Continuing Professional Development (CPD) is vital to the enhancement of standards and skills for individual professionals and their organizations. It entails keeping track of and recording the skills, knowledge, and experience which an employee gains through working, outside the prior training ( Torgerson et al ., 2017, p.26). The main impact of continuing professional development on organizational performance is that it nurtures highly skilled, motivated and dedicated employees who are very productive at work (Kennedy, 2014, p.689). An organization that has this kind of employees prides itself in remaining competitive and relevant in the market. According to Megginson, and Whitaker (2017, p.61), the effectiveness of an organization’s services to customers depending on how well the employees understand their profession. Therefore, continuous improvement of the professional skills and knowledge ensures that the employees offer meaningful contributions to the organization’s output.
This impact of CPD on organizational performance is essential in the ever-dynamic world. Every organization’s desire is to attract more clients to itself (Kennedy, 2014, p.688). This is only possible when the organization’s employees enhance their skills and knowledge to suit the professional demands of the clients. Employees who carry out continuous performance development are in good position to accordingly advise the organization concerning the most appropriate technology tools to use for effective service to the target customers ( Torgerson et al. , 2017, p. 21) . They can also propose the most suitable community service project that the company can engage in ( Megginson, & Whitaker, 2017, p. 56) . These collaborative efforts will, in turn, boost the organization’s image in the community. The employees approach their duties with enthusiasm because continuous improvement of skills eradicates boredom at work. Presence of a highly skilled, motivated and dedicated workforce, therefore benefits the organization due to increased productivity.
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References
Kennedy, A. (2014). Understanding continuing professional development: the need for theory to impact on policy and practice. Professional development in education , 40 (5), 688-697.
Megginson, D., & Whitaker, V. (2017). Continuing professional development .Kogan Page Publishers.
Torgerson, C., Nielsen, C. P., Gascoine, L., Filges, T., Moore, I. J., & Nielsen, B. C. V. (2017).A Systematic Review (SR) of the Effective Continuing Professional Development (CPD) Training of Welfare Professionals.
