Face-to-Face Training Pros & Cons: TA Blog Series (2/4)

This blog is the second of a four-part blog series on training approaches. Our previous blog was on the pros and cons of e-learning training courses. Therefore, we are discussing our pros and cons of face-to-face training in this blog.

Victorian Industrial Training and Conference Room

Continuing Professional Development

Employees working with children and young people should be given opportunity to attend further training to develop their professional practice. Equally, they should have access to continuing professional development based on the following:

  • Their own areas of interest
  • The needs of the organisation


Although, each employee should be given the opportunity to attend specialist training, the whole staff team must attend more specialist training in relation to their role. However, we would argue that this training is mandatory. For example, if you are working at a children’s home provider who specialise in Child Sexual Exploitation (CSE), all of the staff team should receive regular specialist training in CSE. Likewise, if your organisation is a Therapeutic Community (TC), all the staff team should receive regular specialist training in the TC model of practice.


Specialist training courses are often delivered using face-to-face learning methods. Like e-learning training courses, this method of training is a popular choice for organisations in the childcare industry.  Therefore, we are looking at some of the pros and cons of face-to-face training courses below.

Training facilitator writing on the board during training

The Pros of Face-to-Face Training

  1. In depth – Face-to-face training is often a day or two day event. A lot of content is covered, but it is spread evenly to aid your recall. We feel you end up learning a lot.
  2. Experience led and ability to ask the trainer questions – You are able to ask the trainer questions in a face-to-face training workshop. This can help to aid your understanding. Trainers are unique from each other and can offer their stories, anecdotes, and experience. Therefore, face-to-face training is more than the content of the workshop. It is an experience in itself.
  3. Different learning methods – Everyone learns differently. Face-to-face training gives you the opportunity to learn through varying methods. For example, most training workshops involve, visual, auditory and written exercises.
  4. Exceeds regulatory standards – All regulatory bodies look at the training your organisation provides. They want to see that employees have had the opportunity to go on specialist or enhanced face-to-face training. They also want to see that the staff team’s training and development is balanced across the team. This also shows the organisations commitment to developing their staff team.
  5. Gives staff members a well-rounded training experience – With face-to-face training you are more likely to come back to work reinvigorated and ready for the challenge. Good face-to-face training can help us all remember the primary task of our jobs. Training can give us that time to reflect, away from our usual working environment.
  6. Cost-effective in the long-term – Face-to-face training can help individuals to grow both personally and professionally. It can help organisations to retain staff and boost morale, saving money in the process. Further, it gives your staff team chance to build relationships outside of the working environment.


The Cons of Face-to-Face Training

  1. Costly in the short-term – Face-to-face training costs money in the short-term. Paying for the course, the venue (in some cases), lunch and the staff to go on it.
  2. Training quality reliant on the trainer knowledge – The quality of the training can often depend on the knowledge of the facilitator. If the trainer is not knowledgeable you can tell. It is important to check who will be delivering the training and their experience.
  3. Staff co-ordination – Getting staff onto training can be a logistical problem. For example, if you work with children and young people directly, staff will still need to care for the young people (obviously). Also annual leave and sickness can prevent all staff being trained on the particular date you set.
  4. Too many training providers to choose from – There are loads of training providers and it can be a headache to choose the right one. Are larger companies better? Do you get what you pay for? Quality over quantity?
  5. Too many training courses to choose from – There are many courses available. Which course do I need? Which course does my organisation need? You may need to conduct a training needs analysis to accurately identify what your organisation or staff team may require. This can take time and should involve asking the team what training they would like.
  6. Training quality reliant on the training facilitator’s skills – Your trainer could be extremely knowledgeable. But… and it’s a big one, they may not be able to share that knowledge well. For example, they may be monotone in the way they speak or they may lack the necessary skills to engage their audience.


Check out our next blog in the series on: What makes a face-to-face training workshop good quality?

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