Level 3 Learning and Development Practitioner Apprenticeship
The Level 3 Learning and Development Practitioner Apprenticeship is designed to equip your L&D practitioners with the knowledge and skills to implement training and workforce development to meet your business objectives.
With a minimum of 95% of the cost of training covered by the Government, your people will work towards the Learning and Development Practitioner Level 3 Apprenticeship.
What is an apprenticeship?
An apprenticeship is a blend of a full-time job with training. The apprentice will split their time 80/20. 80% of their working time will be spent carrying out their day-to-day job responsibilities. 20% of their time will be ‘off-the-job’ and spent working towards their apprenticeship qualification.
The new minimum off the-job training requirement for a full-time apprentice is 20% of a 30 hour week (even if the apprentice works more than 30 hours per week); this equates to an average of 6 hours of off-the-job training per week.
Vital to the success of the apprenticeship, the learner has to be actively working towards the standards at least 20% of the time they are paid by you over a minimum duration of 12 months.
Who is the Learning and Development Apprenticeship for?
The Learning and Development Practitioner apprenticeship is designed for Learning and Development professionals who are involved in training and want to make a positive change to their business culture.
Apprenticeship learning route benefits
- You will have weekly face-to-face or blended delivery sessions (3.5 hours a week)
- Employer only has to pay up to 5% of the course cost
- Apprentices are allocated 20% of their work time to complete the apprenticeship - 10% delivery at Whyy? Change, 10% spent applying the learning in the workplace
- Our expert HR practitioner will deliver interactive and engaging sessions to guide learners through the course content
Eligibility
At Whyy?, we assess every potential learner to check they’re eligible and will discuss what you’d like to get out of the apprenticeship as well as the learner.
- Aged 16 or over (no upper age limit)
- Employed
- Living in the UK or EU for the past 3 years
- Learning significant new knowledge, skills and behaviours
- Not on any other fully-funded training course
Whether they are having direct learning sessions, having meaningful 1-1’s with your HR team to understand how to fill your skills gaps, or applying their new skills in your workplace through implementing techniques they’ve learned with Whyy?, they require the time to develop and become accomplished Learning and Development Practitioners over the duration of the apprenticeship…..your business will reap the rewards from this investment of time.
Once the learning has been completed, to assess that they understand and can apply their new knowledge, skills and behaviours, they will be independently assessed through assessment methods that will test them but will prove valuable for their careers in learning and development.
Funding
The Learning and Development Practitioner Apprenticeship costs £6,000. You can get 95-100% funding available so you’ll only have to pay a maximum of 5% (£300) for the apprenticeship. To access this funding, all employers must have a digital apprenticeship account.
13-15 months
Level 3 Learning & Development Practitioner Apprenticeship
Price
Funding Band: £6,000
Delivery Method
Face-to-face workshops or blended (online + face-to-face)
Whyy? Change HQ
Unit 7B, AESSEAL New York Stadium, New York Way, Rotherham, S60 1FJ
Still not sure?
Check out our Google Reviews to find out what makes us different!
Want to know more?
We’re committed to your privacy. Whyy? Change uses the information you provide to us to contact you about our relevant courses, events, and services. You may unsubscribe from these communications at any time. For more information, check out our Privacy Policy.
Knowledge
they’ll learn
- Latest and up to date learning practices.
- Theories and models that shape effective learning sessions.
- Measure impact of learning interventions on individuals or groups of learners.
- Influence of diversity & inclusion on learning interventions.
- What their business does and how it understands its learning needs.
- Analysing data to affect great delivery.
- How technology underpins learning delivery.
- Where they sit within the L&D team in their organisation.
Skills
they’ll develop
- Identify training and learning needs, analyse capability.
- Question and listen to establish training needs, no room for assumptions.
- Design the right training materials to engage with the right people.
- Develop resources to support ongoing learning.
- Plan, be organised and be prepared.
- Not to be afraid of asking what could be done differently.
- Monitor effectiveness of delivery and coach where needed.
- Communicate, influence and build trust quickly.
- Be professional and confident when things don’t go quite right.
Behaviours
they’ll adopt
- Consider others alongside business needs.
- Do the right thing and not be afraid to show it.
- Do what they say they’ll do with a creative mindset.
- Want to continually develop and keep learning, taking considered risks along the way.
- Resilient and confident, willing to go the extra mile.
