Learning and Development Level 3
L&D Practitioners are 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 focus is often on the practical delivery of training. The L&D Practitioner will typically have expertise and competence in their specific field whether that be technical, vocational or behavioural (e.g. use of software, food preparation, working in teams).
Learning Mentor Level 3
Mentoring is – and has been for centuries – the foundation of vocational training and apprenticeships, yet this standard is the first formal recognition of this role. Nowadays, mentoring takes place in all parts of the Education and Training Sector (ETS) and staff-development contexts. LMs support learners of all ages, and all levels, to develop within a new work role. These learners may be, for example, apprentices, trainees or new recruits (ranging from young entrants, to new CEOs) in the workplace, or in any vocational learning environment.
Assessor Coach Level 4
The AC role has emerged within the Education and Training Sector (ETS), over the last 30 years, originally as a result of the implementation of vocational (competence-based) qualifications (notably NVQs) and formalised work-based education and training. The AC is a dual professional, using their up-to-date professional knowledge and skills to support vocational and professional development across the formal ETS as well as in any employer setting, and at any level. They may, for example, coach and assess apprentices, trainees or new recruits (ranging from young entrants to new CEOs) in the workplace, commensurate with their own level of experience and qualifications, as required by their employer or their sector.
Coaching Professional Level 5
Coaching is a way of treating people, a way of thinking and a way of being which is seen as vital to supporting individuals and organisations in increasingly volatile and ever-changing environments. The underlying and ever-present purpose of coaching is building the self-belief of others, regardless of the context, to be curious and self-aware, better equipping them to collaborate, innovate, deal with the increasing pace of change and get the best from increasingly diverse environments. Effective coaching is future focussed, releases potential, and enables transition, transformation and change for business improvement. Understanding self, commitment to self-development, managing the contract, building the relationship, enabling insight and learning, outcome and action orientation, use of models and techniques and evaluation are key overarching areas which feature within this occupational area
Looking to start your career? We have Apprenticeship opportunities that will help you get the skills and experience you need to become a valuable employee to any business. Apprenticeships are the SMART way to realise your potential! With our Learning and Development Apprenticeships you can:
- Earn a wage whilst you learn
- Gain a Nationally Recognised Qualification
- Work with Trainers with industry experience
- Take the next step in your career
“I have really enjoyed the past year completing my apprenticeship and learning about the hotel industry. I have learnt a lot in the past year – not just knowledge for my role but a lot about my own personality and my confidence has really built up. I look forward to working with my training advisor Tanya again on my next qualification and I am looking forward to progressing within my role at the Nadler.”
Nadler Hotel, Soho