If there’s one thing we’re certain of, it’s that many current CPD systems are outdated. Not just that, they’re hard to use and fail to truly engage professionals. Rather than adding value, they often become a tick-box exercise where employees simply complete training to meet requirements, rather than for real development.
It’s this approach that misses the mark by focusing on the wrong things – like time spent in training or attendance, instead of on the actual skills gained and applied. Because of this, CPD tends to be viewed as a bureaucratic chore, which doesn’t do much to help professionals grow in their careers.
Understanding the Differences
Many CPD systems tend to concentrate on what’s easiest to track, like attendance, hours spent or completion of tests. Whilst these metrics are easy to measure, they don’t necessarily reflect meaningful professional development. This kind of tracking often leads to a surface-level approach to learning, where ticking off hours is favoured over genuine skill-building.
Instead, CPD tracking should focus on what really counts – how knowledge is applied in the workplace and the impact of learning in real-world situations.
By shifting focus from just tracking inputs to evaluating practical outcomes, businesses can make sure professional growth is truly happening. This will lead to more effective and engaged employees.
Rigid vs. Flexible Approaches to CPD
In some professions, CPD guidelines are incredibly rigid. There can be strict rules in place on what counts towards professional development. Others are far more relaxed, simply requiring a set number of hours without offering much direction on what kind of learning should take place.
Both of these approaches can be limiting. Without personalisation or the option for on-the-job learning, professionals could miss out on meaningful development. This can lead to disengagement and feelings that CPD is just a box to tick.
CPD should aim for a balance between prescribed areas of learning and individual goals. This lets professionals concentrate on what’s most relevant to their role, whilst still meeting industry standards. A mixture of structured guidance and personalisation makes professional development both practical and impactful. This helps individuals grow in their careers and apply what they’ve learned in real-world situations.
Why We Need Better Systems
Many CPD frameworks put too much emphasis on formal learning. This includes attending courses or passing exams. Unfortunately, there’s an overlook on the importance of informal, on-the-job experiences. These real-world experiences often lead to deeper learning and are more relevant to day-to-day professional growth. When CPD only measures formal activities, it misses the opportunity to capture the most valuable aspects of development – how skills are applied in the workplace.
Better-designed CPD systems, like those provided by us, can use technology to track not just attendance but also actual growth and practical skill application.
By combining formal learning with on-the-job experiences, these systems offer a more complete picture of professional development. This makes sure CPD isn’t just a requirement to be met but a tool for real progress.
Now is the time to move beyond outdated CPD systems that focus on ticking boxes and tracking attendance. To truly support professional growth, organisations need systems that measure real development.
At Tahdah, our CPD tracking software can become a valuable tool for your organisation. If you’re ready to make the shift, get in touch with us today and see how our technology can transform your CPD processes.
