Why professional development is a “win-win” for employers

Continuing Professional Development can deliver real business benefits for employers with a more skilled, resilient, productive and innovative workforce, writes Joe Carroll

For many professionals, including Chartered Accountants, Continuing Professional Development (CPD) is arguably approached more as a duty than a passion—an obligation rather than a source of inspiration.

But, whether it’s viewed as a regulatory checkbox or a growth opportunity, CPD is undeniably a cornerstone of maintaining excellence and competence.

From an employer’s perspective, CPD can seem costly, time-consuming, and its impact difficult to measure in the short term. But, for forward-thinking organisations, CPD can be a powerful ally in becoming a “Learning Organisation”.

The Learning Organisation, first articulated by Massachusetts Institute of Technology Professor Peter Senge, is an organisation that fosters learning— encouraging employees to think beyond their immediate roles and collaborate to find the best solutions.

These organisations place learning at the heart of their culture, continuously improving by integrating new ideas and knowledge.

In a world shaped by rapid changes—from AI disruptions to evolving regulatory demands and rapidly shifting trade policies— adaptability is essential.

By investing in CPD, companies build a workforce that more skilled, but also is more resilient, productive and innovative.

Maintaining skills and knowledge currency

Chartered Accountants enter the profession highly trained, but no profession is static.

New research, regular changes to reporting standards, taxation, regulatory and legislative changes, non-financial reporting and new technologies, all change the landscape of a profession.

These changes can leave professionals who haven’t upskilled (along with their organisations and clients) exposed and underprepared.

Regular ongoing skills sharing and exposure to new information can help teams to stay current, feel more confident with their own abilities—and ultimately enhance productivity.

It’s a regulatory “must”

For their qualification to remain in good standing with their professional bodies, accountants must complete a minimum amount of CPD annually.

As a member of a professional body, there is an ethical obligation to perform duties to the highest standards and in good faith. Staying current through CPD is essential to maintaining that standard.

There is a “stronger together” ripple effect at play here too. When individuals perform well and meet high expectations, they elevate their own reputation—and, by extension, the reputation of the professional community they represent.

Being ready for what’s next

In recent times, Brexit, Covid-19, US tariffs, the emergence of artificial intelligence (AI) and changes in global taxation policy have presented challenges, and it can often fall to the accountant to navigate these disruptions and lead their team, business or client’s response.

If your teams engage in CPD regularly, learning from the experts, and engaging with peers, they will arguably be more aware of the wider operating environment.

Not only this, but they may hold a competitive advantage in being better placed to adapt at pace, making them more productive and higher performing.

It feels good (and costs less) to feel valued

According to Forbes Magazine, the morale boost and sense of purpose generated by being approved (and paid) for or being selected to attend a course on behalf of the team is real.

Employees who feel they are developing and being developed are more likely to stay with the employer that makes them feel this way.

They feel more valued and therefore more confident and experience higher job satisfaction.

As this lowers turnover (and associated costs such as recruitment, onboarding and lost productivity), employers should really look at the CPD invoice not as an expense but a saving.

It looks good

Prospective talent is drawn to employers that actively invest in staff. So, this is not just a feel-good story, it’s a brand asset.

It shows that the employer includes this ethos in their stated values and lives those values.

For top talent, the ability to envision a meaningful, evolving career path is essential. They will expect their roles to expand five and 10 years down the line as their knowledge and experience does.

The multiplier effect

Undertaking CPD relies on input and effort on both sides of the equation.

The employer must invest in the employee and team, and the employee must commit to engaging with the subject matter and process.

Regularly allocating time to explore new learning opportunities ensures that employees access the most relevant and timely course.

The employer can in turn maximise their return on investment by encouraging course participants to share learnings with the wider team, formally, through presentations or reports, and informally, through day-today conversations. This further increases the benefits of the initial investment.

Making CPD more accessible: employer-friendly solutions

Chartered Accountants Ireland provides annual CPD statements to members and non-members who avail of its CPD offerings.

This allows both the employer and delegate to track attendance and CPD hours accrued. In recent years, learning and development leaders have increasingly embraced time-efficient formats like CPD “Blitz” events.

These high-impact sessions deliver large volumes of content in condensed timeframes, maximising the value of staff hours and the breadth of topics covered, and have proved extremely popular among our own members.

This makes it easier for teams to stay informed without compromising on productivity.

More organisations now opt to engage the Institute’s in-house training offering, where content is tailored to the unique needs of the organisation’s team or sector.

This approach ensures relevance while fostering stronger engagement in a venue and format of the employer’s choice.

Additionally, more employers are availing of Training Tickets— providing prepaid, significantly discounted access to the Institute’s CPD programmes, which offer flexibility and simplified procurement.

As with the overall CPD statements, Training Ticket statements allow employers to keep track of usage and the ticket’s balance in one document.

A shared commitment to excellence

While education and training are an outlay, CPD can save you money in the medium to longer term. It promotes loyalty and talent retention as well as making your organisation more attractive for new employees.

For the employee, this is a valuable message in making them feel supported, empowered and better equipped to meet professional challenges.

When CPD is made attractive and accessible, it becomes more than a requirement—it becomes a shared commitment to excellence.

Joe Carroll is Head of Professional Development at Chartered Accountants Ireland. For more information on the Institute’s CPD programmes, log on to www. charteredaccountants.ie or email Joseph.Carroll@ charteredaccountants.ie