You want to be a Learning and Development Professional? Find out what knowledge, skills and behaviours you needs to adopt to be really good at it. This was prepared as part of my CIPD Intermediate Level 5 Diploma in Learning and Development.

1. Key knowledge, skills and behaviours required by the
L&D professional
Activity 1.2 – Irina Ketkin

2. AGENDA
2
WHY
THIS SECTION COVERS: Why should L&D respond and adapt to stay relevant?
WHAT
THIS SECTION COVERS:
What are the required skills, knowledge and
behaviours?
HOW
THIS SECTION COVERS:
What are the capability gaps and how to
breach them?

3. WHY
3
What does L&D bring to the table and why should organisations invest in it?
Attrition rates reduced by
14%
(9%)
(CIPD, 2015)
Staff engagement
improved by
21%
(17%)
(CIPD, 2015)
Revenue increased by
21%
(10%)
(CIPD, 2015)
And on top of that:
• 72% improved productivity (28%)
• 65% improving the application of learning
at work (21%)
• 62% faster response to changing business
conditions (24%)
(CIPD, 2015)
Learning and development activities
make a major contribution to the
successful attainment of the
organization’s objectives and investment
in it benefits all the stakeholders of the
organization.
(Armstrong and Taylor, 2014)
Top learning
organisations show
(compared to average):

4. WHY
4
What does that mean?
1.
Organisations that implement
technology-enabled learning strategy
show considerably stronger
performance results
2.
If an organisation does not
have a strategic partner in the
face of L&D it is less likely to
be successful.

5. WHAT
5
What does L&D need to do to stay relevant?
Align L&D strategy to business
and learner needs
Understand the diverse needs
of the organisation
What L&D need to do to respond and adapt to stay
relevant and help organisations navigate changes
Have a clear vision
and purpose
Move to a
performance
consulting
model
Limited resources
deployed
innovatively for
maximum impact
Being able to diagnose
problems
Develop/curate the
right solutions

6. WHAT
6
What are the specific skills required to fulfil the increasing demand of the organisation and the learner?
Aligning the strategies and understanding the
organisation requires an enhancement of L&D skills
and capabilities
L&D requires an enhanced business
and commercial understanding
L&D requires a relevant content
curation
L&D requires stepping into the role
of a performance consultant
L&D requires a better analytical
capability
L&D requires a better technological
ability

7. WHAT
7
Key behaviours for the L&D professional
According to CIPD’s Profession Map
(2015), there are 8 key behaviours
that the L&D professional needs to
carry out their day-to-day and
strategic responsibilities.

8. WHAT
8
Knowledge: what the L&D professional needs to know according to the CIPD
VALUE AND IMPACT FROM
LEARNING AND ROI
LEARNING APPROACHES
TRAINING NEEDS ANALYSIS
LERNING THEORIES
DELIVERY CHANNELS
THIRD PARTIES AND VENDORS
FACILITATION
DIVERSITY AND INCLUSION

9. WHAT
9
What are the activities the L&D professional needs to do in addition to core activities according to the CIPD
LEADERSHIP
DEVELOPMENT
TALENT
MANAGEMENT
EVALUATING
LEARNING IMPACT
DESIGN SOLUTIONS DELIVERY
DEVELOP LEARNING
STRATEGY AND
PLANS

10. HOW
10
What are the challenges and solutions in achieving these capabilities?
CHALLENGES
VALUE
RELATIONSHIP
Making a visible difference and enhancing performance will add to L&D’s
credibility and therefore raise its profile. However, there are a number of
challenges:
• building trusting and effective relationships with stakeholders to enable
it to influence at a strategic level,
• adding value and measuring performance outcomes rather than merely
delivering activities.
SOLUTIONS
CONSULTANT
INVOLVEMENT
Adding value is vital to how L&D is seen and positioned in an
organisation;
• L&D must be involved in business issues and discussions from the
outset rather than after decisions have been made.
• There’s a shift in the role of L&D, moving from a training service to a
strategic consultancy

11. THANK YOU

12. REFERENCES
12
Chartered Institute of Personnel and Development, (2015). L&D: Evolving roles, enhancing skills. [online]
London: Chartered Institute of Personnel and Development, Available at:
http://www.cipd.co.uk/binaries/l-d-evolving-roles-enhancing-skills_2015.pdf [Accessed 20 Jan. 2016].
The CIPD Profession Map. (2015). 1st ed. [ebook] London: Chartered Institute of Personnel and Development.
Available at: http://www.cipd.co.uk/binaries/the-cipd-profession-map_2015.pdf [Accessed 15 Jan. 2016].
Stewart, J. and Rogers, P. (2012). Developing people and organisations. London: Chartered Institute of
Personnel and Development.
Towards Maturity Community Interest Company, (2015). Towards Maturity - Embracing Change: Fast Facts.
[online] Available at: http://towardsmaturity.org/article/2015/11/05/embracing-change-fast-facts/
[Accessed 17 Jan. 2016].