Understand the nature of organising and managing in a variety of contexts

Assignment Brief

Understanding the Context of L&D 5CLD

The purpose of this unit is to enable learners to know, understand and analyse a range of factors which form the context of learning and development (L&D) practice. These factors include those internal and external to any given organisation which have an influence on L&D policy and practice

By the end of the module you should be able to:

• Understand the nature of organising and managing in a variety of contexts
• Be able to analyse the key factors influencing achievement of strategic objectives in varying organisation contexts and their impact on L&D policies and practice.
• Understand how to develop L&D policies and activities to respond to and exploit the limitations and opportunities arising from varying contextual factors.

Support and Resources

• Found in the Assessment Centre Writing Your Assessment
• Submission and Word Count Guidance – Document found in Assessment Centre
• Harvard Referencing – Document found in Resources section of your course site
• Effective Report Writing – Document found in Resources section of your course site

Assessment and Unit Questions

• Contact your tutor via Connect and Communicate Suggested Reading
• Found in Unit Introduction

Summative Assessment Overview

One Summative Assessment required to complete to pass the unit Assessment 1 – Set of Slides & Policy document Number of Tasks – 2 Word Count – 3900 (+/- 10%)

Summative Assessment

Activity 1

You have been asked to prepare a slides presentation* lasting around 20 minutes on ‘The Context of L&D’. (wordcount 1950).

The presentation could be for new starters in your team or to other key stakeholders in your organisation. You should assume they will have less understanding of organisations and L&D than those with a longer experience of employment in an L&D role.

Activity 2

You are also required to draft an outline of a new L&D policy. In your draft, you should include: (wordcount 1950)

• The purpose and scope of the policy.
• Which practice areas will be covered under the policy.
• The process(es)to be adopted.
• Key stakeholders/people affected.
• Process for reviewing the policy

Sample Answer

Learning and Development (L&D) Policy

Purpose of the Policy

The purpose of this policy is to clearly outline how Learning and Development (L&D) will be managed and delivered across the organisation. The L&D policy supports employee development, ensures equal access to learning, and helps the organisation meet its strategic goals.

This policy aims to:

• Create a culture of continuous learning and development.

• Provide employees with the skills and knowledge to do their jobs effectively.

• Support future workforce needs by developing talent internally.

• Encourage employee engagement and retention through personal growth.

• Ensure learning is aligned with legal and ethical standards.

Scope of the Policy

This policy applies to:

• All employees, whether permanent, part-time, temporary or contracted.

• All types of learning: formal, informal, digital, on-the-job, or offsite training.

• All departments and functions within the organisation.

It covers:

• Onboarding and induction

• Job-specific technical training

• Compliance training

• Leadership and management development

• Digital learning and e-learning

• Career development and succession planning

Practice Areas Covered Under the Policy

a. Induction Training

• All new employees will attend a structured induction programme.

• Includes company values, policies, systems, health and safety, and job responsibilities.

b. Job-Specific Training

• Ensures employees have the necessary skills for their roles.

• Includes IT systems training, technical certifications, or customer service skills.

c. Compliance Training

• Mandatory learning to meet legal and regulatory requirements.

• Includes topics like GDPR, anti-bribery, health & safety, safeguarding, and equality & diversity.

d. Leadership and Management Development

• Aims to develop future leaders through coaching, mentoring, and tailored training programmes.

• Managers receive training on performance management, communication, and leading change.

e. Continuous Professional Development (CPD)

• Supports employees in keeping skills current.

• Includes seminars, webinars, qualifications, conferences, and self-directed learning.

f. Digital and Remote Learning

• E-learning platforms used to make training more accessible and flexible.

• Includes microlearning, videos, webinars, and mobile learning apps.