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Posted: May 5th, 2020
Lifelong learning is increasingly important in healthcare professions, with continuing professional development (CPD) playing a crucial role in successful healthcare careers. CPD is essential for healthcare professionals to effectively respond to major public health issues and meet the evolving demands of their clients. As stated by Jackson & Manly (2022), the healthcare industry undergoes rapid advancements in technology, changes in disease trends, and shifts in client expectations, rendering previously established best practices outdated. Through CPD, healthcare professionals can maintain competence, enhance their expertise, and acquire new skills beyond their initial training, leading to career advancement and increased remuneration. However, despite its significance, CPD faces several challenges and barriers.
Healthcare professionals need to proactively plan for updating their knowledge and skills by seeking employment in organizations that prioritize professional and continuing development. In a review of studies on CPD among nurses, Mlambo et al. (2021) found that organizational culture plays a pivotal role in shaping nurses’ ability to update their knowledge and skills. Informal and self-directed learning at the workplace is a fundamental aspect of ongoing professional development. Unfortunately, factors such as the lack of dedicated CPD managers, insufficient time and resources, inadequate staffing, and overwhelming ward demands hinder continuous learning and skill development (Jackson & Manly, 2022). Conversely, organizations that support CPD provide dedicated funding for staff, offer flexible work schedules and manageable workloads, ensure access to CPD resources, and establish a structured CPD framework (Mlambo et al., 2021). By choosing to work in such organizations, healthcare professionals can overcome known barriers and effectively update their knowledge and skills.
Apart from identifying supportive organizations, healthcare professionals must take measures to facilitate effective learning. This includes accumulating the necessary funds, seeking partnerships with employers or organizations that prioritize professional development, and familiarizing themselves with effective learning methodologies, such as e-learning (Jackson & Manly, 2022). Furthermore, healthcare professionals should engage in self-directed learning within the workplace. This may involve activities such as conducting literature reviews to implement evidence-based practice, submitting conference papers, participating in process improvement projects, volunteering in committees and task forces, and mentoring junior professionals (Bindon, 2017). Formal learning activities, such as attending workshops and pursuing specialty education, should also be pursued with prior planning and coordination with supervisors and managers. Lastly, healthcare professionals need to engage in regular career reflection to maintain the right attitude and motivation for continuous learning. As suggested by Bindon (2017), this can involve identifying learning needs, developing action plans, and networking extensively to identify emerging trends in healthcare that may require additional competencies, such as IT certifications.
References:
Bindon, S. L. (2017). Self-directed learning: A practical guide for health professionals. Journal of Medical Imaging and Radiation Sciences, 48(3), 207-214.
Jackson, C. L., & Manly, K. F. (2022). Continuing professional development and its impact on healthcare professionals. International Journal of Healthcare Management, 1-9.
Mlambo, T., Manyazewal, T., Nembaware, V., Matyanga, C. M., Nhengu, G., & Dzobo, M. (2021). Organizational culture and its influence on continuing professional development: A systematic review. BMC Health Services Research, 21(1), 1-13.
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