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Certified Learning & Development Professional (CLDP)

About Certification

GSDC's Global Accredited Certified Learning and Development Manager will give your Competencies which are highly useful in recruitment and selection, performance management and succession planning.

There is a remarkable relationship between effective training and guidance provided by line managers, supervisors and trainers and the levels of employee satisfaction, commitment and motivation.

The learning manager of the association has to realize how to recognize the need for the preparation, plan and compose the way toward preparing that will be most productive to meet the necessity.

The present L&D manager faces intense difficulties to get purchase in, demonstrate adequacy through preparing measurements.

Certification badge for L and D


The high-level learning objectives of the Certified Learning & Development Professional course are as below:
1. You will learn the Competency Iceberg Model for pinpointing skills and traits.
2. You will learn how to develop competency maps and behaviourally anchored rating systems to planned structured and scientific training in your organization.
3. You will have a deep understanding of the utilization of BARS for valid competency assessment.
4. You will be able to conduct competency-based TNA for accurate training scheduling.
5. You will be able to understand how HR Analytics can be used to validate competencies.
6. You will have an understanding of KASH and ASK models of competency.
7. You will learn how competency gaps are identified using 360-degree Feedback Technique and competency assessment centres and understand the effectiveness of the same.
8. Learn how to use Correlation Studies to evaluate training.
9. Learn how to create an Individual Development Plan and Developmental Calendar.
10. Learn how to create L&D metrics and get management to buy the training.


Target Audience


L&D Manager, Functional Consultants

Regional Training Managers

Senior Trainers, OD Managers, Lead Trainer & Coach

L&D Principals, L&D Heads

Training specialists, Freelancers, E-learning Specialist

Operation Managers, DGM-Training & Development

CFO, Corporate trainers, senior executive-training



Get hired easily.

Prove your expertise in the field.

Learn how to create an Individual Development Plan and Developmental Calendar.

Learn the key aspects of good design.



There is no such recommended experience required for getting this certification.

16 Hours of expert created video tutorials

Practical learning from industry experts

Certify your achievement

Advance your career

16 Hours of expert created video tutorials

Practical learning from industry experts

Certify your achievement

Advance your career



There will be Multiple Choice Questions exam of 40 marks.
You need to acquire 24+ marks to clear the exam.
If you fail, you can retake the exam after one day.
In case the participant does not score passing percentage then they will be granted a 2nd attempt at no additional cost. Re-examination can be taken up to 30 days from the date of the 1st exam attempt.


Sample Certificate


Exam Syllabus

1. Training, Development and Education:

  • Introduction
  • Objectives of Training
  • Areas of Training
  • Training Drawbacks
  • Benefits of Training
  • Need for Training
  • Types of Training
  • Training Risks
  • Difference between training, education & development
  • Role of T&D in HRD
2. Training Skills and Techniques:
  • Teaching Skills
  • Presentation Skills
  • Preparing to Teach
  • Develop and Deliver Concepts
  • Methods in Training
  • Training Delivery Methods
  • Criteria For Method Selection
  • Effective Learning and Teaching Methods
3. Learning and Learning Styles:
  • What is learning?
  • Learning Styles
  • The Three Representational Modes (TRiM)
  • Self, Met cognition, Cognition, Knowledge (SMCK)
  • Other Supporting Theories
  • Adult Learning
  • Principles of Training
  • Student Types
4. Training Policy:
  • Policy for Training
  • Good Policy Characteristics
  • Classification of Policies
  • Formulation of Policies
  • Factors Influencing Policy Determination
  • HR Training and Business Management
5. Training Need Assessment:
  • Training Content for Different Categories of Employees
  • Steps for Needs Assessment
6.Designing Training Plan:
  • Learning Objectives
  • Requirements of Learners
  • Steps for T&D Plans
  • Planning Implementation of Training Plan
  • Training Room Design
  • The Training Procedure
7. T&D Programs:
  • Introduction
  • Training at Professional Institutions
  • Workers Training Program
  • Supervisory Training & Development Programme
  • Training Aids
  • Training Media
8. Competency Based Training:
  • Competencies
  • Competency Profiling
  • Competency-Based HRM Models

9.New Employee Training:

  • New Hire Training
  • Purpose of Orientation
  • Goals of Orientation Programs
  • Types of Orientation
  • The Orientation 'Toolkit'
  • On The Job Training
10. Management Development:
  • Management Development Introduction
  • Requisites for Successful Management Development Program
  • Management Development Techniques
11. Mentoring and Coaching:
  • Coaching Employees
  • Activity-Mentoring Training
  • Workplace Mentoring
12. Computer Based Training:
  • Computer Aided Instruction
  • Computer-based Training
  • CBT Usage
  • Decision Process for CBT Viability
  • New Capabilities
  • Web-Based Training
  • FLEX
13. Evaluation of Training:
  • Concept
  • Need for Evaluation
  • Principles of Evaluation
  • Evaluation Design
  • Measuring Training Effectiveness/Impact
  • Evaluation Plan
  • Evaluation Types and Process
  • Warr's Framework of Evaluation
  • Kirkpatrick's Four Levels of Evaluation
  • Feedback and Assessment
  • Evaluating Training-staff Performance
  • ROI (Return on Investment) in Training
  • Cost Effectiveness
  • Justification on Investment
  • Evaluation of Management Training
  • General Observations
14. Effective Training and Development:
  • Effective T & D
  • Assessing Training Effectiveness
  • High Yield Training Checklist
  • Training for Performance
15.Train the Trainer:
  • Training & Development Specialist
  • Role of T&D Specialist
  • Skills of An Effective Trainer
16. Training for Diversity:
  • Introduction
  • Attitudes
  • Diversity Strategies
  • Best Practices

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