| Entry Requirements |
Expand+Normally, applicants for entry to the Diploma in Professional Training Practice will be at least 21 years of age by 1 January of the year of application, AND hold a Leaving Certificate/FETAC level 5 qualification or equivalent. All applicants whose f...
Hide-Normally, applicants for entry to the Diploma in Professional Training Practice will be at least 21 years of age by 1 January of the year of application, AND hold a Leaving Certificate/FETAC level 5 qualification or equivalent. All applicants whose first language is not English must have attained IELTS Level 6 or the equivalent TOEFL score. This programme is open to those in employment, self-employed and those who are unemployed. Diploma programmes are offered subject to a minimum number of eligible applicants registering for the programme. Following completion of year 1 of this programme, should a sufficient number of eligible students not wish to progress form year 1 to year 2 of this programme as to make the year 2 viable, students will graduate with a certificate at that point. Programme viability is determined by reference to fee income and applicable costs in running the programme.
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| Course Content |
Expand+Overview
The Diploma in Learning and Development Practice, offered in partnership with the Irish Institute of Training and Development, aims to provide a structured and authentic learning opportunity for those wishing to acquire an academic and prac...
Hide-Overview
The Diploma in Learning and Development Practice, offered in partnership with the Irish Institute of Training and Development, aims to provide a structured and authentic learning opportunity for those wishing to acquire an academic and practical knowledge of the learning and development profession. In addition it aims to arm the student with a practical skill repertoire to give him/her standing within the learning and development profession as strategic business partner utilising impactful learning and development intervention. The Diploma in Learning and Development Practice is intended for those involved in learning and development in organisations and those self-employed within the private training provider industry, including those who currently are not in employment. It is also applicable to those who are entering the learning and development profession as well as those involved in the administration of training wishing to enhance their knowledge and skill set in this field.
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| Subjects Taught |
Expand+Throughout this programme the student will be guided through an academic grounding and practical skill development across the span of the learning and development specialist's role.
Students take modules to the value of 60 credits as follows:
Tho...
Hide-Throughout this programme the student will be guided through an academic grounding and practical skill development across the span of the learning and development specialist's role.
Students take modules to the value of 60 credits as follows:
Those exiting with modules AD1023, AD1024, AD1025, and AD1026 will be awarded a Certificate in Learning and Development Practice.
Year 1 Modules:
◾AD1023: Learning and Development in Organisations (5 credits)
- Defining Learning, Education, Training and HRD
- Why Learning & Development in Organisations?
- The Strategic Context of Learning & Development
- Relationships with HRM and Talent Management
- Learning & Development in different organisational contexts (MNC's, SME's, & NFP's)
- Gaining buy-in for the business impact of Learning and Development
- Stakeholders or Actors in the Learning & Development Process
- The Role of Learning & Development Specialists.
◾AD1024: Positioning Learning and Development in Organisations (10 credits)
- Linking Learning & Development to Business Strategy and Goals
- Translating Business Strategy into a Learning Strategy
- Learning & Development Mission Statements, Policies & Practices
- Defining Training Needs Analysis in the context of a Learning Strategy
- Sources of information about Learning & Development Needs
- Gap analysis and identifying appropriate learning opportunities
· Prioritising Learning & Development Needs with resource constraints
· Selecting the most appropriate Learning & Development Strategy
· Implementing Learning & Development Strategies
· Enhancing the Status and Reputation of Learning & Development.
◾AD1025: Designing Learning and Development Activities (10 credits)
- Designing Learning & Development - The Key Decisions
- Structured and Unstructured approaches to Learning and Development
- The process of learning; Learning styles and principles of adult learning
- Choosing Learning and Development methods - work-based, online, blended, alternative media etc.
- Training design factors - learning objectives, content, diversity in participants (culture, languages, physical and mental ability)
- Development of training materials and resources
- Structuring and sequencing materials to optimise learning
- Assessment strategies to capture learning/ transfer post training
- Delivery approaches and styles
- Creating authentic learning and participant engagement
- Location and creation of a learning environment
- Participation in Learning & Development - Motivation, Self-Confidence, Attitudes.
◾AD1026: Measuring Effectiveness of Learning and Development (5 credits)
- How can Learning & Development effectiveness be measured
- Lag and lead criteria to assess effectiveness
- Defining the process of evaluation and transfer of learning
- Types of learning and development evaluation - what can be evaluated
- Measuring and evaluating the intangible outcomes of learning and development
- Methods and criteria used in the evaluation and measurement of learning and development effectiveness
- Models and levels of evaluation e.g. Philips, Kirkpatrick etc.
- 'Return on Investment' (ROI) - The Challenges
- Communicating and Implementing outcomes from evaluation processes to bring about enhancement.
Year 2 Modules:
◾AD2011: Coaching and Mentoring in Organisations (10 credits)
Why Coaching and Mentoring as Learning & Development interventions
- Role of coaching and mentoring in an organisational context boundaries & relationships
- Coaching and Mentoring models
- Developing a coaching and mentoring policy
- Designing and establishing effective coaching and mentoring processes
- Developing team and individual coaching and mentoring plans
- Abilities and skill sets of effective coaches and mentors
- Supporting the coaching and mentoring process.
◾AD2012: IT and Social Media in Learning and Development (10 credits)
- The Contribution of IT & Social Media to Learning & Development
- The spectrum of Learning Management Systems
- Why technology driven learning and development?
- Choosing Software platforms for learning management (course bookings, communication with participants etc.) and delivery of learning and development (online or blended)
- The impact of social media on learning and development provision and quality
- Computer based learning, e-learning , e-assisted learning and webinars
- Social Media: Twitter, Facebook, LinkedIn, and blogging
- Designing effective Learning Management Systems
- The limitations of technology in learning and development.
◾AD2013: Contemporary Developments in Learning and Development (5 credits)
The content of this module is intended to evolve with trends in the field. The following content is representative of material covered within this module.
- The evolution of the learning and development specialist to be an OD Specialist
- The contribution of learning and development to knowledge management in organisations
- Cross cultural dimensions of learning and development
- Learning and development issues in multi-nationals
- Employability, talent development, and learning and development
- Diversity issues and learning and development
- The 'New Career' and learning and development challenges
- Ethics, CSR, Sustainability and Learning and Development.
◾AD2014: Becoming a Learning and Development Specialist (5 credits)
- Identity, Self-awareness and Emotional Intelligence of a Learning and Development Specialist
- Skills and competencies of an effective Learning and Development Specialist
- Developing learning and development delivery and facilitation skills
- Working effectively in cross-cultural environments
- Managing relationships with line managers and senior management
- Working with external providers and strategic partners
- CPD and the Learning and Development Specialist.
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