Learning and development is about creating the right culture and environment for individuals and organisations to learn and grow. It’s knowing the current and future capability needs of the organisation, as well as how to create a learning culture that drives engagement in ongoing professional development.

Learning design and delivery requires a blend of learning approaches, including face-to-face, digital, social collaborative and coaching, as well as the application of motivational and behavioural science.

How effectively learning is transferred to the learner is key to understanding its impact at an individual and organisation level.

Itsu case study: cutting
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Thanks to its people-focused approach, itsu’s initiative to support, engage and reward its fish cutters has gone swimmingly.

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Learning and development standards

Each standard progresses through four levels of impact. Which level do you most embody in your day-to-day work?

Foundation level Associate level Chartered Member level Chartered Fellow level
At this level you'll understand: At this level you'll understand: At this level you'll understand: At this level you'll understand:
Supporting CPD Why continuing professional development is important How to support others with their continuing professional development How to create a learning culture and environment that supports continuing professional development The value of learning cultures and the learning environment, and how they can support organisation growth
Capability analysis The importance of developing capability How to define the capability needs of individuals and teams How to engage with stakeholders to define capability needs and their implications for learning How to define current and future capability needs of the organisation and how they drive the learning strategy
Adult learning theories Adult learning and motivation theories How to apply adult learning and motivation theories in different learning contexts How to integrate current and future trends in adult learning and motivation into the organisation’s learning approach Current and future trends in adult learning and motivation, and how to use them to shape the learning strategy, culture and environment
Face-to-face learning How to support the delivery of face-to- face learning in your organisation The principles that underpin the design and use of face-to-face learning How to use design principles to choose the right face-to-face approach as part of a learning blend How to use face-to-face learning as part of the learning strategy to create value for your organisation
Digital learning How to support the delivery of digital learning in your organisation The principles that underpin the design and use of digital technologies in learning How to use design principles to choose the right digital approach as part of a learning blend How to use current and future digital technologies as part of the learning strategy to create value for your organisation
Learning facilitation How to use appropriate learning facilitation methods to engage and involve learners The principles that underpin the choice of learning facilitation methods How to apply principles of learning facilitation in different learning contexts How to determine the range of learning facilitation methods that will support the learning strategy
Social collaborative learning How social collaboration can be used in learning How to facilitate social collaborative learning activities How to design and integrate social collaborative learning into the learning approach How to determine the use of social collaborative learning for organisational learning, knowledge sharing and knowledge management
Coaching and mentoring The difference between coaching and mentoring and when to use them to support others' learning How to support and use coaching and mentoring approaches in learning How to build coaching and mentoring capability across the organisation How to embed a coaching and mentoring culture to deliver the learning strategy
Learner engagement The links between learner engagement, learning transfer and impact Theories and methods that underpin effective learner engagement, learning transfer and impact How to design learning using theories and methods that maximise learner engagement, learning transfer and impact How to assess learner engagement and learning transfer and its impact on the learning strategy
Content curation How to organise and present content to support effective learning How to create, co-create and curate content with subject matter experts to meet learning needs How to lead the creation and curation of content that can be stored, searched, accessed, linked and used to create meaningful learning narratives How to define the strategy, policy, governance and legal requirements for content creation to support organisation learning and strategic goals

More on this topic - resources to guide your work, career planning and development

Driving performance and productivity - Report Driving the new learning organisation: the potential of L&D - Report Identifying learning and development needs - Factsheet Learning and development strategy and policy - Factsheet Learning methods - Factsheet

Next: Organisation development and design

Using a systemic approach and application of behavioural science to drive organisation performance

Continue to Organisation development and design

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