Imagine being able to pursue your Continuing Professional Development (CPD) at your convenience and implement those skills and knowledge in your work, all while prioritising comfort and quality. This is the essence of how hybrid learning works. This paradigm skilfully combines the flexibility of online training with the engagement of in-person experiences and has emerged as a powerful approach for CPD in the rapidly growing sector.
In this blog, we will explore what is hybrid learning and how it can be helpful during continuous professional development.
What is a Hybrid Learning Model in CPD?
The hybrid learning model refers to a blended approach that balances online and in-person training to provide a flexible, engaging, and effective learning experience benefiting both the organisation and employees. It combines the accessibility and scalability of online training with the interpersonal and experiential benefits of in-person sessions.
Hybrid learning has gained popularity in recent years due to its ability to modernise traditional learning methods to meet the demands of today’s workforce. Blending online and in-person training has allowed organisations to address the unique needs of attendees. Additionally, hybrid learning effectively caters to the growing demand for flexibility, enabling participants to engage with training in ways that suit their schedules and preferences. According to research by ClearCompany, 62% of workers have expressed that hybrid learning is their desired way of receiving professional training.
What are the Benefits of Hybrid Learning?
Hybrid learning benefits professional development by combining interactive face-to-face learning with the flexibility of online learning components. Following are the details of the key benefits.
Engagement: A hybrid mode of learning enhances engagement as it fulfils the preferences of every individual involved in training. It caters to different learning styles making sure professionals remain motivated and invested in their development. For example, a training session for sales team that combines in-person role-playing scenarios with online quizzes and simulations allows participants to engage in active learning.
Flexibility: It provides flexibility that fits the training sessions around personal and professional commitments. This flexibility allows them to balance their work with a continuous learning process without compromising the quality of learning and work. For instance, a leadership development course that allows managers to complete online modules during their downtime and attend monthly workshops for in-depth discussions. This ensures they can learn without taking extended time away from their busy schedules.
Cost-Effectiveness: Hybrid training saves on the expenses related to the venue, travel costs as well as printing material. The digital component also ensures scalability, offering training to larger groups without proportionate increases in expense. For example: a global tech company reduced its training costs by shifting from fully in-person seminars to hybrid training. Online sessions covered theoretical knowledge, while in-person workshops focused on practical application, saving money on venue and travel expenses while maintaining quality.
Personalised Learning Paths: It provides the opportunity for the employees to select the training that is more beneficial for their short and long-term goals. This customisation encourages more engagement and ensures meaningful learning experiences. For instance, a software development organisation introduces a learning portal where employees can choose from a range of technical courses, from coding languages like Python to advanced AI modules, allowing them to upskill in areas most relevant to their job roles and career aspirations.
Interactive & Collaborative Learning: The hybrid learning model blends traditional methods with online platforms, encouraging interactive activities like group projects, breakout sessions, and collaborative assignments. This approach fosters teamwork and enhances the learning experience. Such as a company holds a virtual onboarding session where new hires participate in online breakout rooms for team-building exercises. Remote and on-site employees collaborate on group tasks, promoting stronger team connections.
Accessibility & Inclusivity: The hybrid model makes the training accessible to every single employee of an organisation whether they are working remotely or in-office. It encourages them to participate in training sessions. Using digital platforms ensures that learning materials are adaptable, and support all participants. For example, a training programme designed for remote workers provides recorded sessions and closed captions for employees in different time zones ensuring no one is excluded due to physical or logistical constraints.
Continuity: Seamlessly transitioning between in-person and online methods during disruptions such as travel restrictions or any unforeseen circumstances ensures the continuity of the training session. This adaptability keeps the training on track, overcoming external challenges. For example, a team member had to attend an emergency family business and he will be travelling when a CPD activity is taking place. The hybrid mode allows him to join the session on-road, ensuring no disruption to learning.
Challenges of Hybrid Learning in CPD and How to Overcome Them
Hybrid learning methods have numerous benefits but they do come with challenges. Addressing them properly can help to overcome them. Here are common challenges with their practical measures.
| Table Header | Challenges | Solutions |
|---|---|---|
|
Technological Barriers |
Technical issues are the primary challenge of hybrid CPD. Poor internet connection, low battery, faulty microphone and camera affect the smooth learning experience. |
Organisations can overcome this challenge by investing in devices that are travel-friendly. Downloadable notes and recorded sessions can be provided to mitigate the tech problems across the board. |
|
Learner Engagement |
In hybrid training, attention span can be disturbed by various external factors. It requires focus, self-motivation and time management. |
Introducing the concept of gamification in the training will help make the session enjoyable and interactive. Video content, quizzes and rewards can be introduced to increase the attention span. |
|
Assessment & Tracking |
Tracking attendance and progress in a hybrid environment is challenging. It is difficult for trainers to track the performance and predict potential outcomes of training sessions. |
Tools like CPD logs can be utilised to streamline tracking and reporting. Encourage employees to maintain detailed records, including dates, descriptions, and evidence of completion, assisting in identifying the gaps in the progress. Regular evaluations can be done to assess these employee logs. |
|
Isolation |
The hybrid learning method can be isolating for individuals who love to interact with people and thrive in a social earning environment. This affects the communication skills of employees. |
For this purpose, discussion boards and more group activities can be introduced. Live check-in can be scheduled, where everyone must interact. Encouraging peer feedback and mentorship within the hybrid model also nurtures collaboration and reduces feelings of isolation. |
How to Design an Effective Hybrid CPD Activity?
Designing an effective continuing professional development activity in a way that is beneficial for personal and professional development and aligns with the organisation’s long-term goals. Following are the features that a hybrid CPD must include.
Create a Balanced Curriculum
A balanced curriculum with a clear outline and well-defined objectives is essential for hybrid CPD. This involves categorising topics that can be taught online and those that require in-person interaction. Provide employees with a comprehensive training plan that includes digitally accessible notes and recorded lectures. In-person interactions should be arranged where necessary to facilitate deeper engagement and maximise the learning process. This structured approach ensures that every component directly contributes to the programme’s desired outcomes.
Leverage Technology in Training
Using the technologies in the hybrid development programme enhances its effectiveness. With the help of CPD logs and the Learning Management System (LMS) delivery of training and tracking of progress is enhanced. Advanced tools like augmented reality (AR) and virtual reality (VR) can simulate real-world scenarios, offering immersive learning experiences. Digital badges and rewards systems can be implemented, making learning enjoyable and motivating.
Ensure Inclusivity and Accessibility
Inclusivity and accessibility are fundamental to a successful hybrid CPD programme, ensuring that it accommodates the diverse needs of all participants. Trainers should ensure that content and discussions are relevant and beneficial to all employees, not just specific groups. Session timings should be scheduled in consultation with participants to promote attendance and engagement. Additionally, consideration should be given to employees with physical or cognitive disabilities, with adjustments made to ensure equal access to learning materials and activities for all participants.
Continuous Assessment
Continuous assessment is vital to monitor progress and ensure that the hybrid CPD activity meets its objectives. Regular assessments, such as quizzes, reflective activities, and feedback surveys, should be integrated at key stages of the training. The use of Learning Management Systems (LMS) allows for automated tracking of completion rates and performance metrics. This ongoing evaluation process helps identify knowledge gaps, enabling trainers to make timely improvements and ensure effective learning outcomes.
In social care, professional development is not only for growth but also requires compliance with the legal requirements of the industry. The Health and Care Professions Council (HCPC) and Social Work England both emphasise continuing professional development to uphold professional competence and high-quality care.
Conclusion
The hybrid model for continuing professional development is a popular means to provide professional training, blending the flexibility of online learning with the interactive engagement of in-person experiences. It empowers participants by providing personalised options catering to their preferences. Hybrid methods have a lot of benefits but also come with some common challenges that are being faced around the globe. It is possible to overcome these challenges with proper planning and strategies. To ensure the success of hybrid CPD, it is essential to design activities that are inclusive of remote learners, with clearly defined objectives and accessible resources, fostering an environment where professional growth can thrive seamlessly.
