CIPD Level 3 Foundation Certificate in Learning & Development
We recommend the Level 3 Foundation Certificate in Learning and Development for those of you who:
- Want a solid and practical foundation in L&D skills
- Are early on in your L&D career or want to move into an L&D role
- Currently work in L&D but want to expand your knowledge, skills and credibility
Price: £1,850 (We do not charge VAT)
Length: 7 months.
Time commitment: 6 full day workshops + 2 virtual workshops over the course (around 1 month apart).
- Becoming an Effective Learning and Development Practitioner (3BEP)
- Learning and Development and the Organisation (3LDO)
- Evaluating learning and Development Activities (3ELD)
- Identifying Learning and Development Needs (3LDN)
- Designing Learning and Development Activities (3DES)
- Delivering Learning and Development Activities (3DEL)
We offer multiple start dates each year at various locations around the UK. Find your nearest CIPD Training Centre.
For more information about our L&D qualifications complete our enquiry form or call one of our Programme Advisors.
"All of the tutors I've had have been so supportive. Everything has just been very slick. "Edwina Emery
HR Manager - The Co-op
You’ll benefit from our proven blend of learning methods, including face-to-face group workshops with a clear workplace application facilitated by an experienced practitioner tutor. We’ll also give you comprehensive self-study materials including bespoke text books and electronic content with activities accessed on our virtual learning environment (VLE).
You will also receive a learner guide designed to support your study journey, and support from your tutor, both online and on the phone.
Our workshops are clearly focused on knowledge and skills you can take straight into your workplace. Your MOL tutor will encourage discussions that help you get the most from the material. We select knowledgeable L&D professionals to support and inspire you throughout the programme.
To successfully complete this qualification you’ll need to attend all the face-to-face workshops, log your progress, learning and development in your e-portfolio (electronic portfolio), take part in all the online collaborative activities, and successfully complete all assessment work.
We’ll assess you through short written assignments, practical skills demonstrations, and your e-portfolio, which logs your learner journey.
The programme has no exams, and your MOL tutor will be on hand to support you, online and over the phone, through your assessments.
Becoming an Effective Learning and Development Practitioner
There are many different learning and development (L&D) roles and to be effective in any of them L&D practitioners require a wide range of skills and knowledge. Along with the essential technical skills of identifying learning needs, designing and delivering L&D activities and evaluating L&D, practitioners also need to understand the organisations they work for, or with, and the learners they support. Employer surveys also tell us that key work skills and behaviours are equally important, particularly communication skills, work-management behaviours, and collaborative working behaviours. This unit enables learners to develop a deep understanding of the knowledge, skills and behaviours required by L&D practitioners, and the importance of continuing professional development (CPD). It requires learners to undertake a self-assessment against identified requirements and devise their own personal/ professional development plan, detailing and justifying activities to facilitate their development as an L&D practitioner. To complete the plan, learners will update it with the outcomes of activities and their reflections on the learning gained.
Learning and Development and the Organisation
To be effective, learning and development (L&D) practitioners must understand the organisations they work in or with, and the external factors which impact on those organisations. Without this understanding there is a danger that L&D activities may not be appropriate for the context in which they are delivered or may be unbalanced in terms of addressing both individual AND organisational needs and benefitting all parties. This unit enables learners to develop their understanding of organisations, the reasons they are established and the factors that differentiate them, and their operating environments. Having built a sound base of knowledge about organisations, the unit moves on to look at some different ways L&D is positioned and the typical services L&D provides. Finally, the unit assists learners to consider and evaluate the important question of how L&D can support the achievement of organisational goals.
Identifying Learning and Development Needs
For individuals and their organisations to respond to changing environments and exploit emerging opportunities they need to ensure the quality and currency of their skills, knowledge and capabilities. Taking a pro-active approach to identifying learning needs is a key part of this, and often the responsibility of the L&D practitioner. This unit supports the development of the skills required to undertake an effective identification of others’ learning needs. It begins with a consideration of why individual and group learning needs arise and why it is important for both organisations and individuals to be aware of them. The unit goes on to explore the types of information required for identifying L&D needs and different methods for collecting and analysing this information. Learners are required to apply their knowledge to the practical identification and prioritisation of individual or group needs, and to specify their findings in an appropriate format, along with any other identified factors which might impact on the learning solution
Designing Learning and Development Activities
The quality and success of L&D activity is largely determined by how well it is designed. This unit aims to develop the knowledge and skills required to become an effective designer of learning activity. The unit begins with an exploration of key factors and theories, including a consideration of individual learner differences, which underpin the design of L&D activities and the essential information needed by designers in order for learning to be made meaningful and relevant. The unit moves on to practical skills development requiring learners to accurately convert learning requirements information into clearly stated learning objectives and to select and sequence learning methods and content to addresses objectives and accommodate individual differences. Learners are also required to consider and include appropriate methods for monitoring and assessing learning and to select learning resources which will support their L&D activity. Finally learners are required to specify their L&D design in a recognised and useable format.
Delivering Learning and Development Activities
Being able to deliver learning activities in a way that gains learner confidence and engages learners is a crucial skill-set for all trainers. This unit takes learners through the essential stages of preparing for and delivering an inclusive and effective L&D activity for a group of learners. It begins with consideration of the practical preparations required to be credible as a trainer, including ensuring own readiness to deliver the activity and the availability of all resources and materials. The unit moves on to explore the concept of a positive learning climate and the range of steps that can be taken by a trainer towards creating and maintaining this. After reviewing a range of different training techniques, methods and resources, the unit requires learners to make effective use of a selection of these within the delivery of a group based L&D activity, ensuring it is both inclusive and addresses identified learning objectives.
Evaluating Learning and Development Activities
Evaluating L&D activities completes the training cycle and enables L&D practitioners and managers to ensure that activities meet intended objectives. Without evaluation, weaknesses in L&D activities are likely to be continued, opportunities for improvement missed and valuable time and resources may be wasted. This unit develops learners understanding of the reasons for evaluation and the different approaches that can be taken to evaluating L&D activities. Armed with this understanding, learners are required to determine criteria for evaluating a specific L&D activity and identify the related information to be collected. They will then learn about, design and apply tools for collecting the required information. Finally learners will develop their skills by analysing evaluation information and using different formats to present their findings and recommendations.
Our dedicated learner care agents are there to make sure that you’re OK, the course is going well and to gather feedback. Also, all of our expert tutors are there to help you. They won’t just be providing advice in the workshops- they are always on hand at other times when you need them.
A Comprehensive Course
All of your learning material is included. There’s no additional textbooks you need to buy or other reading we won’t make available to you. We provide a huge amount of online content so you can learn on the move and at a time that fits around your life. You will have to access study resources 24/7 via the Virtual Learning Environment (VLE).
We offer a higher number of workshops than most providers, they aren’t just an academic exercise. They’re about applying your CIPD knowledge to the real world of business. You’ll share information and ideas from real life, carry out activities based on true scenarios and begin to fully understand the difference between being CIPD qualified and being a skilled HR professional. The workshops take place in great city centre locations with easy access to town centre amenities and transport.
Our tutors are all experts in their field and will make sure that your workshop training really takes your understanding to the next level. They all have plenty of experience, working across multiple sectors in lots of different HR roles, which will provide the insight a budding L&D professional needs.
Jobs you could hold after completing your CIPD level 3 studies include:
- L&D Assistant
- L&D Coordinator
- L&D Administrator
You’ll attend six face-to-face group workshops with a break of four to six weeks between each. In these breaks you’ll stay in contact with your tutor and fellow learners via phone tutorials, webinars and the VLE. We’ve structured our programme and learning materials so you can learn on the go and in your own time.
Once you have the CIPD L3 qualification, you will then be able to build towards a strategic L&D role, progressing to the CIPD Level 7 qualification
Jobs you could hold after completing your CIPD level 7 study include:
- Head of L&D
- L&D Director
- Senior L&D Specialist
- L&D Consultant
- Training Consultant
If your company is looking to fund your training we can raise an invoice if you provide a purchase order with your application as MOL are a non for profit organisation we do not charge VAT.
We also provide interest-free payment plans if you want to fund your study yourself.
Advanced Learner Loan Funding
Eligible learners can fund over 50% of their learning using government advanced learner loans. Successful applicants won’t have to begin paying back the loan until they finish the course and earn over £21,000.
Associate Tutor Rachel Burnham
Associate Tutor Keri Brennan
Associate Tutor Karen Nesbitt
We are part of the largest not for profit learning enterprise of its kind. This means we reinvest our resources to help you the learner, rather than pay dividends to shareholders.