Course description
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.
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