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CIPD in Learning & Talent Development

CIPD in Learning & Talent Development

1 Weeks
Professional Level
Certificate Included
Course Content

Available Events

Available Events
CityDatePriceStatus
ParisFrance
September 18, 2026
€4,600
Confirmed date
DubaiUnited Arab Emirates
September 25, 2026
€3,900
Confirmed date
IstanbulTurkey
September 27, 2026
€3,900
Confirmed date
GenevaSwitzerland
October 25, 2026
€4,600
Confirmed date
LisbonPortugal
November 9, 2026
€4,400
Confirmed date
TunisTunis
November 18, 2026
€3,900
Confirmed date
AmsterdamNetherlands
November 20, 2026
€4,600
Confirmed date

Course Information

Duration

1 Weeks

Category

HR Courses

Level

Professional Level

Certificate

Included

INTRODUCTION

Organizations require continuous learning and effective talent development to respond to changing markets, technologies, and workforce expectations. Learning professionals must therefore move beyond isolated training activities toward integrated capability and talent strategies. Effective practice begins with understanding organizational priorities, workforce needs, learner characteristics, and performance gaps. Development solutions must also be accessible, relevant, engaging, evidence-based, and connected with workplace application. This course presents a structured approach to managing learning and talent development across the employee lifecycle. Participants explore analysis, design, delivery, evaluation, succession, career development, and leadership pipeline practices. They examine how digital learning, coaching, mentoring, collaboration, and experiential methods support different development needs. Case studies and practical exercises connect professional principles with realistic workplace challenges and stakeholder expectations. The program provides a strong foundation for learning professionals seeking broader capability, talent, and organizational development responsibilities.

COURSE OBJECTIVES

Participants will achieve the following objectives by this course:

  • Understand the strategic contribution of learning and talent development to organizational performance.
  • Align learning priorities with business strategy and workforce capability requirements.
  • Conduct structured learning needs analysis across organizational, team, and individual levels.
  • Design inclusive learning solutions using appropriate instructional methods and delivery channels.
  • Facilitate engaging development experiences that support knowledge transfer and workplace application.
  • Develop talent strategies for succession, mobility, career growth, and leadership pipelines.
  • Apply coaching, mentoring, digital learning, and experiential development approaches effectively.
  • Evaluate learning effectiveness, behavioral change, performance improvement, and organizational impact.
  • Strengthen stakeholder consultation, project management, communication, and professional credibility.
  • Create actionable learning and talent development plans aligned with measurable outcomes.

TARGET AUDIENCE

This program targets a professional audience seeking to improve knowledge and skills:

  • Learning and development professionals responsible for organizational capability and employee development initiatives.
  • Talent management specialists overseeing succession, mobility, career pathways, and leadership pipelines.
  • Human resources managers integrating learning priorities with workforce and organizational strategies.
  • Training coordinators progressing toward broader advisory, design, and evaluation responsibilities.
  • Organizational development professionals supporting culture, performance, change, and capability building.
  • Human resources business partners advising leaders on talent and development priorities.
  • Line managers responsible for coaching, performance improvement, and team development.
  • Digital learning specialists designing accessible and engaging technology-enabled learning experiences.
  • Public sector professionals managing institutional learning and workforce development programs.
  • Consultants supporting learning strategy, talent development, and organizational effectiveness projects.

COURSE OUTLINE

Day 1: Strategic Learning and Talent Development Foundations

  • Understanding modern learning and talent development responsibilities.
  • Linking workforce capability with organizational strategy and performance.
  • Distinguishing learning, training, development, talent, and career management.
  • Identifying internal and external drivers affecting capability requirements.
  • Examining professional ethics and evidence-based learning practice.
  • Understanding stakeholder expectations and organizational learning priorities.
  • Assessing learning culture and development maturity.
  • Defining strategic outcomes for learning and talent initiatives.

Day 2: Learning Needs Analysis and Solution Design

  • Conducting organizational, team, role, and individual needs analysis.
  • Distinguishing knowledge, skill, behavior, motivation, and system gaps.
  • Gathering evidence through interviews, surveys, observations, and performance data.
  • Translating identified needs into measurable learning objectives.
  • Applying adult learning principles to development solution design.
  • Selecting classroom, virtual, digital, social, and experiential methods.
  • Designing inclusive and accessible learning experiences.
  • Preparing structured learning plans, content, activities, and resources.

Day 3: Learning Delivery and Digital Development

  • Creating engaging and psychologically safe learning environments.
  • Applying facilitation techniques for different learner groups.
  • Encouraging participation, reflection, collaboration, and practical application.
  • Using coaching and mentoring to support development.
  • Designing blended and digital learning journeys.
  • Managing learner resistance, confidence, and varied experience levels.
  • Supporting knowledge transfer and workplace reinforcement.
  • Evaluating facilitator effectiveness and learner experience.

Day 4: Talent Development and Career Management

  • Aligning talent development with critical roles and capabilities.
  • Identifying talent pools and high-potential employees fairly.
  • Designing career pathways and internal mobility opportunities.
  • Strengthening succession planning and leadership pipeline readiness.
  • Creating individual development plans linked with performance.
  • Applying stretch assignments, projects, coaching, and mentoring.
  • Supporting diverse talent and inclusive career progression.
  • Measuring talent development progress and organizational value.

Day 5: Evaluation, Impact, and Professional Action Planning

  • Defining evaluation measures before learning implementation.
  • Measuring participation, learning, application, behavior, and results.
  • Collecting qualitative and quantitative evidence of development impact.
  • Linking learning outcomes with performance and business indicators.
  • Communicating evaluation findings to organizational stakeholders.
  • Improving programs through feedback and evidence.
  • Developing a strategic learning and talent roadmap.
  • Presenting professional action plans and receiving structured feedback.

COURSE DURATION

Duration: 1 Weeks

This intensive five-day course combines expert instruction, practical exercises, learning design activities, facilitation practice, talent planning, case studies, digital learning discussions, evaluation methods, stakeholder analysis, and action planning to support immediate workplace application.

INSTRUCTOR INFORMATION

The course is delivered by an internationally certified expert with extensive practical and consulting experience in learning and development, talent management, instructional design, facilitation, coaching, succession planning, leadership development, and organizational capability building.

FREQUENTLY ASKED QUESTIONS

No, it supports professional development but does not replace official external assessment.

CONCLUSION

Effective learning and talent development strengthens capability, engagement, succession, adaptability, and organizational performance. This course enables participants to connect development initiatives with strategic workforce and business priorities. Participants gain practical methods for analysis, design, delivery, talent planning, and evaluation. They also strengthen their ability to work with stakeholders and demonstrate measurable organizational value. The program provides a strong foundation for professional growth and sustainable learning cultures.

CIPD in Learning & Talent Development

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