I’ve attended a focus group this afternoon, looking at CPD support for the profession. The focus group asked us what support we would like the CIPD to provide to members. We talked too about whether any learning should be mandated, what are the barriers to CPD, whether CPD should be recognised and what, if any, consequences should be if people just don’t bother. All good questions – but one that is being asked to an already engaged audience.
This is a soapbox moment for me. I get hugely frustrated with HR professionals who don’t seek to develop themselves. Our work, our context, our understanding about people, is constantly evolving. And so should we be. This isn’t the sort of profession where you can learn something on a course and it will still be working for you a decade later.
CPD should not be an optional extra. I still meet HR people (I deliberately didn’t use the word ‘professional’) who don’t do any learning. They almost take pride in the pile of unread magazines on their office table. To refuse to learn, is a form of arrogance.
I don’t buy ‘I don’t have time’. We all find time for the things we really want to do. That is why there are more people in the gym than the pub.
Whilst I am writing this from a conference, you don’t have to do that thing if it’s not your thing. Read books, blogs, journals, articles. Get on Twitter and follow some thought leaders, join a Twitter chat, lurk and learn. Listen to a podcast. Go to an employment law update, a local CIPD event, or just watch a Ted Talk. Just do something.
We have a responsibility to our profession and our organisations to continually learn, in order to be the best HR professional that we can be.
I’m not even sorry.