making.
• Analysis tools and methods and how they can be applied to diagnose organisational issues, challenges and opportunities.
• Principles of critical thinking.
• How ethical perspectives can influence decision-making.
• Measuring the impact and value of people practice to improve decision-making and how measuring the impact of people practice is essential in creating value.

Unit 3 Professional behaviours and valuing people

• Professional and ethical behaviours in the context of people practice.
• The importance of people feeling valued.
• Working inclusively and building positive working relationships.
• Demonstrating a personal commitment to learning, professional development and performance improvement.

Unit 4 Supporting self-directed and social learning

• Theoretical concepts of self-directed and social learning.
• Benefits and risks of self-directed and social learning for both individuals and organisations.
• Encouraging and engaging individuals in self- directed and social learning and development activities.
• Supporting self-directed and social learning through the curation of learning resources.

Unit 5 Learning and development design to create value

• Factors to be considered when designing learning and development.
• Establishing learning and development needs in relation to organisational objectives.
• Designing engaging learning and development solutions underpinned by learning theory that address identified objectives.

Unit 6 Facilitate personalised and performance-focused learning

• Preparing for impactful and engaging learning activities.
• Facilitation techniques.
• Ethical factors in the facilitation of learning.
• The concept of ‘transfer of learning’.

Optional unit 1 Specialist employment law

• Key areas of employment legislation and its legal framework.
• Managing recruitment and selection practices lawfully.
• Managing change and re-organisation lawfully.
• Managing issues relation to pay and working time lawfully.

Optional unit 2 Advances in digital learning and development

• Technology and its key role in learning and development.
• Existing and emerging technologies.
• Creating engaging learning content.
• Values of online learning.

Optional unit 3 Wellbeing at work

• Wellbeing and its importance in the workplace.
• Developing a wellbeing programme.