ICS Learn CIPD Level 5 Developing Professional Practice in L&D (Q78-5LDP01)


You are asked to develop an electronic professional portfolio which includes the following sections that respond to the following four tasks;

Activity 1
 Write an evaluative summary which identifies at least three current practices trends and at least two emerging roles in L&D.
 With reference to the CIPD Profession Map and/or other appropriate framework, identify some of the key knowledge, skills and behaviours required by any L&D professional, irrespective of role.

Activity 2
With reference to a recent or current project which you have led (or been part of a project team):
 Provide evidence of using project and self-management techniques in the course 2.1 of the project.
 Explain how you applied techniques to analyse and resolve problems encountered during the project and how you used different methods to influence, persuade and negotiate with others.

Activity 3
Write a short account in which you:
 Explain and analyse the concept of group dynamics
 Discuss political behaviour in organisations and how it can impact on the achievement of organisation and L&D objectives

Activity 4
 Undertake a self-assessment against the L&D and behaviours sections of the CIPD Profession Map at Band 2 (or other appropriate framework) to identify your professional development needs.


The CIPD Map Professional Map: To get the best out of people, CIPD’s professional Map provides guidance on the kind of qualities which are important for a HR or L&D. There are 8 Behaviours, 10 Professional areas (2 core areas in the centre and 8 technical areas) and 4 Bands (Here each of the 10 professional competencies with the required behaviour at each Level/ Band is mentioned).FigureA1.1 – 1

Assessment Criteria 1.1

Current practices and trends in L&D

Current practices in L&D include Integrating L&D practices with organizations Business Strategy, Importance of measuring matrix, the effectiveness and evaluation methods. FigureA1.1 – 1

Effective evaluation of learning requires, understanding of learning needs in line with the broader L&D strategy and how L&D programs support the strategy from start to finish. The new measuring style as cited in CIPD Evaluating L&D (2016) – Speed to competency, Attrition rates, Employee engagement, External customer engagement etc. Refer- FigureA1.1- 4FigureA1.1- 5FigureA1.1- 6.

There are various trends in coaching and mentoring – Internal activities are most popular and expected to increase, formal programs will play a key role in L&D, A greater use of user generated content is expected, Use of technology – Virtual class rooms, webinars, mobile based learning, Apps, MOOCs ( Massive Open Online Courses), E-learning and Blended learning in larger organizations. FigureA1.1- 7

New Emerging Roles in L&D

We see a shift in direction of the roles and responsibility of L&D and these roles must be, Business and context savvy , Affecting and aligned to the needs of the business, Versatile and adaptive and Ubiquitous throughout the organization.

CIPD L&D: evolving roles, enhancing skills (2015) [PDF] FigureA.1- 8

Digital Learning Specialist as cited in CIPD Digital learning (2016), ‘Inclusive’ Definition: it includes the use of distributed technology products that don’t require the user’s computer to be connected to a network, for example, downloaded materials. An ‘exclusive’ definition would cover only learning delivered through the Internet or an intranet (which could be termed ‘online’ learning). e.g.: using a website, eBook’s, online lectures, webinars, podcasts or blogs, gaming technology to support learning, artificial intelligence, virtual reality. FigureA1.1- 9

Organizational Development Business Partner, Steward and Rogers: Developing people and Organization (a) has mentioned that the Primary function of L&D is to support an organization by responding to organizational development (OD) needs and becoming an enabler of performance to achieve strategic objectives, Flexibility and agility to position L&D as business partner and Focus on whole organizational needs than individual needs.

Assessment Criteria 1.2

The Key Knowledge, skills and behaviors required by L&D with examples

Behaviours – CIPD Professional Map: The behaviours describe in detail how a HR professional needs to carry out their activities. Contra indicators would illustrate the negative manifestations of the behaviors. There are 8 behaviours and they are described at four bands of the Professional CIPD Map.

The Knowledge level of an L&D Professional needs to know in each band are listed below in the Table image

CIPD professional Map, professional areas – See FigureA1.1 – 1

The 2 Key skills required by an L&D Professional are the core areas – “Insight, Strategy and Solutions” and “Leading HR” as shown inFigureA1.1 – 1. The other key skills required by an L&D professional are designing/ delivering the relevant solutions and developing learning strategic plans.  Three Key behaviours would be to be a Decisive Thinker, Skilled Influencer and Work Management Skills/ Driven to Deliver while being a Role Model. For example a decisive thinker would demonstrates the ability to analyse and understand data and information quickly, where as a Skilled influencer would have the ability to influence to gain the necessary commitment and support from diverse stakeholders in pursuit of organisation value.

Activity 2……………………………………………………………………………..Please contact us to receive guidance, support and tutorial services on this assessment in full

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