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Seeks to provide an organizational perspective on continuing professional development (CPD). Information was collected from 22 organizations in South Wales through a combination of questionnaires and semi‐structured interviews about how organizations attempt to manage the professional development of staff. The overall conclusion is that CPD is managed in a rudimentary and haphazard fashion, even in organizations which recognize the significance of development and are supportive of it. Argues that the absence of developmental objectives and policy statements makes it difficult to reconcile professional development activities with business objectives. Organizations collect little data about sponsored CPD, and this inhibits effective evaluation. The major focus of CPD remains the external course rather than the effective management of a learning environment at work. The responsibility for CPD tends to be vested in line managers, who appear to have development needs of their own to meet if they are to manage effectively the development of others.

This paper aims to present the results of a qualitative study of the continuing professional development (CPD) activities of academic librarians in Ireland. The benefits of CPD, the methods and strategies of engagement, and the role played by professional organisations are examined, with particular emphasis on the attitudes of librarians towards CPD.

In total, 25 academic librarians were interviewed in depth from four universities in the greater Dublin region. A qualitative approach was chosen to allow the collection of data which was rich and informative.

Academic librarians engage in CPD in multiple ways, both formal and informal, but it falls primarily to the individual librarian to find, participate in, or even create such opportunities, which raises the question of personal motivation and drive. Support from employers and professional organisations is key. Barriers to participation in CPD include time, financial restraints and lack of encouragement from employers.

The authors are cognisant of the inherent limitations in using interviews as a data collection method, including the possibility of bias.

Academic librarians need to exploit innovative and accessible modes of CPD if they wish to navigate the changes occurring within the profession. Professional library organisations must also reinforce their support of their members in this endeavour. Incentives to participate should build on librarians' personal motivation and job satisfaction, likelihood of career progression, and deepening working relationships with non-LIS colleagues.

To date there has been no comprehensive Irish study which has addressed the question of how academic librarians engage with the professional body of knowledge through pursuing professional development activities. This research seeks to present an Irish perspective, but also explores issues which are globally applicable within the profession.

There is much agreement in the literature that reflection on practice is critically important for the full development and ongoing learning of professionals. The methods of reflection on professional practice reported to date have been developed primarily in the context of professional education in group settings led by a tutor. Research is underway into ways in which managers can be developed as learning facilitators in the workplace. However, there are increasing limitations on the significance of this approach to the continuing development of professionals. The research reported here shows that in‐depth research interviews with professionals to investigate their work and learning can play an important part in supporting their reflection in‐depth on their practice. An analysis of the processes involved, and the characteristics of the three research interviewers involved, indicates that human resource development professionals could be trained for the role of learning facilitators of professionals through 1:1 discourse in the form of in‐depth interviews.

The field of librarianship is ever expanding and changing, from exploding internet and media technologies, to ever diverse patron groups with increasingly complex information needs. Library professionals need to be as savvy as the clients they serve, and the most productive and effective way for librarians to keep up with these changes is to seek out professional development opportunities. Librarians owe it to their clients and to themselves as competent professionals, to remain abreast of trends and developments in the field. The purpose of this paper is to address the changing landscape of the library profession, including the changing nature of library and information science education, and to exemplify the importance and necessity of continuing professional development for librarians, the newest manifestation of which is online professional development through Web 2.0 tools and social media technologies.

Specifically, using such technologies enables library professionals to develop an online personal learning network (PLN).

PLNs are beneficial because they are so customizable to an individual's work and research interests and time constraints, and they facilitate global learning and collaboration opportunities that may not otherwise be feasible. In times of financial difficulty, more traditional professional development opportunities requiring travel and funding are often prohibitive; PLNs enable continuous and affordable professional development opportunities that will benefit librarians and their institutions.

The paper discusses the newest technologies and opportunities and how their attendant considerations and concerns apply to library professions; also the best ways in which to deliver content and instruct future library professionals.

Global focus on reforming teachers has resulted in the inclusion of multiple survey questions about teachers’ professional learning activities in large-scale international studies. A cross-national analysis of these survey data will likely enhance our understanding and inform the future direction regarding teacher professional development policy and practice. Yet we do not know whether these surveys measure the key features and their contextual factors of teachers’ professional learning activities to allow a systematic cross-national analysis. Based on international and U.S. literature, I develop a conceptual model of teachers’ professional learning activities in global context and analyze relevant survey items used in three major international studies – TIMSS, PIRLS, and TALIS. I conclude the chapter with a discussion of the coverage of these survey items and a direction for improving data collections of teachers’ professional learning activities in large-scale international studies.

This study aims to present a detailed investigation into the approaches of academic librarians in Trinidad and Tobago in pursuing continuing professional development (CPD) activities. The paper also examines the extent of their participation in CPD at both the institutional and external levels in contributing to the development of their careers.

The instrument used was a questionnaire which assesses the effectiveness of the librarians in their involvement in and attitude toward CPD activities.

The paper demonstrates the active role and willingness of academic librarians in Trinidad and Tobago in providing and participating in CPD training and support to library and information personnel at both the national and international levels.

The paper underscores the effectiveness of a group of academic librarians in Trinidad and Tobago who pursue and provide a high level of CPD activities to professionals.

The purpose of this article is to review the extant literature on CPE amongst nurses and concentrate on discovering the factors that motivate and inhibit participation in CPE for nurses in Ireland.

A review of the literature was carried out on continuing professional development amongst nurses in Ireland, the UK, the USA and Australia. From this, research hypotheses were developed. The primary research concentrated on a cohort of practicing registered nurses participating in a CPE course at a third‐level institution in Ireland. A questionnaire was used that contained both open and closed‐ended questions.

The main barriers to participation in CPE were lack of employer support and the difficulty of balancing home‐life, work and study. The main motivators for participation in CPE were improving self‐esteem and confidence and the expectation of increased opportunities for promotion for those with higher educational qualifications.

A relatively small non‐random sample was used. Therefore, the results may be generalized only with caution.

A number of implications for HRD practitioner emerged. These included overt recognition of prior ward‐based learning, increased financial support, increased study leave and the need for the HRD practitioner to champion the cause of CPE.

In order to ensure a highly efficient workforce, providing the highest possible standards of care to patients, the health sector needs its workforce to constantly update their knowledge and skills. Therefore it is an important time to consider the factors that aid and inhibit participation in CPE, a common method utilized to achieve this aim.

Analyses how the departments and schools of library and information studies (LIS) in the UK might contribute to continuing professional development (CPD). Looks at the diversity of the profession, outlines the changing natures of LIS professional education, and considers some areas for future professional training and development. Using the School of Information Studies, UCE, Birmingham, as a model, suggests that existing taught modules might be offered as part of a structured CPD programme.

This chapter aims to identify and explore those critical factors in relation to teacher education and development that may hinder or support the wider implementation of policy for inclusive education in practice. The chapter considers key issues related to initial teacher education (ITE) and in-service teacher education and continuing professional development (CPD) that appear to be relevant albeit in differing degrees across most European countries.

The chapter builds on initial work completed in the European Agency project on Teacher Education for Inclusion (TE4I). The project concluded that the role of core values for inclusion (particularly in ITE) can be a critical factor in ensuring more inclusive education systems overall (European Agency, 2011, 2012).

A number of policy questions in relation to preparing teaching staff for inclusive education were highlighted in this work, but two critical issues are the focus here:

• 1. How all relevant policies can support flexible education opportunities in initial and continuing professional development for all teachers.

• 2. How all teachers can be supported to develop the skills to meet the diverse needs of all learners, including a clear understanding of effective learning strategies, such as learning to learn and active learning approaches.

1. How all relevant policies can support flexible education opportunities in initial and continuing professional development for all teachers.

2. How all teachers can be supported to develop the skills to meet the diverse needs of all learners, including a clear understanding of effective learning strategies, such as learning to learn and active learning approaches.