The 70:20:10 model for learning and development is a popular framework used by organisations worldwide to maximise the effectiveness of their training programs. This model suggests that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and the remaining 10% from formal educational events. Let’s delve into how this approach can benefit organisations and explore its effectiveness in fostering a highly skilled workforce.
Understanding the 70:20:10 Model
70% – Experiential Learning:
The cornerstone of the 70:20:10 model is experiential learning, where employees learn the most by doing. This hands-on experience allows employees to refine their skills in real-world settings, which helps to embed knowledge deeply. For example, managing a project, working through challenges, or navigating the daily tasks of their job role are all experiential learning opportunities that contribute significantly to an employee’s skill set.
20% – Social Learning:
Learning from others through methods such as coaching, mentoring, or collaborative projects accounts for 20% of the development process. This component emphasises the importance of social interactions and peer learning, which are vital for reinforcing skills and applying knowledge in different contexts. Social learning also helps to establish a network of support, enabling employees to share best practices and learn from each other’s experiences.
10% – Formal Education:
The final 10% comes from traditional learning formats such as courses, seminars, workshops, and e-learning. These structured learning experiences are crucial for introducing foundational knowledge and skills that employees need to perform their jobs effectively. This aspect of the model ensures that all team members have access to the same information and are aligned with the company’s goals and values.
The Effectiveness of the Model
Integrating Real-World Learning:
The 70:20:10 model is highly effective because it integrates learning directly into the flow of work. By doing so, it not only reduces the time spent away from the job but also ensures that the learning is relevant and immediately applicable. Employees can see the impact of what they learn in their performance and productivity, which reinforces the learning cycle.
Building a Learning Culture:
This approach encourages a culture of continuous improvement and learning. As employees learn from peers and through direct experiences, they are more likely to take ownership of their development. This self-driven motivation for learning can lead to higher engagement and job satisfaction.
Adaptability and Personalisation:
The flexibility of the 70:20:10 model allows organisations to tailor development programs to the specific needs of their employees. Organisations can adjust the components based on job role, departmental goals, or individual learning styles, making it a versatile tool for workforce development.
Cost-Effectiveness:
By emphasising informal learning methods, the 70:20:10 approach can be more cost-effective compared to traditional training methods. Reducing reliance on formal training also allows organisations to allocate their resources more efficiently while still achieving significant learning outcomes.
Conclusion
The 70:20:10 model for learning and development offers a practical and effective strategy that aligns with the natural ways in which people learn best. By focusing on experiential learning, leveraging social interactions, and supporting these with formal education, organisations can foster an environment that promotes continuous growth and development. This approach not only enhances individual performance but also contributes to the overall success and adaptability of the organisation in a dynamic business landscape.
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