Push and Pull of Effective CPD

Push and Pull of Effective CPD

The drive to invest in continuing professional development (CPD) for organisations is often couched in terms of furthering the progress of both individuals and professions overall. The broader reality, however, is that there are a range of factors that help move these conversations forward that are at once, both external and internal in nature.

Push factors for professional development can come from outside your organisation.

Things like regulatory shifts, changes in client or consumer expectations or more tectonic shifts in industry techniques and practices and especially introduction of new technologies all apply pressure to an organisation. We have also seen shifts, or worse, breaches in social trust requiring renewed transparency to ensure the market is able to measure the qualification, integrity, and compliance of the profession.

Pull factors are often internal.

Organisational leadership might take advantage of opportunities for their members to be more productive, efficient or competitive. They may also perceive threats from competing industries either directly to their business and its workforce or more abstractly through the use of new technologies. It could also be a move by an Association looking to reengage with its sector by bringing new relevance and services to members, thereby increasing its reach and revenue base.

Once the march toward CPD for an organisation has begun, there are four essential questions to answer in order deliver the most effective outcomes for both an Association and its members:

 

Pros and Cons

How will the implementation of CPD benefit members and practitioners?

 

Quantification

How will the benefits be tracked and measured over time?

 

Framework

How do you define professional integrity and obligations with respect to governing and managing a professional Association to best service its members?

 

Analysis

Finally, how to not only analyse the success or completion rates of learning but what are the broader drivers for practitioners and members increasing competencies throughout their professional journey, why do they do it?

 

At the core of any move toward developing a CPD program lies an Association’s own objectives and obligations to its members and the community they serve. There are also obligations towards regulators, as well as allied and inter-dependent professions.

As such, answers to the questions above will vary widely but there are a number of approaches available to help, including the use of digital technologies to underpin, deliver and evaluate CPD training.

Research has suggested a range of variables can ensure a CPD program is both rewarding for individual practitioners and for an Association as a whole. Partnerships with training providers is just one of several pathways to this end.

Trust is one of the cornerstones of any professional relationship. The role of CPD to assist in strengthening the trust members have in their Association, clients have in their practitioners and practitioners have in themselves cannot be underestimated.

CPD frameworks with strong evaluation and benchmarking aspects help quantify those competencies that underpin trust whilst providing verifiable proof of the credentials on which confidence in our professions is based.

Pointsbuild’s online learning platforms enable Associations and other professional organisations to deliver online CPD to members and other stakeholders in a flexible, accessible format delivered via purpose-built technology at a manageable price point.

The benefits for organisations and members include new revenue generating streams, branded learning management systems and full compliance control with our Course Administration Platform (CAP) Service.

If you’re ready to understand more about the value of developing a CPD program for your organisation, contact us today.