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Why do industries prescribe the same training formula, the 70-20-10 model, and expect it to maximize the effectiveness of their learning and development (L&D) programs?
The landscape of the training industry is changing quickly, thanks to evolving learner expectations and preferences as well as technological advances. To stay relevant and impactful, the learning organization must modernize, addressing the most pressing challenges their business faces and capitalizing on the often-large investments they make in training.
As a general guideline for organizations looking to maximize the effectiveness of their L&D programs, the 70-20-10 model continues to be widely employed by organizations around the world. However, this model was created in 1987, leading us to the question: Does the 70-20-10 model withstand the test of time?
This e-book seeks to update the concept to the present day from its inception over 30 years ago, by evaluating data on how employees learn at work. Based on survey results from 1,569 working professionals, this report can help you structure your training programs to meet the needs of your organization.
This updated e-book shares insights on:
- The key drivers influencing the amount of learning from on-the-job, social and formal sources (the OSF ratio).
- An international perspective on the 70-20-10 model.
- Current trends and updates in the corporate training landscape.
- The nuances that affect the model for different types of employees, across different companies and across the world.
