Solution

Activity 1

Different L&D Roles and Titles

Learning and Development (L&D) is identified as a process used to assist people in an organisation to gain new skills to improve their motivation and productivity in their work environment. It is unique from one organisation to the other and dependent on the organization structure. As noted by Kilkelly (2009), in L&D, the titles could include training manager, coordinator, trainer and course designer which are categorized into different roles of L&D. This is further grouped into those who report to CHRO or Head of HR or being an independent division. The different job titles in the L&D include;

L&D Manager.
L&D Officer.
L&D Coordinator.
L&D Consultant.
L&D Business Partner.
L&D Specialist.
Head of Learning and Development
Learning and Development Director

The different roles of the identified titles include;

L&D Consultant: To identify the training and development needs in an organisation. This is done by conducting a job analysis, appraisal schemes and regular consultation with management and HR departments

L&D Manager: To design and expand training and development programs (e-learning courses, career plans, and workshops) based on the organisation needs and all stakeholders involved such as vendors and consultants

L&D Director: Play an active role in establishing and executing different development strategies mapped in the entire business objective enhancing skills, knowledge and abilities of leaders and employees. Also, the L&D director ensures that all employees participate in the programs through high-quality content, delivery methods, tools and best practices. This is done through collaboration with senior management for appreciating organisation strategic vision and goals.

Head of Learning and Development: To ensure that the training activities are offering a return on investment to their organisation. This is also inclusive of ensuring successful monitoring and review of the trainees progress through delivery of questionnaires and holding discussions with all managers.

Technical Knowledge and Skills Essential for L&D Practitioners

In regard to the technical knowledge for effective L&D practitioners, they include;

Knowledge of Challenging different views

This is knowledge types that involve the capacity to challenge different views, approaches, assumptions and norms. All these are important to establish new knowledge and learning on new things by the L&D practitioner. This would also be inclusive of challenging their own practices and using new future practices informed by the need for change.

Role Model

An effective L&D practitioner must demonstrate the knowledge of guiding learners to solve different issues, being skilful in their roles and using different processes through a comprehensive learning process. Further, having appropriate knowledge of being a role model is an indication that they would put in place immense efforts to receive the best from their employees and drive their business successfully.

Curious

The knowledge of being curious to ensure that they are best positioned to improve active engagement in organisation operations. This is supported by Kooij et al. (2013) study that notes that curiosity ensures that the involved individuals in learning follow unique learning design, different learning and delivery approaches and ensuring consideration of all interests.

Further, considering the CIPD Report (2015), L&D practitioners must equally possess relevant skills which must guide their operations. These skills include;

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