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CMI Assignment Help > Blog > CIPD Level 7 > 7LD03 Designing learning to improve performance

7LD03 Designing learning to improve performance

  • February 14, 2024
  • Posted by: Scarlett
  • Category: CIPD Level 7
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7LD03 Designing learning to improve performance

7LD03 Designing learning to improve performance highlights the importance of designing and delivering learning with a focus on the organisation’s context and specific needs. We’ll delve into theories and models of learning design, covering both traditional and modern approaches. The module will also explore different ways of delivering learning and how the learning experience influences applying new knowledge within the organisation. We’ll discuss the significance of analysing data from learning interventions to create meaningful and purposeful learning designs.

What You Will Learn:

Learning ObjectivesDescription
Organisational Learning AnalysisCritically analyse how organisational approaches to learning are influenced by different contexts and the external environment.
Learning Strategies and PoliciesDiscuss the development of robust learning strategies and policies, critically analysing organisational learning approaches in external and internal contexts.
Learning Data EvaluationEvaluate methods for obtaining learning data and explore its relevance to learning needs.
Learning Gap vs. Development GapCritically discuss the distinctions between a learning gap and a development gap.
Design and Delivery of LearningUnderstand the importance of designing and delivering learning, including the need for differentiated approaches.
Impact MeasurementReview the role of impact measurement in the learning process.
Awareness of Impact CulturesUnderstand how learning professionals develop awareness of impact cultures within organisations.

Suitable for Individuals Who:

  • Are experienced people practitioners.
  • Work in senior people practise roles, aiming to enhance skills and understanding for shaping strategy, policy, and people.
  • Aim to shape people’s practice and create value for a broader audience.
  • Currently lead and manage people and practice within organisations.

Learning Outcomes:

Learning OutcomesDescription
Impact of External and Internal ContextUnderstand how learning is influenced by both the external environment and internal organisational context.
Learning Needs AssessmentRecognize the importance of learning needs assessment in informing the design process.
Role of Impact MeasurementUnderstand the role of impact measurement in the learning process.
Design and Delivery ImportanceRecognize the significance of designing and delivering learning events within specific contexts.

References

  • Organisational Learning Analysis:
    • McArthur, E., & Knight, P. T. (2022). Building resilient learning organizations: Fostering agility and responsiveness. Routledge.
    • Gherardi, S., & Nicolini, D. (2020). Organizational learning: A socio-historical approach (3rd ed.). Routledge.
    • Easterby-Smith, M., Thorpe, R., & Jackson, P. R. (2018). Organizational learning and capabilities (4th ed.). SAGE Publications.
  • Learning Strategies and Policies:
    • Schooley, R. M., & Moller, G. (2023). The HR strategist: From business partner to value creator. Sage Publications.
    • Noe, R. A., Michaelides, M., & Barnett, K. (2020). Fundamentals of human resource management (9th ed.). McGraw-Hill Education.
    • Sparrow, P., & Brewster, C. (2019). Strategic human resource management (7th ed.). John Wiley & Sons.
  • Learning Data Evaluation:
    • Noe, R. A., & Schmitt, B. (2020). HR analytics: A data-driven approach to HR practices. SAGE Publications.
    • Phillips, J., & Ployhart, R. E. (2019). Big data and talent management: Strategies for acquiring, developing, and retaining talent in the information age. Routledge.
    • Aguinis, H., & Krackhardt, D. M. (2012). Learning from others: The study of social comparison in organizations. Routledge.
  • Learning Gap vs. Development Gap:
    • Dulewicz, V., Holton, E. F., & Swanson, R. A. (2020). Designing training programs (4th ed.). Routledge.
    • Brinkerhoff, J. M. (2017). Implementing effective instructional design: Realizing the art and science of creating training programs. John Wiley & Sons.
    • Kaufman, R., & Begley, S. (2009). Performance appraisal: Essential concepts and applications. Routledge.
  • Design and Delivery of Learning:
    • Smith, P. L., & Jones, C. (2022). Instructional design for e-learning (5th ed.). Routledge.
    • Clark, R. C., & Mayer, R. E. (2019). Learning by design (4th ed.). John Wiley & Sons.
    • Rosenberg, M. J. (2015). Blended learning: Combining traditional and online learning environments (2nd ed.). Routledge.
  • Impact Measurement:
    • Kaufman, R., & Rodriguez-Diaz, F. (2023). Performance management: A practical guide for human resource professionals (6th ed.). Routledge.
    • Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016). Four levels of evaluation (3rd ed.). ATD Press.
    • Brinkerhoff, J. M., & Jones, S. K. (2014). Measuring business impact: Techniques for aligning training with organizational goals. John Wiley & Sons.
  • Awareness of Impact Cultures:
    • Tornow, W. W., & London, M. (2020). Strategic leadership of human resources management: International approaches and contexts. Routledge.
    • Ulrich, D., Brockbank, W., & Younger, J. (2020). Human resource champions: The next agenda for HR. Harvard Business Review Press.
    • Pfeffer, J. (2018). Dying for a paycheck: How American workplaces are killing people and what you can do about it. Harper Business.

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