CPD Hours in the Workplace - Have They Passed Their Sell By Date?

With over two decades in Learning & Development (L&D) consultancy, I’ve witnessed the evolution of workplace learning first hand. Since 1999, I’ve worked across organisations that have praised Continuing Professinal Development (CPD) hours as a gold standard for professional growth but I’ve also seen first hand how rigid CPD structures can frustrate employees.

More recently, during my current feasibility study on implementing a one source of truth LMS/LXP, CPD hours have been a recurring point of debate. Colleagues have asked, “Do we even need CPD hours anymore?” while vendors present arguments both for and against their value. It’s clear to me that the workplace learning landscape is changing, but the question remains, 'is CPD still fit for purpose?', or 'do our people want something different?'.

The Traditional CPD Model

Is It Still Relevant?
CPD hours were originally designed to ensure ongoing professional competence, particularly in regulated industries (CIPD, 2023). However, modern learning habits challenge the idea that hours spent learning automatically equate to knowledge gained. A 2022 LinkedIn Workplace Learning Report found that 68% of employees prefer learning that is self directed, flexible and embedded in their daily work (LinkedIn Learning, 2022).

When I challenge vendors on this point, I hear mixed responses. Some argue that structured CPD provides credibility and consistency, while others highlight that employees increasingly demand learning experiences that feel meaningful and practical rather than simply time-based.

Do Employees Want CPD Hours?

It depends. DISA/DiSC behavioural profiling (Persson, 2001) sheds light on different behavioural & personality preferences:

D (Dominant): Results driven individuals may value CPD if it leads to a promotion or measurable career advancement.

I (Influencial): Social learners thrive when CPD includes interactive elements like peer discussions or networking.

S (Steadfast): People who prefer stability often appreciate CPD hours as a structured, predictable way to track progress.

A (Analytical): Detail oriented employees may engage more when CPD is clearly linked to performance data or industry benchmarks.

The takeaway? Employees don’t necessarily reject CPD itself, but they want it to feel relevant, engaging, and valuable to their careers.

What Do Employees Expect Instead?

Through my feasibility study, I’ve seen an increasing demand for new CPD formats that go beyond traditional time based models. Current learning trends point to four major shifts:

1. Gamification & Microlearning

76% of employees say gamification makes learning more engaging (TalentLMS, 2023).

Short, interactive learning experiences boost knowledge retention and prevent CPD from feeling like a chore.

2. Certification & Digital Badging

A 2023 IBM study found that employees with digital badges were 72% more engaged in learning (IBM, 2023).

Employees still value formal recognition but prefer digital credentials over static CPD records.

3. Embedded Learning in the Flow of Work

90% of employees prefer learning on the job rather than attending formal training sessions (Josh Bersin, 2022).

CPD must integrate seamlessly with daily tasks, making learning a natural, continuous process.

4. Personalised Learning Pathways

AI driven platforms now tailor CPD recommendations based on employee roles, skills and career aspirations.

The Generational Impact

Does Age Matter?

In my discussions with vendors and colleagues, generational preferences frequently come up as a challenge in CPD design.

Millennials & Gen Z favour digital first learning, on demand access and real world application.

Gen X & Baby Boomers tend to appreciate structured CPD hours, particularly when tied to professional accreditation.

A rigid CPD structure risks alienating younger employees, while a purely informal approach may feel disorganised to experienced professionals.

The best solution? Blended CPD that combines structure with flexibility.

CPD Must Evolve
As an L&D Partner, I see both sides of the argument. CPD hours provide a measurable, trackable way to ensure ongoing learning, but in many cases, they have become a tick box exercise rather than a meaningful development tool.

Employees still want CPD, but they expect it to be engaging, flexible and rewarding.

The real question is not whether CPD is still relevant, but rather how we reshape it to better serve today’s workforce. The future of CPD lies in gamification, certification, personalised learning and embedding knowledge into everyday work.

If we get this right, CPD won’t just be a requirement, it will be something employees genuinely value.

References
CIPD (2023) The Value of Continuous Professional Development, Chartered Institute of Personnel and Development.

Deloitte (2023) Generational Learning Trends: The Future of Workplace Development.

IBM (2023) Digital Credentials: The Future of Employee Learning.

Josh Bersin (2022) The New World of Work: Learning in the Flow of Work.

LinkedIn Learning (2022) Workplace Learning Report: The Shift Towards Self-Directed Learning.

Persson, M. (2001) Understanding Behavioural Profiles: DISA in Practice.

TalentLMS (2023) The Power of Gamification in Learning.