Outlines different learning methods and what to consider when choosing between them
Any method of workplace learning must support individuals, teams and the organisation as a whole to build skills, capability and drive performance. As working environments become more complex, greater agility is required in responding to learning needs. It’s more important than ever to apply the breadth of different learning methods available.
This factsheet defines 'learning', 'training' and 'development' and examines factors to consider when choosing which learning methods to use. It gives an overview of the various types and looks at blended approaches to learning.
Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.
Already a member? Login here.
Our new resource library, tailored to your career stage—bringing you the insights and tools to stay informed, relevant and confident.
Use these tools to take a performance-led approach to assessing, planning, building, and measuring the impact of skills and capability strategies in your organisation.
Explore the toolsEmma Jordaan, Founder and CEO of Dubai-based consultancy, Infinite Consulting, explores leadership’s role in embracing diversity to achieve the cultural unity needed to sustain organisational performance
In this guest blog for International HR Day 2026, Margareta Nikolovska, Senior Human Capital Development Expert, ETF Agency of the European Union, explores how continuous learning and upskilling are the backbone of performance, innovation and productivity.
Effective HR decision-making is based on considering the best available evidence combined with critical thinking.
Artificial intelligence (AI) and technology concepts driving change in the world of work
Find out what's meant by fair pay, what pay information UK employers must disclose by law and the opportunities pay narratives bring.
Outlines the role of occupational health services in an organisation and the role of confidentiality and consent in discussing an employee’s health