Insights of 70:20:10 learning model
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This document discusses the 70:20:10 model of learning and development. The model suggests that 70% of learning comes from on-the-job training, 20% comes from interactions with others, and 10% comes from formal education programs. However, the document notes that the model has been misinterpreted by some companies to undervalue classroom training and formal education. It provides additional context about the origins and meanings of the different components to better understand how to apply the principles of the 70:20:10 model.
Insights of 70:20:10 learning model
- 1. Insights of 70:20:10 learning model By Linda Ling training supervisor @NetEase
- 2. What is 70:20:10 model Insights of 70:20:10 learning model 70 20 10 on job training inter action with others Formal education This model was created in 1980s. Generally, it tells that 70% of the learning source is from On job training ; And only 10% of the learning source is from Education program
- 3. What is behind the model • What we learned in colleges are not that helpful to our job as we thought. • We can learn things from others. • On job training is the most efficient way to develop employees Insights of 70:20:10 learning model
- 4. How was this model used • Most of the companies set up training strategies following this model; • The result is that companies don’t support classroom training and more focus on coaching(mentor) or Knowledge sharing programs Insights of 70:20:10 learning model
- 5. But do we get this model right If we want to know the truth, we have to have complete information Insights of 70:20:10 learning model
- 6. Some facts we should know • This model was created for researching the key developmental experiences of successful managers Which means this model is more about the leadership learning • This model is talking about the source of knowledge, not only the form of how to organize learning activities That means if the learning content is based on job, even when the form is classroom training, we also can consider it as OJT. Insights of 70:20:10 learning model
- 7. OJT is not only“learning by doing” • OJT is more systematic, it is a program with complete process. Different format of OTJ 1. Hands-on experience; 2. Interaction with bosses and mentors(coaching & Feedbacks) 3. Reflection of the mistakes Insights of 70:20:10 learning model
- 8. Interaction with others • When the model introduces the OJT, it mentioned about feedbacks and work with bosses or mentor. Which also interactions with others, so I think we shouldn’t differ the model based on “learning activity format”. • This is more like “learn from other” or “imitate the ways others behave and think” Insights of 70:20:10 learning model
- 9. Education program is not equal with classroom training • When a lot of companies apply this model, they tend to think all the classroom training as education events. • So most of the company will try their best to cut the classroom training, because there’s only 10% results comes from it. • Also classroom training is money and time consuming, it’s kind like this model provides an evidence for companies to cut the cost. Insights of 70:20:10 learning model
- 10. A new 70:20:10 model Practical Skills Concept/Creative ideas Memory type knowledge OTJ 70 20 10 Interaction 20 70 20 Education(reading) 10 10 70 Scores of learning efficiency: 70, 20, 10 Insights of 70:20:10 learning model
- 11. Conclusions • When design a learning activity, consider the content type first; • Base on the content type, choose an appropriate(most efficient) format; • OJT is not only “do the job” or “learn by yourself” • Insights of 70:20:10 learning model
- 12. Thank you 页面制作