Learning and development essentials
How L&D connects to the business, how solutions get designed, and why learning so often fails to transfer back to the job.
Level 5 People Management · 10 assessment criteria
Learning outcome 1
Understand how learning and development connects with other areas of the organisation.
- AC1.1explore
Explore key themes and agendas that are currently shaping the provision of learning and development in organisations.
What that asks for: Look at it from more than one angle and follow where it leads. Breadth counts for more than a verdict here.
- AC1.2explain
Explain different ways learning and development connect with other areas of the organisation and support the achievement of business goals and objectives.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC1.3evaluate
Evaluate methods for identifying learning and development needs and requirements at different levels: organisation; team; individual.
What that asks for: Weigh it up and reach a judgement. Both sides, then a position — an answer with no verdict does not meet this.
Learning outcome 2
Understand the design of learning and development solutions.
- AC2.1discuss
Discuss different learning methods and how they can be blended to form engaging learning and development solutions.
What that asks for: Set out more than one view and show how they relate. A one-sided answer is the usual miss.
- AC2.2explain
Explain concepts of, and strategies for, supporting the transfer of learning to the workplace.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC2.3assess
Assess the importance of including evaluation and impact assessment at the design stage.
What that asks for: Judge the significance or extent of something. Close to evaluate, but the emphasis is on how much it matters.
Learning outcome 3
Understand the importance of facilitating learning in different contexts.
- AC3.1discuss
Discuss techniques for facilitating learning in groups and how these can be used to enhance learner engagement.
What that asks for: Set out more than one view and show how they relate. A one-sided answer is the usual miss.
- AC3.2evaluate
Evaluate how online facilitation differs from face-to-face facilitation for facilitators and learners.
What that asks for: Weigh it up and reach a judgement. Both sides, then a position — an answer with no verdict does not meet this.
Learning outcome 4
Understand the importance of alternative methods of learning for individuals and organisations.
- AC4.1assess
Assess the potential benefits and risks of informal and self-directed learning for individuals and organisations.
What that asks for: Judge the significance or extent of something. Close to evaluate, but the emphasis is on how much it matters.
- AC4.2recommend
Recommend steps that learning professionals can take to encourage informal learning in organisations and support individuals to manage their own learning.
What that asks for: Say what should be done, and why that rather than the alternatives.
Learning outcomes and assessment criteria are quoted from the CIPD CIPD Level 5 Associate Diploma in People Management qualification specification, version 2.6 (February 2026), © CIPD. MarkReady is not a CIPD approved centre and is not affiliated with or endorsed by the CIPD.
- 5CO01Organisational performance and culture in practice
- 5CO02Evidence-based practice
- 5CO03Professional behaviours and valuing people
- 5HR01Employment relationship management
- 5HR02Talent management and workforce planning
- 5HR03Reward for performance and contribution
- 5OS01Specialist employment law
- 5OS02Advances in digital learning and development
- 5OS04People management in an international context
- 5OS05Equality, diversity and inclusion
- 5OS06Leadership and management development
- 5OS07Wellbeing at work
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