One of the key questions we're asked in our roles as education specialists, is 'Which is better - online or face to face training?'. You may expect us to say online, every time - but that's not necessarily the case.

There's no doubt that an employer's training budget is one of the first to be squeezed in tough economic times, so it's crucial to spend that budget wisely. We've broken down some of the key considerations when deciding between training opportunities.

Positives of online training

Break it down; a great way to retain more information is to study in chapters or chunks, allow the information to process, return and review before moving on. Online training allows the learner to progress at their own pace. This is especially important with conditions such as ADHD, which can mean a learner struggles to concentrate for longer periods of time.

Online training is flexible, and allows both night owls and morning larks to study when at their best.

Timing can fit around your work and home schedule. Kids settled in bed? Grab a cup of tea and a focused hour of training in the quiet of the evening. Post Christmas slump? Make the most of rota hours and fit training into quiet times.

Well built online training can suit a broad range of different learning styles, with audio, visual and interactive sections

Some online training offers recap quizzes throughout the course. These are a great way to monitor your own progress and spend more time on areas of weakness.

Online training is generally more cost effective than face to face, both in terms of price and travel expenses so your training budget can potentially stretch further and offer employees a broader range of opportunities.

Positives of face to face training

Face to face training is great for highly technical subjects and more advanced levels as it offers the opportunity to ask questions and discuss complicated concepts with fellow students

Live training is also really useful for 'soft skills', where role play, feedback and mentorship play an important role in the learning process. Good examples of this are customer service and leadership training.

During face to face training, the trainer can check on learners progress. This is especially helpful when making sure the struggling learner doesn't get left behind.

Learners don't need access to any equipment such as a computer or smartphone - a pen and notepad will do.

Questions to ask

Before you purchase training, there are some really crucial questions to ask....

What are your team like? Are they smartphone addicts, adept at scrolling and searching for the information they need online? Or are they more nervous learners, and more comfortable with the guiding hand of a real life trainer?

Is the training engaging, accessible and fun? Avoid training courses which offer death by PowerPoint, or reams of text - face to face AND online trainers can be guilty of this! So much progress has been made in updating teaching techniques, all trainers should take advantage of new methods and technologies to make their courses as rich and engaging as possible.

Do your team have accessibility requirements - for instance, sight or hearing challenges or learning difficulties? What training courses are available that meet these needs?

What quality assurance is available? All courses should have some kind of accreditation, issued by an awarding body such as CPD or Qualifi. This proves they've undergone external checks for academic rigour.

There are a number of factors employers must weigh up when choosing the right training for their team. Key considerations are - the type and level of subject matter, how your team learn and your budget. It's likely that a blend of both online and face to face courses, if chosen carefully, will meet your needs most effectively. Don't be afraid to try out different options and see which work best for you. If you'd like to check out The Safer Food Group's training courses, visit our website: www.thesaferfoodgroup.com