7LD03 Designing learning to improve Performance

For the CIPD Level 7 Advanced Diploma, 7LD03 Designing learning to improve Performance fulfils the learning and development specialisation requirement. The unit focuses on developing learning and delivering it while considering the needs and context of the organisation. It aims to arm learners with the knowledge they need to create and practice innovative, strategic solutions that will aid their organisation in expanding and performing better. The learner will understand how to conduct external analysis and produce reports to persuade and influence stakeholders from this unit. The various delivery modalities, current and traditional learning design methodologies, and the effects of learning transfer throughout the organisation are covered. It emphasises the importance of data analysis when creating effective and meaningful learning designs.

Here’s what you’ll learn

After completing this unit, the learner will better understand how various contexts and the surrounding environment affect organisational learning strategies. The learner will also look at the creation of effective teaching strategies and policies and critically evaluate organisational learning strategies in both internal and external environments. The learner will therefore possess corporate leadership abilities and be able to comprehend how to manage and lead people. The learner will also assess the methods used to collect learning data and their applicability to learning goals. A learning gap and a development gap differ, and the learner will be able to compare and contrast them. This course will cover the significance of learning design and delivery and the requirement for various approaches. Finally, the learner will understand the importance of impact measurement and how learning specialists can assist organisations in raising their awareness of impact culture.

What kind of student should take this course?

The following people require this unit:

• You hold a CIPD Foundation Diploma in Human Resource Practice and want to work in human resources.
• Have some industry experience but need more professional human resource skills.
• Do you want to broaden and develop your knowledge, skills, and abilities as a senior people practitioner to impact strategy, policy, and people significantly?
• They want to advance their careers in human resources (HR) and learning and development (L&D) management by obtaining a professional qualification.
• A desire to gain more autonomy, influence, and judgment to lead and drive businesses and employees strategically.

Learning outcomes

After completing this unit, learners should be able to achieve the four primary learning outcomes listed below. These outcomes are further subdivided into several categories.

• Recognise how the external environment and the internal organisational context influence learning.
• Recognise the importance of assessing learning needs during the design phase.
• Recognise the importance of measuring impact in the educational process.
• Recognise the significance of creating and delivering contextualised learning experiences.

What are the requirements for entry?

The CIPD does not continuously regulate the legal requirements institutions place on their candidates. Some of these criteria are institution-specific, while others apply to all unit enrolment. Institutions have developed these diagnostic tools to determine whether candidates have the necessary literacy and numeracy skills to complete Designing Learning to Improve Performance (7LD03). To enroll in a course, most universities require candidates to have a working knowledge of the English language. Some universities, for example, need students to have a C/4 or higher in English at the GCSE level. Other universities require applicants who speak English as a second language to have a 6.5 IELTS/ESOL Level 2 equivalent. The CIPD, on the other hand, has a policy for non-native English speakers that outlines the necessary English language skills. Most schools require applicants to have a bachelor’s degree, CIPD level 5 certification, and prior human resources experience. In extreme cases, significant strategic people practice understanding may be substituted for a degree; however, this is subject to review. The CIPD recognises previous learning policies that allow learners to demonstrate that they already have the knowledge, understanding, or abilities needed to meet the assessment requirements and do not need to obtain them through a course of study. The CIPD, for example, has predefined transfer opportunities to this unit for learners who have completed units from a previous CIPD certification. In addition, learners who have completed units from non-CIPD qualifications that they believe will map to units in this qualification may apply to the CIPD for verification, accurate mapping, and documentation of attainment. Finally, candidates must be at least 18 years old to participate in a course. On the other hand, candidates for this unit should be at least 21 years old, according to the CIPD.

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Resources

Alizadeh, A., Kurian, D., Qiu, S., & Dirani, K. M. (2021). Ethics, corporate social responsibility and the role of human resource development: the academic experts’ view. European Journal of Training and Development.

Armstrong, M., & Taylor, S. (2020). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Carbery, R., & Cross, C. (Eds.). (2018). Human resource management. Macmillan International Higher Education.

Dabbagh, N., Marra, R. M., & Howland, J. L. (2018). Meaningful online learning: Integrating strategies, activities, and learning technologies for effective designs. Routledge.

Howes, C. D. (2018). Creative Collabortion in Higher Education: A Guide for Distance Learning Technologies. Morehead State University.

Lancaster, A. (2019) Driving performance through learning: develop employees through effective workplace learning. London: Kogan Page.