Development Design to Create Value
5LD02
Learning and Development Design to Create Value
This unit focuses on the considerations of learning and development design, from identification of need, aligned to business need, through creation and curation to create impactful L&D programmes, and finally the practical considerations of measuring impact. It focuses on the elements of theoretical and contextual learning design in facilitating impactful learning experiences that support performance and productivity.
CIPD’s insight:Learning and development strategy and policy (Aug 2020)A learning and development (L&D) strategy outlines how an organisation develops its workforce’s capabilities, skills and competencies to remain successful. It’s a key part of the overall business strategy. This factsheet looks at the influences on learning and development strategy: business strategy, operational and cultural factors, keeping strategy updated, and how this translates into policy. It also examines the different stakeholders involved in organisational learning and development. Finally, the factsheet considers the practical elements of implementing an L&D strategy and policy.Learning Theories for the Workplace (Aug 2020)Research is continually advancing our knowledge of how humans learn and what this means for effective workplace learning. As a result, traditional models that are applied to learning design and delivery are being challenged and emerging theories are being explored. There’s evidence that some models, such as learning styles, are oversimplified. The factsheet outlines a range of theories on workplace learning. It outlines some of the more prominent ideas, explores emerging models based on neuroscience, and ends by considering the concept of neuroplasticity in learning.
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Case study
You are a senior L&D specialist representing a large public utilities company based in*** (you decide) in the GCC. Since joining the company a year ago, you have strived to bring the L&D strategy into alignment with the overall business strategy of the company. You have made good progress with your efforts, although getting the changes you have proposed past key stakeholders has been challenging. The company has a long and proud heritage – this is reflected in the organisational culture, which tends to be traditionalist rather than forward-looking.
One of your key achievements to date has been to streamline the existing L&D effort, which has focused on technical training, to fit within a tightening budget. Aspects of training previously conducted in a traditional classroom, face-to-face mode have been replaced with more appropriate and effective On-Job-Training (OJT).
You have recently completed your CIPD Level 5 Diploma in Organisational Learning and Development. This programme has provided you with some ideas on how to make L&D more effective. You are particularly excited about the concepts of self-directed and social learning, and you have worked collaboratively with the CEO and other stakeholders to include elements of both in the L&D strategy and approach.
Building on your initial success in implementing self-directed and social learning, you have now focused your attention of the design of learning and development. The company’s approach to learning and development design is currently chaotic, disorganised, and focused entirely on traditional design approaches focusing primarily on classroom-based training. You want to overhaul and invigorate the company’s approach to learning and development design – and you have informed the CEO you want to do this. Given the resource implications, and the likely resistance of some significant senior level stakeholders, the CEO has asked you to create a slide deck to be delivered to the next Senior Management Team (SMT) meeting. You have now done this (Task 1).
After reviewing your slide deck, the CEO has asked you to provide a supporting briefing document covering the practical considerations of learning and development design – specifically, the way design is informed by a learning needs analysis; considerations covering the design of learning and development programmes to engage, and how the impact of learning and development programmes should be measured.
Preparation for the Tasks:
- At the start of your assignment, you are encouraged to plan your assessment work with your Assessor and where appropriate agree milestones so that they can help you monitor your progress.
- Refer to the indicative content in the unit to guide and support your
- Pay attention to how your evidence is presented, remember you are working in the People Practice Team for this task.
- Ensure that the evidence generated for this assessment remains your own work.
You will also benefit from:
- Acting on formative feedback from your Assessor.
- Reflecting on your own experiences of learning opportunities and training and continuing professional
- Reading the CIPD Insight, Factsheets, and related online material on these topics
Task Two – Briefing document for delivery at the next Senior Management Team (SMT) meeting
The purpose of the document is to inform the SMT on the key practical considerations of learning and development design, focusing specifically on learning needs analysis, design considerations, and ways of measuring the impact of learning and development programmes. It should:
- Explain the key principles involved in identifying organisational learning needs. Identify and evaluate three different methods of identifying organisational learning needs. Identify and assess at least 5 key factors that should be considered when designing L&D programmes for dispersed workforces. (AC 2.1)
- Demonstrate the use of a stakeholder analysis to identify areas of need in relation to an identified learning and development activity based on the context of the case study organisation. (AC 2.2)
- Explain the key information gained from the stakeholder analysis – the convert the information into clearly stated learning objectives using a known learning objective model, which should be briefly explained. (AC 2.3)
- Take each of the learning objectives covered in AC 2.3 and explain how, using the case study context, they align to organisational and departmental strategy. (AC 2.4)
- An assessment of how aspects of learning related theory, psychology and neuroscience influence approaches to the design of learning and development. (AC 3.1)
- A discussion of 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 3.2)
- The design of ONE proposed learning and development solution which addresses and combines identified learning and development objectives. (AC 3.3). This will include:
- Learning methods.
- Engagement techniques
- Impact measurement activities.
| Your evidence must consist of:
§ Briefing document (approximately 2,900 words) refer to CIPD word count policy
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Briefing Report 2900 words
Section 1 Learning Needs Analysis
| Explain the key principles involved in identifying organisational learning needs. Identify and evaluate three different methods of identifying organisational learning needs. Identify and assess at least 5 key factors that should be considered when designing L&D programmes for dispersed workforces. (AC 2.1) |
| Assessor Comments:
You’re on the right track, however we need to see a clear discussion on the positives and negatives of each method, including the limitations.
You briefly explain the key principles involved in identifying organisational learning needs, including a discussion on organisational strategy, future state analysis and gap analysis.
You have also identified and evaluated a minimum of 3 different methods for identifying organisational learning needs.
An appropriate use of secondary sources has been made to support your narrative. The application of the concepts to your own organisation would have added depth to your answer and given you a higher score.
For your resubmission: 1. For each method you MUST discuss how effective they are? What are the positives and negatives of each method? What are the limitations? |
| Explain the key information gained from the stakeholder analysis – then convert the information into clearly stated learning objectives using a known learning objective model, which should be briefly explained. (AC 2.3) |
| Assessor Comments:
You’re on the right track, however we need to see a clear discussion on the 3 stakeholders from your analysis in AC2.2 and a distinction of 2 objectives for individual learners and 2 objectives for the group as a whole.
You have explained Mager’s approach in a good level of detail. An appropriate use of secondary sources has been made to support your own narrative.
For your resubmission:
1.This task follows on from AC2.2 so you should use the information from your stakeholder analysis to form your answer § Identify a minimum of 3 stakeholder needs from your analysis in AC2.2 § You must provide 2 objectives for individual learners and 2 objectives for the group as a whole – there must be a clear distinction between individual learners and groups |
Section 2 Design
| An assessment of how aspects of learning related theory, psychology and neuroscience influence approaches to the design of learning and development. (AC 3.1) |
| Assessor Comments:
your answer assesses how individual and team learning and development objectives align to organisational or departmental strategy, however there are several important elements missing from your answer and at times there is too much information which is eating up too much of your word count.
An appropriate use of secondary sources has been made to support your own narrative. The application of the concepts to your own organisation would have added depth to your answer and given you a higher score.
For your resubmission:
1.We need you to identify one relevant learning related theory, whereas your answer discusses 3 – we will need this to be reduced to one – strike through the ones that are not needed. Assess how it can influence approaches to the design of learning and development. What are the areas of strength, weakness? You must make a judgement formed around how the theories influence approaches to the design of learning and development. 2. There is no discussion on a learning related psychology – we will need to see this included. Assess how it can influence approaches to the design of learning and development. What are the areas of strength, weakness? You must make a judgement formed around how the theories influence approaches to the design of learning and development. 3. Identify a relevant learning related neuroscience (for example spacing and sequencing, managing attention and engagement, cognitive overload, concept of neuroplasticity) – we need you to focus on one – strike through the ones that are not needed. Assess how it can influence approaches to the design of learning and development. What are the areas of strength, weakness? You must make a judgement formed around how the theories influence approaches to the design of learning and development.
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| A discussion of 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 3.2) |
| Assessor Comments:
You’re on the right track, where you have discussed a range of L&D delivery methods and how they can be blended together to form an engaging and effective L&D solution.
We however do not see an explanation on what is meant by a blended learning approach.
An appropriate use of secondary sources has been made to support your own narrative. The application of the concepts to your own organisation would have added depth to your answer and given you a higher score.
For your resubmission: 1. Include the following: – Briefly explain what is meant by a blended learning approach.
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Section 3 Learning – Engagement – Impact
| The design of ONE proposed learning and development solution which addresses and combines identified learning and development objectives. (AC 3.3). This will include:
§ Learning methods. § Engagement techniques § Impact measurement activities. |
| Assessor Comments:
An insufficient discussion on the AC.
Your answer begins to identify 1 L&D solution and you have also explained the learning methods you will use.
An appropriate use of secondary sources has been made to support your own narrative. The application of the concepts to your own organisation would have added depth to your answer and given you a higher score.
For your resubmission:
§ Identify and explain a minimum of 3 techniques which will allow you to make the learning delivery engaging. How will you involve learners at all and different stages of the learning process? You could discuss examples such as embracing learner ownership, recognising and addressing obstacles and resistance, building choice into activities, effective sequencing and spacing, creative and inclusive use of multimedia learning resources, use of stories, narratives and activities which generate emotional responses, positioning of methods and activities to generate attention.
§ Identify and explain how you will measure the impact of your chosen solution. What specific methods of evaluation will you use? You could consider aspects such as the importance of, and rationale for, full consideration of evaluation and impact at design stage, the scope of evaluation, evaluation of relevant data and insights (quantitative and qualitative), the timings of evaluation.
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