The 70-20-10 model for learning and development (L&D) is commonly used within the training profession as a general guideline for organizations seeking to maximize effectiveness and balance resources and effort.
This popular framework suggests that learners obtain the knowledge, skills and abilities they need for their jobs through a mixture of sources: on-the-job learning, social learning and formal training.
This report seeks to update the concept to the present day from its inception over 30 years ago, by evaluating data from over 1,500 survey respondents on how they learn at work.
As hard-won training budgets are always at a premium, finding the right balance in how employees learn is a critical part of driving training (and business) results. Our research showed that there are companies where 70-20-10 is the right formula – but such companies are not the average. Instead, there are a range of mixtures for learning sources.
This report gives you new insights into the optimal balance between formal, social and on-the-job learning, how this balance is different among roles and industries, and provides guidance you can use to structure your training programs to meet the needs of your organization and your learners.
Training Industry’s 2018 research report, “Deconstructing 70-20-10,” gathered responses from 1,569 working professionals representing a wide cross-section of industries and employee levels from companies around the world.
✔ The origins of the 70-20-10 model.
✔ The updated balance among on-the-job, social and formal training.
✔ Nuances that can alter the learning ratios for different types of employees, companies and countries.
✔ How the model relates to strategic L&D efforts.
The findings from this report will give you insights on how the mixture of learning sources at your company relate to: