The modern training dilemma
In today’s professional world, learning never stops. Whether you’re building new skills, changing careers, or maintaining professional credentials through Continuing Professional Development (CPD), choosing the right training format is critical. The key decision many learners face is whether to pursue online training courses or traditional in-person (practical) courses.
But which one is best?
Before exploring both approaches in depth, it is useful to first consider the intended outcomes, goals, professional context, individual learning style, and career aspirations. Without reflecting on these factors, one could argue that each approach has its strengths, but both also come with limitations. Additional considerations include the learner’s personal circumstances, lifestyle, available time, and level of literacy.
Although the the growth of online learning platforms has made training more accessible than ever, hands-on practical learning still plays an essential role in developing real-world competence.
As we continue to discuss the realms of the practicality of both forms of the learning, we will also seek to explore the concepts of CPD, skill development, and professional outcomes.
But why does it all actually mean?
According to UK government guidance, one CPD point typically equals one hour of learning, and CPD includes formal training, workplace experience, and structured educational activities Government Communications Service, (2025). As a well-known concept, CPD can be seen as structured learning activities that professionals undertake to maintain and enhance their skills, knowledge, and competence. It ensures that individuals stay up to date with the latest developments in their field, adapt to changing professional standards, and continuously improve their performance. Effective CPD not only benefits the individual by fostering career growth and confidence but also strengthens organisational capability, productivity, and the quality of services delivered.
What can be said about the impact on CPD, professional development and on demand learning…
The impact on CPD according to Farid et al. (2025):
CPD training significantly improves knowledge, with post-training test scores rising above 85% in cohort studies.
Many professionals undertake CPD annually, with structured CPD hours ranging from 1–80+ hours per year depending on career stage.
Online CPD toolkits can be highly effective, with 96% of nurses reporting improved confidence and skills following online CPD participation.
Have you ever heard of the 70:20:10 model?
The 70:20:10 learning model is a widely recognised framework that explains how people develop most effectively in the workplace. According to government guidance, around 70% of learning comes from on-the-job experience and real-world challenges, 20% from relationships such as coaching, mentoring, and networking, and 10% from formal training and structured courses. The model is widely used across UK public sector development plans and continues to be referenced in GOV.UK learning and development guidance (Gov.uk, 2025) to help individuals and organisations shape their growth strategies.
At its core, the model reflects the principles of experiential learning, highlighting that much of our development happens through practical experience and reflection — a concept strongly associated with David Kolb’s learning theory (Simply Psychology, 2026). In addition to the experiential benefits of 70:20:10, online learning can provide benefits such as flexibility, self-paced study, and improved access to training resources — helping employees balance development with their work commitments and apply new skills more quickly, that where not available in the instance of the development of Kolbs experimental learning theory.
As suggested by the reference above, it can be evident that although the rise of online learning allows flexibility, convenience, accessibility and has the ability to create fast skills acquisition. It can also be argued that it reduces the engagement of the suggested 70% of on-the-job experience, that supports engagement, interaction and explorative questions to support a deeper understanding of learning, rather than that of on the screen. This not including the individual literacy of the use of the online platform being used, connectivity and the feeling of isolation.
However, in most circumstances, face-to-face CPD can also be significantly impacted by the rise in operational demands. Releasing staff from frontline or time-sensitive responsibilities can often be challenging, particularly in high-pressure environments and industry demands. As a result, attendance may be inconsistent, learning time may be reduced, or development activities may be postponed altogether. This can limit the overall effectiveness of CPD unless organisations actively protect time and prioritise learning alongside operational performance.
The rise of the hybrid model – The best of both worlds
Hybrid learning combines face-to-face and online approaches to create a more flexible and balanced development experience. It allows members of staff and individuals to benefit from the structure and interaction of in-person sessions while also accessing digital resources at their own pace. This model has the potential to improve accessibility, particularly for geographically dispersed teams or those managing operational pressures. Hybrid learning also has the ability to support different learning preferences, blending collaborative discussion with independent reflection. When designed effectively, it offers a practical solution for organisations seeking to maintain high-quality CPD while adapting to modern workplace demands.
Hybrid learning fits naturally with modern apprenticeship programs, which blend on-the-job experience with structured learning. Apprentices can apply skills directly in the workplace while accessing online modules or workshops to deepen their knowledge. This approach ensures that learning is continuous, flexible, and aligned with real operational demands, allowing apprentices to balance practical tasks with formal training. By combining digital resources with face-to-face mentoring and classroom sessions, hybrid learning strengthens the effectiveness of apprenticeships, supporting both skill development and career progression, this can be evident in the Gov.uk (2026) report on the rise of apprenticeships:
In the 2024/25 academic year, there were 353,500 apprenticeship starts in England, which was 4.1% higher than the previous year (2023/24), and total participation reached 761,500, up 3.4% year‑on‑year — indicating growing engagement in apprenticeship training.
In conclusion:
CPD is essential for modern career development, and both online and practical training play valuable roles. As indicated online training offers flexibility, accessibility, and strong knowledge outcomes, while practical training provides superior hands-on skill development and engagement.
For most professionals, especially those pursuing long-term career growth, a blended approach combining online theory and practical application provides the most effective learning experience.
Ultimately, the best route is not about choosing one over the other—but choosing the right method for the right stage of your professional journey. In practice, without organisational support — such as protected learning time, workload planning, and leadership endorsement — the impact of operational demands can significantly weaken the effectiveness and uptake of CPD initiatives.
Do you want to know how we can support you and your organisation through our suit of online and face to face CPD and accredited training opportunities – why not contact us today