Continuous professional development

  • Neil Thompson
  • Jo Campling


Continuous professional development (CPD) is increasingly being recognised as an important part of working life. It is a concept that acknowledges the danger of getting stuck in a rut and failing to learn and develop. CPD is an essential element of modern management, based on principles of human resource management (Beardwell and Holden, 1994) which sees the staff of an organisation as its most important resource. This is closely linked to the Investors in People initiative in which employing organisations can receive accreditation for their commitment to staff development. The use of personal portfolios to chart personal and professional development is also becoming more popular. Increasingly, then, the value of CPD is being appreciated, although there sadly remain very many organisations who have yet to make a commitment to staff development. They remain oblivious to the problems that such an unenlightened approach can cause.


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Further reading

  1. Boud, D.J., Cohen, R. and Walker, D. (eds) (1993) Using Experience for Learning, Buckingham, Open University Press.Google Scholar
  2. Boud, D.J., Keogh, R. and Walker, D. (eds) (1985) Reflection: Turning Experience into Learning, London, Kogan Page.Google Scholar
  3. Thompson, N. (1995) Theory and Practice in Health and Social Welfare, Buckingham, Open University Press.Google Scholar
  4. Thompson, N. and Bates, J. (1995) ‘In-Service Training: Myth and Reality’, Curriculum 16 (1).Google Scholar

Copyright information

© Neil Thompson 1996

Authors and Affiliations

  • Neil Thompson
  • Jo Campling

There are no affiliations available

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