The Learning and Development Practitioner apprenticeship is designed to develop the professional standard required of people working as L&D Practitioners in organisations across the private, public and third sectors.

The Learning and Development Practitioner is typically involved with identifying learning/training needs, designing / sourcing training and learning solutions, delivering and evaluating training, and working with stakeholder / business area managers.

The role would work alongside colleagues who specialise in Human Resources (i.e. employee relations, reward, recruitment) often supported by an Learning and Development Administrator (more junior role) and reporting to the Learning and Development Manager.

Funding and bursaries

Students if you’re aged over 19 you may be eligible for free tuition depending on the course you want to study, your existing qualifications and your financial circumstances. For more information email or call 023 8087 4874.

Advanced Learner Loans are available for students who are aged 19 or over. Repayments do not begin until the course is completed and you are earning £25,000 or over. Eligible learners will be enrolling on a level 3 or above course and are a UK or EU national. For further information, visit

Entry requirements

A minimum of maths and English GCSE grade 4/C or equivalent or the ability to achieve a Level 2 functional skill.
You must achieve Level 2 English and maths prior to taking the final assessment.

Learners with an EHCP will be reviewed on an individual basis

What will I learn?

You’ll gain skills and knowledge in:

How to identify the technical expertise required for a business

Professional IT and communication skills

Commercial awareness

Designing, delivering and evaluating training and learning resources

How to work as part of an effective team

Work Experience

The apprenticeship is work experience based, so this will depend on the employment contract you agree to.


As part of the apprenticeship, you’ll learn:

Foundation level theories and models that underpin effective adult learning and group behaviour

How different learning delivery channels – face-to-face, blended or digital – contribute to effective learning

How to measure the impact of a learning intervention on delegates, eg L1/L2 Kirkpatrick, improvement in skills

How diversity and inclusion influences the planning and delivery of L&D interventions

The commercial context, drivers and process behind learning needs and solutions

The policies and processes required for effective organisation learning

How technology supports learning, including understanding of digital platforms / delivery channels

How to identify and analyse learning needs: establish team and individual capability and learning gaps, in line with organisational performance outcomes and to enable effective evaluation

Use sound questioning and active listening skills to understand requirements and establish root causes ie establishing that it really is a learning/training need, before developing L&D solutions

How to design, construct and structure training / learning resources to meet a variety of needs

How to develop materials and resources to support learning

How to monitor a learner’s progress and deliver motivational and developmental feedback

The effective use of coaching skills to enable learners to achieve

How to build evaluation mechanisms for learning outcomes including the use of quantitative and qualitative feedback where appropriate

How to communicate and influence through a range of media e.g. phone, face-to-face, online, adapting your style to your audience

Responsiveness and flexibility to changing business and learner needs

Personal resilience to manage competing priorities


You’ll be assessed by:

A professional discussion – this method has two components. You’ll need to complete a work-based project before progressing onto a 60 minute discussion based on it.

A presentation and Q&A based on your learning journal – 20 minute presentation, presenting key points from the learning journal followed by a 25 minute Q&A.
N.B. 20% of the training must be off the job training – details of the elements included in the 20% off the job training are available on request.

Career and Progression

Once you’ve completed this apprenticeship, you may be eligible to apply for associate membership of the Chartered Institute of Personnel and Development (CIPD) or other professional bodies.
You can also go on to further training, including the Higher Level 5 CIPD Learning and Development Diploma.
With these qualifications you will be able to progress onto a wide range of career options, including:




Internal quality assurer

Learning and development manager

Learning and development consultant

What our students say

Last year I did a rap/grime set as part of a label launch at The Talking Heads which was a mind-blowing and memorable experience. At Totton College the course is fluid so you can really tailor your learning; I’ve been able to combine performance with music tech.

Tomas Miller

Level 3 Music student at Totton College

Contact a tutor

023 80874 874

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