Competency Framework

Adult Learning Principles / Pokupu

• Discuss how adults learn.
• Discuss the relative merits of a range of learning theories.
• Describe how various theories can be applied in practice.
• Explain what motivates adults to learn.
• Describe how context impacts learning design.
• Provide examples of how adult learning principles are applied in practice.

Learning and Development Practice / Pokapu

• Describe the purpose of a needs assessment.
• Describe the purpose of a learning needs analysis.
• Write targeted learning objectives.
• Describe how learning objectives relate to evaluation criteria.
• Explain how learning objectives are supported by specific interventions.
• Discuss a range of learning interventions that can be applied to meet the learning objectives.
• Employ reflective practice techniques to support continuing professional development.

 Instructional Design

• Describe instructional design, its purpose and key elements.
• Conduct a needs assessment.
• Conduct a learning needs analysis.
• Design learning activities consistent with adult learning principles.
• Design learning activities which achieve learning objectives.
• Design to meet accessibility standards.
• Build assessment into the learning design.
• Employ appropriate engagement techniques.
• Use appropriate techniques to enable others to deliver on the learning design.

Assessment

• Describe the purpose of assessment. Differentiate between summative assessment and formative assessment.
• Design assessments to ascertain whether learning objectives have been met.
• Clarify evidence requirements for assessment.
• Create a range of assessment techniques.
• Evaluate assessment effectiveness and adjust as required.
• Formulate effective assessment questions.
• Design and develop appropriate feedback for assessment outcomes.
• Provide assessment data to identified target groups.

On-the-Job Training

• Define on-the-job training.
• Describe when it is appropriate to use on-the-job training.
• Create training plans for on-the-job training.
• Conduct on-the-job training.
• Apply appropriate assessment methods to ascertain whether required performance criteria have been met.
• Use job aids to support the learner in the working environment, as required.

Coaching

• Distinguish between coaching and mentoring.
• Discuss the principles of coaching and compare different coaching models.
• Create and implement a coaching plan.
• Create a positive coaching environment.
• Apply appropriate questioning techniques.
• Apply reflective listening techniques.
• Build rapport with the coachee.
• Monitor coachee progress towards agreed goals.

Evaluation

• Identify at least two evaluation models.
• Define key strategies for evaluation.
• Identify different ways that evaluation can be applied.
• Plan evaluation strategies for each of the training objectives in a lesson plan.
• Measure reaction to the training intervention.
• Measure learning pre- and post- training.
• Measure on the job application of learning.
• Measure the intervention’s impact on organisational outcomes.
• Measure the financial impact of learning.

Elearning

• Design elearning experiences to engage learners.
• Apply accessibility standards.
• Design and apply on-line instructional design tools in
• appropriate ways to achieve learning outcomes.
• Understand the principles of effective user experience (UX).
• Apply basic visual design principles that facilitate learning.
• Incorporate appropriate feedback mechanisms to support the learning process.
• Develop engaging assessments which match the learning outcomes.

Facilitation

• Describe the difference between presentation and learning facilitation.
• Maintain learner engagement throughout session.
• Manage group discussions.
• Manage learner behaviour.
• Manage learning for different levels of knowledge, roles, backgrounds and personalities.
• Plan, prepare and manage the learning environment and resources.
• Adapt training in progress to meet learner needs.
• Create opportunities for participation, reflection and social learning.
• Ensure learners receives feedback on their progress.

Social Learning

• Identify what social learning is and its purpose.
• Describe the characteristics that define effective social learning mechanisms.
• Identify a range of social learning techniques in the workplace.
• Design and implement social learning techniques within an organisational context.
• Outline critical success factors when implementing social learning.
• Engage and manage participation in social learning groups.
• Evaluate and develop social learning.

Typical Roles Held:

• L&D Manager
• Training Manager
• OD Manager
• Senior L&D Specialist with direct reports
• HR Manager

Level in Organisation: Head of L&D (part of, or separate from, HR) but not a direct report to CEO.

Develop and maintain strong working relationships with key business stakeholders

• Meet regularly with business managers to understand their business needs and the implications for learning and development.
• Support business managers in conducting a performance analysis before sending their staff to training, through advice and coaching.
• Provide managers with the tools they need to analyse learning needs and support them to make wise learning decisions.
• Manage expenditure and resources in line with approved delegations, guidelines, budget, deadlines and reporting requirements, with a focus on cost effectiveness.

Develop and maintain effective L&D reporting systems

• Ensure the effective record keeping and reporting for all learning delivery is maintained and in line with policies and procedures.
• Ensure there are systems in place to record and report all learning delivery activities.
• Provide up-to-date reporting regarding training inputs, e.g delivery days, utilisation of delivery resources, cost, etc.
• Report on the effectiveness and efficiency of learning delivery.

Plan and oversee the L&D project lifecycle

• Oversees the phases of a L&D project lifecycle.
• Develop project plan that includes each of the following phases:
• define project vision, objectives and deliverables
• liaise with and engage stakeholders
• develop plans and control measures to manage projects effectively
• estimate task duration, sequence and schedule deliverables to track the progress of project
• undertake risk analysis and manage the change control process
• determine evaluation processes to monitor the delivery of the projects delivery
• manage resources including people, costs and time.
• Oversees the L&D project utilising each of the phases in fundamental Project Management.