CIPD Advanced Diploma in Strategic Learning & Development (Level 7)

Duration

16-19 Months

Cost

£5,500 + VAT

Requirements

Level 5 or similar

Start Date

Any time

CIPD Advanced Diploma in Strategic Learning & Development (Level 7)

For senior L&D professionals shaping organisational capability and culture

This is the highest level CIPD qualification for Learning and Development professionals. It is designed for those who want to move beyond operational delivery into shaping strategic learning cultures, leading change and building long term organisational capability.

Over approximately 16-19 months, you will deepen your expertise across organisational design, leadership development, evidence-based practice and strategic learning design. The programme prepares you to operate confidently at senior levels and to progress toward Chartered CIPD membership.

Jump straight to the Modules
As a CIPD Platinum Training Centre, Crosby Management Training supports you to grow at a pace that fits around work and life. You will gain practical knowledge, develop professional behaviours and build the confidence to contribute meaningfully to your organisation’s people culture.

Why choose a CIPD Qualification?

Programme overview:

  • Duration: 16-19 Months
  • Start Date: Any time
  • Cost: £5,500 + VAT
  • CIPD Membership: Active membership is required. We provide guidance on joining.
  • Funding Options:

    The Standalone CIPD qualifications can be funded individually, or by the employer.

Who is it for:

L&D Managers, OD Consultants and Capability Leads.

Senior learning professionals who want to elevate their strategic influence, or experienced practitioners progressing from Level 5.

Organisations and consultants investing in strategic capability across L&D and OD functions.

Module Information

  • Core

About this unit

This unit extends understanding of the interaction between the commercial business environment and likely future developments in the world of work, employment and the management of people. It discusses the range of people practices that are growing in importance, including those relating to ethics and sustainability, technology, employee wellbeing, equality, diversity and inclusion.

What you will learn

You will focus on major ways in which leaders and managers working in people practice are responding to globalisation and its significance for work and employment. You will investigate the current and future thinking within organisations around technological developments and how new agendas are evolving. You will evaluate social, demographic and economic trends and how developments in public policy affect people practice. Effective leadership of change, innovation and creativity, including the key interrelationships between ethics, sustainability, diversity and wellbeing will be covered in this unit. Finally, you will critically analyse policy, practice and corporate social responsibility and the ways in which people professionals can apply and promote them for organisational productivity.

About this unit

This unit focuses on the ways in which people management professionals and the people management function in organisations create value and make a strategic contribution to the achievement of organisational objectives in different sectors and scenarios. It stresses the importance of evidence-based, outcomes-driven and principles-led practice in support of the core purposes of the people management profession.

What you will learn

You will understand and be able to explain the advantages and benefits of aligning people practice strategies with organisational objectives and learn about the ways in which organisations integrate people practice with culture, brand and values, including the evaluation of data sources aimed at shaping people practice. You will develop an understanding of contemporary strategic people practice in the core fields of resourcing, performance management, learning and development, reward management, employment relations, employee engagement and organisational design, as well as equality, diversity and inclusion. Understanding the role and influence of people professionals is a key part of your learning for this unit and you will debate the merits of the different and varied ways in which people practice is organised and structured in organisations. You will critically evaluate the practical and ethical challenges presented by data analytics and technological developments in people management work and be able to develop your thinking about how best to evaluate the work of people professionals. Finally, you will explore the different agendas and challenges faced by people management professionals in different sectors as well as internationally.

About this unit

This unit is about supporting successful workers and promoting effective and ethical behaviours to champion better work and working lives and develop business acumen. The theories and concepts that underpin this subject are essential for promoting inclusiveness and influencing others through fair and transparent behaviours. Through core skillsets such as influencing and decision-making, this unit will promote understanding of how actions and inclusive behaviour impact on ethics and the organisation.

What you will learn

You will critically assess different ethical standpoints in people practice and how ethical behaviour maintains high standards. You will consider business improvement in relation to working lives, evaluating the promotion of voice within organisations as well as the benefits and costs of collaborative methods, both internally and externally across a variety of business boundaries. You will learn how to achieve and maintain challenging business outcomes through an understanding of the business, and self-awareness and improvement to support your career progression. Additionally, you will justify the benefits of maintaining a passion for learning, evaluating the need for continuing professional development and the merits of evidence-based critical thinking. Finally, you will demonstrate behaviours associated with effective influencing and decision making as well as assessing the benefits of networking.

About this unit

This unit contains the components to enable a systematic approach to define, design and undertake a business research project in people practice. It focuses on developing ability to produce an integrated report based on evidence and to include own recommendations and critical reflection.

What you will learn

You will identify a people focused business issue and plan a business research project to address this and to add value to the organisation. A research aim and set of objectives will be determined to set the parameters of the study, with a critical review of relevant published literature to establish a set of research questions and to inform the project outcomes. You will learn how to write a research methodology that explains and justifies the research design, considers the potential limitations of this and how to address them, plus the ethical issues associated with your data collection. You will determine how to most effectively analyse and present your data, discussing the overall findings of the study and their implications for the organisation. From this you will draw conclusions and develop business focused recommendations, recognising the need to support these with an action plan for implementation along with a strategic cost benefit analysis to help present a persuasive business case. Finally, you will engage with critical reflection of the project completion, to identify how you could improve future project design and completion, as a part of your CPD.

  • Specialist

About this unit

This unit focuses on the principles of organisational design and development. It examines the impact of change on organisational forms and deliberates the process of change through which adaptations are made to the ways in which structure, process and people work; the success of each is dependent on each other. It also examines the impact of change on working lives and the strategies for engaging employees and wider stakeholders in successful implementation. The unit also encourages reflection on the personal skills, techniques and behaviour.

What you will learn

You will critically evaluate theory and concepts in relation to organisational design and development in order to understand the general principles and key issues that underpin them. You will examine the meaning and value of organisational design and development and review the rationale for and the complexity of organisational design, considering a range of organisational forms and discussing the contextual relevance of these within an environment demanding increasing flexibility and agility. You will also develop understanding of different methods and approaches to organisational development and how these align with organisational goals. Additionally, you will explore the role of people professionals in the creation of new organisational forms. Finally, you will examine responses and approaches to change, including strategies for employee engagement.

About this unit

This unit focuses on the distinction between leaders and managers, including how these roles adjust in different contexts. It considers the full range of development interventions to ensure effective impact and how to use learning analytics to capture robust measures that contribute to organisational success. It covers the importance of appraising the complexities of leadership and management development in an international context.

What you will learn

You will cover the differences between leadership and management in different contexts, evaluating the roles of leaders and managers and their typical knowledge, skills and behaviours. You will also critically discuss the merits of adopting strategic approaches to leadership and management development. Understanding of how learning needs analysis impacts programme design decisions and learning interventions will be developed as well as the importance of CPD for leaders and managers. You will compare metrics and evaluation models and how they can be applied, including the role of data and learning analytics to link leadership outcomes. Finally, you will understand how the development of international leaders and managers in a global context affects cultural and geographical boundaries, including issues faced by micro multinationals and SMEs operating globally.

About this unit

This unit focuses on the significance of learning design and delivery considering the organisational context and the needs to be addressed. It explores the theories and models of learning design, both traditional and contemporary, the range of delivery modes and the impact of the learning experience on the transfer of learning into the organisation. It considers the importance of analysing data from learning interventions resulting in meaningful and purposeful learning design.

What you will learn

You will critically analyse how organisational approaches to learning are impacted by different contexts and the external environment. You will discuss ways in which robust learning strategies and policies are developed and undertake critical analysis of organisational approaches to learning in external and internal contexts. You will evaluate methods through which learning data may be obtained and how it relates to learning needs. You will also critically discuss the differences between a learning gap and a development gap. The importance of design and delivery of learning and the requirements for differentiated approaches will be covered. Finally, you will review the role of impact measurement and how learning professionals develop awareness of impact cultures within organisations.

  • Optional

About this unit

This unit focuses on the principles of organisational design and development. It examines the impact of change on organisational forms and deliberates the process of change through which adaptations are made to the ways in which structure, process and people work; the success of each is dependent on each other. It also examines the impact of change on working lives and the strategies for engaging employees and wider stakeholders in successful implementation. The unit also encourages reflection on the personal skills, techniques and behaviour that support effective organisational design and development work.

What you will learn

You will critically evaluate theory and concepts in relation to organisational design and development in order to understand the general principles and key issues that underpin them. You will examine the meaning and value of organisational design and development and review the rationale for and the complexity of organisational design, considering a range of organisational forms and discussing the contextual relevance of these within an environment demanding increasing flexibility and agility. You will also develop understanding of different methods and approaches to organisational development and how these align with organisational goals. Additionally, you will explore the role of people professionals in the creation of new organisational forms. Finally, you will examine responses and approaches to change, including strategies for employee engagement.

About this unit

This unit focuses on the major principles that underpin employment law, the defences which are available to employers and the remedies that claimants seek when they bring their cases to court. It examines the more common issues relating to employment law which arise in organisations with a view to preparing a defence or helping to settle claims ahead of a hearing. Integral to this is the legal system, the main sources of law and the evolution of contemporary employment regulation in the UK.

What you will learn

You will develop a broad understanding of UK employment law and the legal framework for employment regulation in the UK. You will explain the major sources of employment law and its evolution, the role and function of the courts and other employment law institutions and the principles of law in the fields of precedent, vicarious liability and continuity of employment. You will cover the Equality Act and its application, including interpretation of the protected characteristics aimed at protecting workers from unlawful acts of discrimination. You will analyse the principles that underpin contracts of employment and debate the principles of wrongful, constructive and unfair dismissal. Finally, you will summarise the law in relation to health and safety at work and personal injury, the regulation of hours and wages, maternity and parental employment rights and the regulations relating to confidentiality at work.

About this unit

This unit considers the role of technology within learning and the use of technology-enabled content and platforms within organisations. It focuses on how data, learning analytics and artificial intelligence (AI) may be utilised by the learning and development function, while exploring the implementation of technological systems and considering the potential barriers to success.

What you will learn

You will review the diverse range of technologies within learning and development, including a variety of technological platforms. You will analyse how technology enhanced learning methods are used in assessing learning needs, designing, delivering, and evaluating learning. The impact of learning media will be reviewed along with evaluation of how organisations blend technological and non-technological approaches to learning. Additionally, you will discuss organisational barriers to learning technologies and how these can be mitigated. Finally, you will examine learning analytics and the role of AI in improving the effectiveness of learning provision, including the importance of data protection regulation.

About this unit

This unit explores strategic workplace equality, diversity and inclusion in terms of communication and training, addressing workplace behaviour and analysis of trends. It focuses on historical and the present-day role of trade unions and line managers in promoting a fair workplace culture key to managing workplace effectiveness. Through the lens of UK legislation, this unit also covers how strategic actions and decisions go beyond legal compliance as it focuses on the wellbeing and engagement of the workforce and the effects of inequality and segregation.

What you will learn

You will develop an understanding of the concept of equality, diversity and inclusion, discussing a range of visible and nonvisible dimensions that characterise the UK’s working population. Additionally, you will analyse key trends and the key changes that have shaped labour supply in recent decades. You will critically evaluate the concepts of vertical occupation and time segregation as well as examining a range of economic theories and data sources and provide evidence-based examples of disadvantage and inequality. Finally, you will cover equality, diversity and inclusion legislation, whilst examining the legal, moral and business cases for managing equality and diversity, and developing a culture of inclusion, considering the effectiveness of different approaches.

About this unit

There can be major challenges and complexities facing organisations when they become international in their scope and activities. Comparative people management practice varies from country to country, the reasons for this being partly institutional in nature and partly cultural. This unit explores how and why organisations trade and operate internationally, the different forms that international business operations take and some of the practical and ethical issues that international organisations face from a people management perspective.

What you will learn

You will analyse the different ways in which organisations operate, trade and expand overseas, discussing the ethical issues in the field of international management and employment. You will also learn about how and why people management practices vary between different countries and regions around the world. You will also focus on the staffing of international organisations, and in particular on the effective management of expatriate staff and the major alternative staffing strategies that international organisations follow. Finally, you will focus on the practicalities associated with managing people in an international context, specifically in the fields of performance management; equality, diversity and inclusion; reward management; communication and employee voice; talent management and development; and flexible working practice.

About this unit

This unit highlights the importance of wellbeing in the contemporary workplace to employer and employee outcomes. It provides learners with a comprehensive knowledge of the links between work, health and wellbeing, and an understanding of the social responsibilities of organisations, based on key theories in this area. The unit develops a critical understanding of how wellbeing initiatives can be created, supported, and integrated within people practices for strategic benefit and supports learners to engage with key critiques of the wellbeing agenda.

What you will learn

You will critically evaluate definitions of wellbeing and why this concept is important to employers and employees. You will review key theories relating to wellbeing at work and how organisations engage with it. You will develop an understanding of the links between work, health, wellbeing and people management practices and processes, examining individual and group factors that impact on wellbeing at work. You will also explore the link between wellbeing and employer outcomes, including how it improves performance and productivity. Additionally, you will learn about how organisational culture shapes wellbeing at work and the impact of wellbeing strategies, including the challenges that employers may encounter when individualising initiatives for employees.

What you will gain

  • Strategic capability to lead L&D and OD initiatives with confidence.
  • Deep insight into organisational design, leadership development and culture shaping.
  • Advanced skills in evidence-based practice and business focused learning design.
  • Stronger credibility when influencing senior stakeholders and executive teams.
  • Eligibility to progress toward Chartered CIPD membership.
  • A senior level qualification delivered through a CIPD Platinum Centre, supported by expert practitioners.

Next Step Begin your CIPD journey

Once you’ve completed the form a member of our programme team will contact you to discuss your goals and guide
you through enrolment options.

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