CPD and Its Core Concepts in Human Resource Management in Healthcare

This presentation discusses CPD and its core concepts in human resource management in healthcare. It covers the differences between training and development, determining individual mandatory training and development needs, benefits and main principles of CPD, relevance of CPD, constraints of CPD, evaluation of own role and training of worker and CPD plan, facilitating CPD and connection to institutional development.

UNIT 29- HUMAN RESOURCE
MANAGEMENT IN HEALTH CARE
TASK 2

TABLE OF CONTENT
 Introduction
 Main body
 What is CPD and its core concepts
 Differences between training & development and Determining individual mandatory training and development needs
 Benefits and Main principles of CPD
 Relevance of CPD
 Constraints of CPD
 Evaluation of own role and training of worker and CPD plan
 Facilitating CPD and connection to institutional development
 Conclusion


What is CPD and its core concepts
 Continuing professional development is defined as set of methods, techniques and effective ways that may help to
grow individual candidate continually and support in their development whether it related to personal or
professional. There are several forms of CPD concepts may exist in the world.
 Work based learning
 Formal education
 Professional activity
 Self-directed learning
 Off and on job training

Differences between training & development
 Training and development are the two terms that related to worker’s growth.
 Training is described as act of learning common competencies and knowledge that essential for a specific job or vacancy.
 While development is defined as procedure of candidate’s improvement, which made them capable to gain current as well as further career
opportunities in excellent way.
 Human resource management may work for development of their employees to made them enable to gain excellent competence and advance
knowledge.
 Training may use in term of programs and development utilize as procedure, both help in effective manner.

Determining individual mandatory training and development
needs
 Within NHS, HRM may accountable to consider mandatory needs of workers related to training & development
and that is good understanding of team building and way to apply varied leadership concepts.
 Health and safety, fire safety, better comprehending about safe guarding, manual handling and workplace
communication and coordination, are those mandatory needs that individual may attempt to fulfill with the help of
training and development approaches such as workshop at workplace.
 Internal training is the best for candidates through which they may obtain several benefits for long run which is
beneficial and essential.

Benefits of CPD
 The best advantages that individual employee within NHS by taking part in continuing professional development
may grab is that it enables them to maintain and enhance their knowledge level regarding particular role or concept.
 It helps to strengthen workforce and enable them to deal with current as well as further challenges that company
may face.
 It supports to maintain and enhance knowledge as well as require competencies among individual to deliver quality
services related to health care.
 It permits employees to make themselves up to date with emerging and changing trends within the world of
business.

Main principles of CPD
 There are five types of continuing professional development principles may accessible that human resource
management within organization may take into their consideration.
 According to its first principle, everyone is accountable and be able to support workers.
 As per the second one, employer may conduct those practices that provide benefits to them as well as candidates.
 It contributes to enhance the service delivery quality as stated in third principle of CPD.
 According to fourth and fifth principle of continuing professional development HRM may be balance and tack
relevant action to each personal area of employment.
 Be practical to record everything and show impact on employee’s area of practice.

Relevance of CPD
 Continuing professional development may play vital role in life of individual candidate.
 It is important for them because of several reasons such as assure that they may continue to be productive and competitive in their
profession.
 It is a kind on ongoing procedure that drive attention of people towards development of excellent things in term of skills.
 It is significance for everyone especially NHS people in term of consuming less time to enhance or develop key competencies.
 It allows individual to grow rapidly and effectively than last few years or months.

Constraints of CPD
 Along with key benefits continuing professional development term may encompass some drawbacks that may put
negative impact on development and improvement of worker’s skills.
 For example, it consists of too much theoretical concepts instead of practical that people less prefer to consider.
 Lack of high quality external facilitation is the worst thing or issue that human resource department may effort to
deal with CPD.
 It may put a lot of pressure on candidates to complete their task to improve skills or develop these, which is not
acceptable.

Evaluation of own role and training of worker
 In term of strength, I am capable to communicate with other, but unable to take better decision.
 Training of staff is important and beneficial too, but complicate in term of choosing which one is better than
existing.
 Lack of coordination is the main reason behind overall conflict.

CPD plan to improve own and staff training and development-
Improvement areas Approaches Time frame
Decision making I would take suggestion from my
seniors and experience holder, how
may enable me to take better action
and decision according to situation.
15 days
Lack of coordination Team work is the best approach that I
will take into my consideration to
improve working environment and
coordination between everyone.
30 days

Facilitating CPD and connection to institutional development
 Human resource management may facilitate continuing professional development me develop effective plan
according to requirement.
 Institutional development is a similar process that also facilitate individual to grow.

Conclusion
 On the basis of above discussion, it has been concluded that by developing effective continuous professional
development plan, human resource manager has builds strong workforce at workplace that has reduced employee
turnover.

References
 Gottlieb, M. and et.al., 2020. Rethinking the approach to continuing professional development conferences in the
era of COVID-19. Journal of Continuing Education in the Health Professions. 40(3). pp.187-191.
 Spilker, M., Prinsen, F. and Kalz, M., 2020. Valuing technology-enhanced academic conferences for continuing
professional development. A systematic literature review. Professional development in education. 46(3). pp.482-
499.