• Home
• Study
• Study Information
• Modules
• Module Information

Learning and Development

Module description

This module teaches the topics that comprise the Learning and Development pathway for the Senior People Professional apprenticeship. Learning and development is about enhancing the skills and knowledge of workers so that both individual and organisational needs are fulfilled. Creating the right environment for individuals and organisations to learn is a fundamental objective of the HR function in organisations. Understanding current and future capability needs is essential for organisational success. The module develops your skills in learning design, delivery and learning transfer.

Module aims - intentions of the module

The aim of this module is to equip you with the knowledge and understanding (both theoretical and practical) to make a substantial contribution to the management of learning in contemporary organisations. On completion, you will be able to create and evaluate the strategic implementation of training and learning programmes, and with an understanding of how this contributes to meeting the future capability needs of the organisation. The module covers the evaluation of learning interventions, developing learning organisations, knowledge management, creation of a coaching and mentoring programmes, and the psychology of adult learning and motivation, with emphasis being on current developments in the field. You will be encouraged to think critically about research into different approaches to learning and development, and to evaluate the effectiveness of your organisation’s approach to learning. 

Intended Learning Outcomes (ILOs)

ILO: Module-specific skills

On successfully completing the module you will be able to...

• 1. Critically discuss theories and concepts of the value of learning, coaching and mentoring cultures (K17).
• 2. Assess theories of the psychology of learning, adult learning, and motivation, and how these integrate into an organisation’s learning approach (K18).
• 3. Identify learning design principles and methods, and how these align with learning strategy (K19).
• 4. Evaluate complex facilitation techniques and when to use them (K20).

ILO: Discipline-specific skills

On successfully completing the module you will be able to...

• 5. Select and apply appropriate theories and concepts to embed the value of learning, and to create a coaching and mentoring culture (S20).
• 6. Integrate adult learning and motivation theories to develop an organisation’s learning approach (S21).
• 7. Select and apply learning design principles and methods to meet organisational needs (S23, S22).

ILO: Personal and key skills

On successfully completing the module you will be able to...

• 8. Select and apply a range of consulting processes, styles and diagnostic tools appropriate to the role of the learning and development professional (S11, B6).

Syllabus plan

This module makes use of a variety of learning methods, with asynchronous activities provided through the virtual learning environment, supported by synchronous masterclasses and webinars. The material enables you to gain a broad understanding of contemporary theory and practice in the field of learning and development. The module will cover the following major topic areas:â?¯ 

• The changing context for learning and development 
• Major learning and development theories, including psychology of learning, adult learning and motivation 
• Different types and design of learning and development interventions, including facilitation techniques 
• Learning and development strategy and policy 
• Leadership and management development 
• Coaching and mentoring cultures
• Organisational learning approaches
• Knowledge management
• Critical perspectives on learning and development 
• Professional debates in the field of learning and development 

Learning activities and teaching methods (given in hours of study time)

Details of learning activities and teaching methods

Formative assessment

Summative assessment (% of credit)

Details of summative assessment

Details of re-assessment (where required by referral or deferral)

Indicative learning resources - Basic reading

• Beavers, K., Rea, A. & Hayden, D. (2019). Learning and Development Practice in the Workplace. 4^th Edition.  CIPD / Kogan Page. 
• Carbery, R. & Cross, C. (2015). Human Resource Development: A Concise Introduction.  Palgrave. 
• Collins, S. (2019). Neuroscience for Learning and Development. Kogan Page. 
• Gold, J., Holden, R., Iles, P., Stewart, J. & Beardwell, J. (2013). Human Resource Development: Theory and Practice. 2^nd Edition.  Palgrave. 
• Hislop, D., Bousa, R. & Helms, R. (2018). Knowledge Management in Organizations: A Critical Introduction. 4^th Edition.  Oxford University Press. 
• Holbeche, L. (2015). The Agile Organization: How to Build an Innovative, Sustainable and Resilient Business.  Kogan Page. 
• Kirkpatrick, D. & Kirkpatrick, J. (2006). Evaluating Training Programs: The Four Levels. 3^rd Edition. Berrett-Koehler. 
• Knowles, M. S., Holton, E. F., Swanson, R. A. & Robinson, P. A. (2020). The Adult Learner: The Definitive Classic in Adult Education and Human Resource Development. 9^th Edition. Routledge. 
• McGuire, D. (2014). Human Resource Development.  2^nd Edition.  Sage. 
• Megginson, D. & Whitaker, V. (2007). Continuing Professional Development.  2^nd Edition.  CIPD. 
• Nonaka, I. & Takeuchi, H. (1995). The Knowledge Creating Company.  Oxford University Press. 
• Page-Tickell, R. (2018). Learning and Development: A Practical Introduction.  Kogan Page. 
• Paine, N. (2019). Workplace Learning: How to Build a Culture of Continuous Employee Development.  Kogan Page. 
• Sadler-Smith, E. (2022). Human Resource Development: From Theory into Practice.  Sage. 
• Stanford, N. (2018). Organization Design: The Practitioners Guide. 3^rd Edition. Routledge. 
• Stewart, J. & Rogers, P. (2017). Studying Learning and Development: Context, Practice and Measurement.  CIPD. 

Key words search

Learning and development; psychology of learning; coaching and mentoring cultures; organisational learning