Mrs.M.B.C.Awijethunga
WRITING ASSESSMENT
CONTINUING PROFESSIONAL DEVELOPMENT & ITS IMPACTS
1. INTRODUCTION
Growth and success in the ever-changing world of work is increasingly about individuals taking responsibility for their personal development. Our evolving culture requires that individuals be accountable for self-direction, to practice self-management of their own learning and to actively search for wider experience and opportunity. This does not take place in isolation. The self-development process should also bring direct benefit to the team in which the individual works and the organization as a whole. In that situation, its implies the requirement of Continuing Professional Development. It can be considered as the process of constantly updating personal skills and knowledge.
The assessments specifically focus on continuing professional development, importance for the professionals and particularly examining the impacts CPD for the organizations and their own development.
Authorities’ reports (Institute for Employment Studies – Tamkin et al, 1995; Industrial Relations Services, 1998; Income Data Services, 1999) highlight CPD as a major intervention that we can make into our own development.
1. WHAT IS CONTINUING PROFESSIONAL DEVELOPMENT
David Megginson and Vivien Whitaker (2007) described the Continuing Professional Development (CPD) is a process by which individuals take control of their own learning and development, by engaging in an on-going process of reflection and action.
Continuing Professional Development (CPD) is a combination of approaches, ideas and techniques that will help you maintain, improve and broaden your knowledge and skills and develop the personal qualities required in your professional lives.
Figure 1.1.1: Basic Contributions of the CPD
Continuing (or continuous) professional development has been
CONTINUING PROFESSIONAL DEVELOPMENT & ITS IMPACTS
1. INTRODUCTION
Growth and success in the ever-changing world of work is increasingly about individuals taking responsibility for their personal development. Our evolving culture requires that individuals be accountable for self-direction, to practice self-management of their own learning and to actively search for wider experience and opportunity. This does not take place in isolation. The self-development process should also bring direct benefit to the team in which the individual works and the organization as a whole. In that situation, its implies the requirement of Continuing Professional Development. It can be considered as the process of constantly updating personal skills and knowledge.
The assessments specifically focus on continuing professional development, importance for the professionals and particularly examining the impacts CPD for the organizations and their own development.
Authorities’ reports (Institute for Employment Studies – Tamkin et al, 1995; Industrial Relations Services, 1998; Income Data Services, 1999) highlight CPD as a major intervention that we can make into our own development.
1. WHAT IS CONTINUING PROFESSIONAL DEVELOPMENT
David Megginson and Vivien Whitaker (2007) described the Continuing Professional Development (CPD) is a process by which individuals take control of their own learning and development, by engaging in an on-going process of reflection and action.
Continuing Professional Development (CPD) is a combination of approaches, ideas and techniques that will help you maintain, improve and broaden your knowledge and skills and develop the personal qualities required in your professional lives.
Figure 1.1.1: Basic Contributions of the CPD
Continuing (or continuous) professional development has been
References: • Coen, A. (2004), “the Power of CPD Accountancy”, 134, pp. 114. • Friedman, A., Durkin, C. & Phillips, M. (2000). CPC: what are the true costs of continuing professional development? Continuing Professional Development, 3, 78-87 • Fowler, A • Gear, J, McIntosh, A & Squires, G (1994) “Informal learning in the professions” University of Hull, Department of Adult Education • Houle, C • Kennie, T.J.M. & Enemark, S. (1998). The growing importance of CPD. Continuing Professional Development, 1, 160-169. • Madden, C.A. & Mitchell, V.A. (1993).Professions, standards and competence: a survey of continuing education for the professions. University of Bristol, Department for Continuing Education. • Megginson D & Whitaker V (2007) “Continuing Professional Development” 2nd ed • Pepperell, N (1987) CPD: the art in action London, Royal Institute of British Architects • Rogers, E M & Shoemaker, F F (1971) Communicating innovation New York, Free Press • Sandelands, E (1998) "Emerging issues in continuing professional development," Continuing Professional Development 1 (2), 74-84 • SADLER-SMITH, E., ALLINSON C. W. and HAYES, J. (2000) Learning preferences and cognitive style: some implications for continuing professional development. Management Learning. Vol 31, No 2, pp239–256. • Taylor, N. (1996). Professionalism and monitoring CPD: Kafka revisited. Planning Practice and Research, 11(4), 379-389 • Zajkowski, M., Sampson, V • Higher Education Funding Council for England (HEFCE), 2010, About us: Glossary, available at http://www.hefce.ac.uk/aboutus/glossary/glossary.htm, updated 8 November 2010, accessed 14 February 2011. • • Northeast Texas Network Consortium (NTNC), 2002, Distance Learning CollegeGlossary.http://www.netnet.org/students/student%20glossary.htm, not avilable at this address, 3 February 2011.