The 70-20-10 training method is a learning and development model that suggests optimal learning comes from three types of experiences: 70% from on-the-job experiences, 20% from social interactions, and 10% from formal education. This model is designed to maximize employee development by emphasizing practical, real-world learning.

What is the 70-20-10 Training Method?

The 70-20-10 training model is a framework for learning and development that prioritizes experiential learning. It proposes that individuals gain:

• 70% of their knowledge from challenging assignments and on-the-job experiences.
• 20% from relationships, feedback, and coaching.
• 10% from formal educational events and courses.

This approach is widely adopted in corporate training programs to enhance employee skills and performance.

How Does the 70-20-10 Model Work?

70% Experiential Learning

Experiential learning involves hands-on tasks and real-world challenges. This component focuses on:

• Job rotations to expose employees to different roles.
• Project-based work to develop problem-solving skills.
• Stretch assignments that push employees beyond their comfort zones.

By engaging in these activities, employees learn through doing, which is often more effective than theoretical learning.

20% Social Learning

Social learning emphasizes the importance of learning from others. This can be achieved through:

• Mentorship programs where experienced employees guide newcomers.
• Peer feedback sessions to foster a culture of continuous improvement.
• Collaborative projects that encourage teamwork and knowledge sharing.

These interactions help employees gain insights and skills from their colleagues, enhancing their learning experience.

10% Formal Education

Formal education includes structured learning activities such as:

• Workshops and seminars on specific skills.
• Online courses for flexible learning.
• Certifications that validate expertise in certain areas.

While formal education is essential, the 70-20-10 model suggests it should complement experiential and social learning rather than be the sole focus.

Benefits of the 70-20-10 Training Model

Implementing the 70-20-10 model offers several advantages:

• Enhanced skill development through practical application.
• Increased employee engagement by involving them in meaningful tasks.
• Improved collaboration and communication within teams.
• Greater adaptability as employees learn to handle diverse challenges.

This model encourages a balanced approach to learning, ensuring employees are well-rounded and prepared for various situations.

Practical Examples of 70-20-10 in Action

Example 1: Tech Company

A technology firm might use the 70-20-10 model by:

• Assigning junior developers to real-world projects (70%).
• Pairing them with senior engineers for mentorship (20%).
• Offering coding workshops and online courses (10%).

Example 2: Retail Business

In a retail setting, the model could be applied by:

• Rotating employees through different store departments (70%).
• Encouraging team meetings and peer reviews (20%).
• Providing customer service training sessions (10%).

These examples illustrate the flexibility of the model across industries.

People Also Ask

What are the limitations of the 70-20-10 model?

While the 70-20-10 model is effective, it has limitations, such as the assumption that all learning experiences can be neatly categorized. Additionally, it may not suit every industry or role, particularly those requiring extensive formal education.

How can companies implement the 70-20-10 model?

Companies can implement this model by designing development programs that integrate on-the-job training, mentorship, and formal education. Regularly reviewing and adjusting these programs ensures they meet evolving business needs.

Is the 70-20-10 model still relevant today?

Yes, the 70-20-10 model remains relevant as it aligns with modern learning trends emphasizing experiential and social learning. However, it should be adapted to fit the specific context and needs of each organization.

Can the 70-20-10 model be used in education?

While primarily used in corporate settings, the 70-20-10 model can be adapted for educational environments by incorporating experiential learning projects, peer collaboration, and formal instruction.

What are alternatives to the 70-20-10 model?

Alternatives include the ADDIE model (Analysis, Design, Development, Implementation, Evaluation) and Blended Learning, which combines online and face-to-face instruction. These models offer different approaches to learning and development.

Conclusion

The 70-20-10 training method is a versatile and effective framework for employee development. By balancing experiential, social, and formal learning, organizations can foster a dynamic learning environment that enhances skills and boosts performance. To maximize its benefits, companies should tailor the model to their specific needs and continuously evaluate its effectiveness. For more insights on learning models, consider exploring related topics like Blended Learning and the ADDIE model.