The modern training dilemma
In today’s professional world, learning never stops. People build new skills, change careers, or maintain credentials through Continuing Professional Development (CPD). Because of this, choosing the right training format is critical. A key decision many learners face is whether to study online or attend in-person (practical) courses.
But which one is best?
Before exploring both approaches, it is important to consider your goals and intended outcomes. You should also think about your professional context and career aspirations. Additionally, your preferred learning style can influence your choice. Without reflecting on these factors, it is difficult to decide which option is best.
Both approaches offer clear benefits, but they also have limitations. Furthermore, personal circumstances can affect your decision. These include your lifestyle, available time, and level of literacy.
As we continue to explore the practicality of both approaches, we will also examine key concepts such as CPD, skill development, and professional outcomes. Furthermore, these factors are crucial in determining which learning method best supports individual and organisational success.
But why does it all actually mean?
According to UK government guidance, one CPD point typically equates to one hour of learning. CPD can include formal training, workplace experience, and structured educational activities (Government Communications Service, 2025). In essence, CPD refers to structured learning that professionals undertake to maintain and enhance their skills, knowledge, and competence. It ensures that individuals remain up to date with developments in their field, adapt to changing professional standards, and continuously improve their performance.
Moreover, effective CPD benefits both individuals and organisations. On an individual level, it supports career progression, confidence, and professional credibility. At the same time, it strengthens organisational performance by improving capability, productivity, and the overall quality of services delivered.
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 individuals develop most effectively in the workplace. According to government guidance, approximately 70% of learning comes from on-the-job experience and real-world challenges, 20% from social interactions such as coaching, mentoring, and networking, and 10% from formal training and structured courses (Gov.uk, 2025). As a result, the model is frequently used across UK public sector development strategies and continues to inform learning and development practices.
At its core, the model reflects key principles of experiential learning, emphasising that much of professional growth occurs through direct experience and reflective practice. This aligns closely with David Kolb’s Experiential Learning Theory, which highlights the importance of learning through doing and reflection (Simply Psychology, 2026).
However, while the 70:20:10 model prioritises experiential and social learning, modern advances in digital education have expanded access to formal learning opportunities. In addition, online learning offers significant benefits, including flexibility, self-paced study, and improved accessibility to a wide range of training resources. These advantages enable learners to balance professional development alongside work commitments and apply new knowledge more efficiently.
Nevertheless, it is important to recognise that such flexibility was not widely available when Kolb originally developed his theory. Therefore, combining experiential learning with the convenience of online training can create a more balanced and effective approach to professional development.
As suggested by the discussion above, while the rise of online learning offers clear advantages—such as flexibility, convenience, accessibility, and rapid skill acquisition—it also presents certain limitations. For instance, it may reduce engagement in the 70% of learning that typically occurs through on-the-job experience. This type of experiential learning encourages interaction, collaboration, and exploratory questioning. Consequently, it often leads to a deeper and more meaningful understanding compared to purely screen-based learning. Furthermore, additional challenges may arise, including varying levels of digital literacy, issues with connectivity, and the potential for learner isolation.
However, in many cases, face-to-face CPD is also affected by increasing operational demands. Releasing staff from frontline or time-sensitive roles can be particularly challenging, especially in high-pressure environments. As a result, attendance may become inconsistent, allocated learning time may be reduced, and development activities may be postponed altogether. This, in turn, can limit the overall effectiveness of CPD unless organisations actively protect dedicated learning time. Therefore, it is essential that employers prioritise professional development alongside operational performance to ensure ongoing workforce capability and service quality.
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. In doing so, it enables staff and individuals to benefit from the structure, interaction, and immediacy of in-person sessions, while also accessing digital resources at their own pace. As a result, this model improves accessibility, particularly for geographically dispersed teams or those managing operational pressures. Furthermore, hybrid learning supports a range of learning preferences by blending collaborative discussion with independent reflection. When designed effectively, it offers a practical solution for organisations aiming to maintain high-quality CPD while adapting to modern workplace demands.
In addition, hybrid learning aligns closely with modern apprenticeship programmes, which integrate on-the-job experience with structured learning. Apprentices can apply their skills directly in the workplace while engaging with online modules or workshops to deepen their understanding. Consequently, this approach promotes continuous and flexible learning that reflects real operational requirements. It also allows apprentices to balance practical responsibilities with formal training more effectively.
Moreover, by combining digital resources with face-to-face mentoring and classroom-based delivery, hybrid learning enhances the overall effectiveness of apprenticeships. This integration supports both skill development and long-term career progression. Evidence of this trend can be seen in recent data, as highlighted in Gov.uk (2026). In the 2024/25 academic year, there were 353,500 apprenticeship starts in England, representing a 4.1% increase compared to the previous year (2023/24). Similarly, total participation rose to 761,500, reflecting a 3.4% year-on-year increase. Taken together, these figures indicate growing engagement in apprenticeship training and reinforce the value of hybrid learning approaches.
In conclusion:
CPD is essential for modern career development, and both online and practical training play important roles in supporting professional growth. As previously discussed, online training offers flexibility, accessibility, and strong knowledge-based outcomes. In contrast, practical training provides more effective hands-on skill development and higher levels of engagement. Therefore, a balanced approach that incorporates both methods can offer the most comprehensive and effective learning experience.
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