Keeping skills fresh with CPD
Many industries, including healthcare, accountancy and law, mandate that practitioners complete a set amount of continuing professional development (CPD) each year to retain their licences to work.
This helps to keep employee knowledge up to date and provides a structure for ongoing skills development. In fact, an astonishing five million professionals have to complete some form of CPD training each year—that’s 13 per cent of the UK’s workforce.
Given this significant need for CPD training, one would think employers are taking actions to implement programmes that will deliver the greatest return to both employees and their business as a whole.
However, a recent survey of 100 UK HR decision makers suggests there is still work to be done in this area, with 30 per cent of HR experts believing improvement is needed to better align L&D with business objectives.
With such a large number of employees engaged in training, it makes sense for employers to maximise business benefit from the activity by building skill sets that will help the business achieve its goals and motivate employees at the same time.
Structured workplace training and development has many benefits. These programmes fulfil CPD requirements and support employees in meeting these obligations, while also helping them to develop in their job and career.
Employers benefit as well. CPD contributes to employee upskilling, and accredited CPD training assures a quality standard. When rolling out a training programme across an enterprise, it is reassuring to know it is consistent and meets a recognised standard, as there is risk with all budget spend and business benefit has to be demonstrated.
Access to structured workplace training that helps professionals maintain their CPD record is also motivational in the workplace. It demonstrates an employer’s commitment to ongoing personal development and this can boost employee engagement and retention.
By providing these training programmes, HR and Learning and Development (L&D) departments can also ensure its workforce will develop the skills needed to move the business forward.
Speaking my language – a Growing Trend
More and more businesses are recognising that they have a development need in the area of language proficiency. With more organisations operating in multiple markets, the need for language proficiency has never been greater.
In an earlier study, 87 per cent of polled executives from the UK and Germany identified there is more than one critical language in use in their organisation. Yet almost two-thirds believed their employees need to improve language skills, demonstrating a clear gap to be filled.
As international trade continues to flourish, language training will become even more relevant and valuable. It brings many benefits to employees and businesses including improved communication with customers, suppliers and colleagues. It also builds employee confidence in communicating across language divides.
Amanda Rosewarne, Director of CPD Accreditation and Research says: “A CPD-led approach to language learning can improve an individual’s career prospects, provide greater work engagement, and create a wider scope of learning possibilities. Language learning will continue to become a cornerstone within organisations’ training budgets, as well as formally recognised CPD activities within regulatory environments.”
For international businesses with offices spread across the globe, the practicalities of maintaining an on-going language training programme can be a challenge. In this situation, digital-based CPD is ideal and the demand for CPD and training online is rising.
‘Digital CPD’ makes learning accessible and for HR and L&D departments rolling out training programmes to a global workforce, it is an attractive option.
For further information, Structured Learning in Business, a research report from Rosetta Stone and the CPD Standards Office is available here.
About the author
Panos Kraniotis is Regional Director, Europe at Rosetta Stone.