Certified Learning & Development Professional [CLDP]

By the end of this course, participants will be able to:

• Understand the distinctions between learning, training, development, and education in a workplace context.
• Build alignment between L&D strategies and organizational goals.
• Conduct effective Training Needs Assessments (TNA) to identify skill gaps.
• Design and manage impactful L&D programs across various functional areas.
• Create engaging training content and use appropriate learning tools.
• Master facilitation techniques to drive learning engagement.
• Evaluate learning effectiveness and link it to business outcomes.
• Foster human potential through strategic L&D interventions.
• Develop and implement competency frameworks for role-based learning.
• Position L&D as a driver of performance, talent growth, and organizational development.

Contents:

Module-1: Learning, Training, Development & Education

• Concept of Learning
• Learning Curves: Concept & Practice
• Principle of Learning
• Benefits of Learning & Development
• Role of L&D in HR
• Difference between Learning & Training

Module-2: Learning & Development as Business Partner

• Concept of Business Partnering
  L&D life Cycle: Starts with Business Gap and ends up with Business Result
• Role of L&D Business Management
• Role of L&D in Skill Development
• Role of L7D in Performance Management
• Role of L&D in Organizational Excellence

Module-3: Training Need Assessment

• Distinguish between Organizational and Employee Training Needs
• Identifying Possible Areas in Which People Need Training
• Training Need Assessment Process
• TNA Form designing
• Data Collection Method for TNA
• Data Analysis and interpretation
• Finalizing TNA Report
• Transferring Training Need to Training Objective

Module-4: Managing Learning & Development in Organization

• Preparation of L&D budget
• Role of L&D professionals for In-house L&D initiatives
• Responsibilities & Tasks of in-house L&D professionals
• Logistics arrangement for Training
• Documentation in in-house L&D activities
• Reporting in in-house L&D activities

Module-5: Designing Training Content & Tools

• Preparing Training Contents
• Designing Module
• Design Training Material
• Design tools for Participants engagement

Module-6: Facilitation Skill

• Presentation Skill
• Public Speaking Skill
• Audience Management Skill
• Skill for dealing with difficult participants
• Participants engagement skill
• Example setting skill

Module-7: Impact Assessment & Calculation of ROI of Training

• Types of Training evaluation
• Kirkpatrick’s model of Training evaluation
• Impact Assessment in connection with Result Chain
• Concept & Practice of ROI of Training
• Model of ROI of Training
• Steps of ROI calculation
• Checklist for Cost – Benefit identification
• Method for conversion of qualitative improvement to monetary value

Module-8: Contribution of L&D Professionals in Human Development

• New Employee Orientation Techniques & Toolkits
• Management Development Program: Tools and Techniques
• Successor Development Program
• On the Job L&D
• Coaching & Mentoring for L&D

Module-9: Competency Framework for L&D Professional

9.1 Foundational Competencies:

• Personal Credibility
• People Psychology Competency
• Communication Competency

9.2 Functional Competencies

• Coaching Competencies
• Facilitation Competencies
• Development Competencies
• Analytical & Reporting Competencies

9.3 Resulting Competencies

• Business Competencies
• Impact Assessment Competencies
• Leadership Competencies

By the end of this course, participants will be able to:

• Differentiate the concepts of learning, training, education, and development.
• Act as a strategic L&D partner in organizational transformation.
• Execute a full-cycle Training Needs Assessment using data and insights.
• Design end-to-end L&D programs that align with performance goals.
• Develop learner-centric, visually engaging training content.
• Facilitate live or virtual sessions with energy, clarity, and impact.
• Measure learning outcomes using Kirkpatrick and ROI frameworks.
• Build initiatives that identify and nurture high-potential employees.
• Construct competency-based learning pathways and career maps.
• Report L&D outcomes to leadership using dashboards and analytics.

Target participants:

• Officer/ Manager in L&D Department
• Trainer
• HR Personnel
• Consultant
• Functional Head

Program Administration:

Total Hours: 60

Contact Hours: 16

Assessment Areas:

1. Clarity about Concept: Clear understanding about Learning & Development
2. Understanding Method/ Process: Different method and process of TNA, Facilitation, Evaluation
3. Capability to implement the learning: Capacity to apply L&D Program in the organization
4. Capability to transfer the learning: To make other people understand about Learning & Development
5. Capability to analyze the challenges & overcome those: Analyze and overcome the challenges for implementing Learning & Development initiatives in the organization

Pre-requisite: 2 years experience in L&D will be an added advantage

Pre course Activity:

1. Self Assessment
2. Self study of article and materials to clear the concept

Course Activity:

Dyration: 4 months

Post Course Activity:

Assignment, Awareness Presentation, Application Action Plan

Assessment Method:

• Post Course Examination
• Post Course Assignment & Presentation

• Instructional Design Proficiency
  • Ability to develop structured learning programs using adult learning principles.
• Strategic L&D Alignment
  • Skill to connect learning programs with business outcomes.
• Program Management
  •  Expertise in overseeing the learning lifecycle from design to delivery and evaluation.
• Content Creation Skills
  • Proficiency in using tools to create interactive, inclusive, and accessible learning materials.
• Facilitation & Delivery Mastery
  • Confidence in delivering engaging and outcome-oriented sessions.
• Learning Impact Analysis
  • Ability to measure, track, and report learning ROI and behavioral change.
• Talent Growth Strategy
  • Skill to create programs that unlock and accelerate employee potential.
• Consultative Communication
  • Influence stakeholders by presenting compelling L&D cases and results.