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CPD stops at 50! Is that your organisational plan?

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The release of the report 'A New Vision for Older Workers: Retain, Retrain, Recruit' highlights a number of areas and opportunities where the use of Continuing Professional Development can potentially add significant value to both the midlife career development of individuals, and the productivity and competitiveness of their employer organisations.

The report promotes a range of recommendations for Government, Business and Employers, Older Workers and wider Society and Media to respond to, focusing on the often suggested barriers to later life working.

It is clear that training and re-training is an essential element of the approaches and actions required to address the major untapped resource of the over 50s in the workforce, or those seeking to be in the workforce. The modern workplace is constantly changing, and requires a focus on Continuing Professional Development (CPD) to ensure that training in latest practices is available to support the job success of all employees. The report is also clear in its message, that ‘too often, training stops at age 50 or so’.

Key questions which arise from the paper from a CPD point of view include;

What is your organisation doing to ensure CPD is available to over 50 employees?

Do you know how CPD courses and learning programmes should best be designed and delivered to support the specific learning needs of 50 plus employees?

Does training stop at 50 in your organisation, and if so, why?

Which specific skills gaps typically appear if 50 plus employees are not trained, or leave the workforce early?

What are your thoughts on these questions? We would be very pleased to hear your comments.

Chris McLinden – Head of Continuing Professional Development, University of Liverpool

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