The success of a company is hinged on multiple factors and its employees are the most important ones. As corporations seek to achieve and maintain a competitive advantage, it’s essential that they know how to optimise the potential and leverage the strength of this valuable resource.
Nurturing the workforce and ensuring that they put their best foot forward to leverage the company’s success is in the good interest of the latter. But for employees to ace their work performances, they need to stay current in their fields and gain knowledge on a continuous basis that gives them ‘the edge’.
This is where the idea of CPD or Continuing Professional Development enters the fray. CPD, as we know, is a commitment by professionals (and organisations too) to continually update their skills and knowledge in order to remain competent in their field of work. For some fields (like Law and Medicine), CPD is a statutory requirement in most countries, while for others, it is not mandatory, yet of utmost importance.
CPD helps in ensuring that an employee establishes enough competence over the job. Undertaking CPD activities, combined with experiential learning, is a crucial activity for organisations to see that all-round skills and knowledge of their employees are up-to-date. Companies (especially dealing in Law, Accounts, Trading) need to get involved in CPD to maintain their licenses and to stay abreast about incumbent regulations. By fostering professional development of their employees, companies help them (the employees) in developing greater feelings of contentment at work and it is a definite way of driving business growth.
What does CPD hold for individual employees? For them, it means gaining knowledge to achieve career progression and enriching their vocational understanding. By learning and developing new skills, and being a part of continued development in the workplace inevitably helps individuals to enhance their performance, which means they are in a better position for promotion, responsibilities and, possibly even, a pay rise.
The onus of CPD lies as much on the employee to acquire it as it is on the company to provide it. Of course, individuals must attain their own CPD not just by taking the learning modules provided by the company as a part of the training programme, but also by working on their own towards building their individual cache of knowledge that can be used anytime, anywhere. This can happen best through interactions with co-workers and other people from the field, through both, informal and formal channels. I have written about ‘Cultivating a Continuous Learning Mindset for Continuing Professional Development’.
Companies need to be actively involved in their employees’ CPD because they can then chart these objectives with the larger goals of the organisation. The employees, meanwhile, feel that their CPD efforts have come to fruition leading to improved satisfaction, motivation and efficiency.
In the end, it is more or less a symbiotic relationship since CPD is all about a mutually beneficial arrangement for both -the company and the employee.
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Amit has played a key role in bringing an innovative approach to the traditional Learning Management System (LMS) and has been instrumental in putting UpsideLMS on the global map.With over two decades of work
experience across IT and eLearning, Amit has a wealth of knowledge and hands-on experience in start-up management, project management, technology solutions consulting, and technology solutions architecting and development. At UpsideLMS too, Amit continues to wear multiple hats as the key idea generator for UpsideLMS' tech-ops team, a Sales and Marketing orchestrator, a learning technology solutions consultant for his clients and prospects, a sounding board of ideas for his team of experts and a mentor for all the function heads. All product offerings birthed and led by Amit, be it the Learning Management System or the Mobile Learning Apps, have been disruptors in the eLearning industry and ahead of their times.
Amit is an active contributor to the company's blog and many eLearning forums. He has been profiled by Learning Solutions, a leading industry publication and the official online publication of the eLearning Guild, for its 'Leaders in the Limelight' series. He distils his expertise and experience into articles, which are regularly published in leading L&D and HR publications across the world.
Amit has spoken at various L&D events in the US, has co-hosted webinars alongside leading industry experts and has authored eBooks on Learning Management Systems. He has served as a judge for the Brandon Hall awards in 2002 and 2004. Amit holds a bachelor's degree in Computer Science (NIT–Kurukshetra) and a Masters in Business Administration (IIM – Lucknow).
Connect with him on LinkedIn.