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5OS02 Advances in Digital Learning and Development explores the transformative influence of digital technologies in the field of education and professional growth. This course is designed to help learners understand and harness cutting-edge technologies to enhance the learning experience in various settings, from classrooms to corporate environments.
Table of Contents
What You’ll Learn
You’ll learn about the impact of technological advancements on learning and development design and delivery across time and how digital collaboration can influence learning and development design and delivery. This will include the dangers and difficulties that technology-based learning and development pose to businesses. You’ll also develop interesting digital learning content to fulfil specific goals and requirements. You’ll also compare and contrast systems for providing online and face-to-face learning and analyse the ramifications of each. Finally, you’ll evaluate the major abilities needed to promote online learning, taking your own personal development goals into account.
Who Are Suitable For This Unit?
As a separate study and an HR function, the unit examines concepts related to learning and development. As a result, persons with a strong academic background in either of the subjects are eligible to apply. The CIPD, on the other hand, provides free access to its courses on the proviso that students have the motivation to complete unit and course requirements. Therefore, individuals who want to work in HR or learn about L&D and People Management concepts and principles are the best candidates for the course.
Learning Outcomes
Participants in this course can expect to:
- Gain a comprehensive understanding of the latest advancements in digital learning.
- Develop skills to implement and manage digital learning environments.
- Critically analyze the effectiveness of various digital tools and methodologies.
- Create innovative digital content and learning experiences tailored to specific needs.
What are the requirements for entry?
Although there are no formal prerequisites for CIPD HR and L&D courses, having a basic understanding of either topic may make the learning process smoother. Individuals without an HR background, on the other hand, get access if they are at least 18 years old, oriented toward HR and L&D certification, and meet all learning outcomes for each unit. The final prerequisite for all CIPD courses is the financial ability to pay for each programme, including personal finance or sponsorship from an organisation.
What can we do to help?
We provide individualised support that is aligned with the learning objectives of each class. The variety of abilities and academic experience held by a large group of professionals specialised in tackling any subject contributes to the high quality of our services. Furthermore, our specialists provide round-the-clock help to ensure that our clients receive the vital guidance and assignment assistance they need to improve their grades and meet the CIPD’s learning criteria. Finally, as part of our after-sales structure, we provide unrivalled follow-up services to ensure that all clients have optimal experiences.
Resources
Beevers, K., Hayden, D. and Rea, A. (2019) Learning and development practice in the workplace. 4th ed. London: CIPD Kogan Page.
Clark, D. (2020) Artificial intelligence for learning: how to use AI to support employee development. London: Kogan Page.
Collins, S. (2019) Neuroscience for learning and development: how to apply neuroscience and psychology for improved learning and training. 2nd ed. London: CIPD Kogan Page.
Collins, S. and Lancaster, A. (2015) Webinars pocketbook. Alresford: Management Pocketbooks Ltd.
Huggett, C. (2017) Virtual training tools and templates: an action guide to live online learning. Alexandria, VA: ATD Press.
Lancaster, A. (2019) Driving performance through learning: develop employees through effective workplace learning. London: Kogan Page.
Loon, M. (2017) Designing and developing digital and blended learning solutions (ebook). London: CIPD Kogan Page.
Loon, M. (2016) Professional practice in learning and development: how to design and deliver plans for the workplace. London: Kogan Page.
Shepherd, C. (2012) Digital learning content: a designer’s guide. Morrisville, NC: Lulu Press.
Taylor, D.H. (2017) Learning technologies in the workplace: how to successfully implement learning technologies in organisations. London: Kogan Page.
Wheeler, S. (2019) Digital learning in organisations: help your workforce capitalise on technology. London: Kogan Page.
Hayden, D. (2020) Digital learning. Factsheet. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/knowledge/fundamentals/ people/development/digital-learningfactsheet
Overton, L. and Dixon, G. (2016) Preparing for the future of learning: a changing perspective for L&D leaders. InFocus report. London: Towards Maturity. Available at: www.cipd.co.uk/knowledge/strategy/develo pment/future-learning-leadershipperspectives
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