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    70 20 10 Principle

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    Yogesh Bhat
    Concept of learning under 70 20 10 principle. 70 % of learning takes place on the job 20 % of learning takes place through peers 10 % of learning takes place in an formal way - training

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    70 20 10 Principle

    Uploaded by

    Yogesh Bhat
    199 views8 pages
    Concept of learning under 70 20 10 principle. 70 % of learning takes place on the job 20 % of learning takes place through peers 10 % of learning takes place in an formal way - training

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    © © All Rights Reserved

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    Concept of learning under 70 20 10 principle. 70 % of learning takes place on the job 20 % of learning takes place through peers 10 % of learning takes place in an formal way - training

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    199 views8 pages

    70 20 10 Principle

    Uploaded by

    Yogesh Bhat
    Concept of learning under 70 20 10 principle. 70 % of learning takes place on the job 20 % of learning takes place through peers 10 % of learning takes place in an formal way - training

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 8
    At a glance
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    The passage discusses an update being proposed to the commonly used 70-20-10 model for learning and development. The update suggests ratios of 55% for on-the-job learning, 25% for social learning, and 20% for formal learning. It also discusses factors that can affect individuals' ratios, such as their role, company, and country.

    The 70-20-10 model suggests that successful managers obtain 70% of their learning from on-the-job experiences, 20% from social interactions, and 10% from formal educational events.

    An update of 55-25-20 is being proposed, with 55% from on-the-job learning, 25% from social learning, and 20% from formal learning.

    DECONSTRUCTING

    70-20-10

    UPDATING 70-20-10 | ©2018 | WWW.TRAININGINDUSTRY.COM |1


    TABLE OF CONTENTS
    04 Introduction

    06 The Origins of 70-20-10

    10 A Modern Update: 55-25-20

    18 Unpacking the 55-25-20 Model

    31 An International Perspective on 55-25-20

    35 The Crucible of Effective Training

    39 Summary and Conclusions

    42 About This Research

    43 Author

    44 About Training Industry, Inc. Research

    UPDATING 70-20-10 | ©2018 | WWW.TRAININGINDUSTRY.COM |2


    LIST OF FIGURES & TABLES
    11 Figure 1. Updated General OSF Ratio

    13 Figure 2. OSF Ratios for Managers Versus. Direct Reports

    16 Figure 3. Updated Executive OSF Ratio

    19 Figure 4. Boxplots for Updated OSF Ratios

    32 Figure 5. Updated OSF Ratios: International Sample

    UPDATING 70-20-10 | ©2018 | WWW.TRAININGINDUSTRY.COM |3


    INTRODUCTION

    The 70-20-10 model for learning and • 70 percent from on-the-job experiences
    development (L&D) is a commonly used
    formula within the training profession. The • 20 percent from social sources such as
    model describes the optimal sources of interactions with others
    learning by successful managers, suggesting
    that individuals obtain knowledge, skills and • 10 percent from formal educational events
    abilities in their jobs through the following
    mixture of sources:

    UPDATING 70-20-10 | ©2018 | WWW.TRAININGINDUSTRY.COM |4


    “
    The appeal of the model is the ease with This report explores:
    which it provides a shorthand accounting
    for sources of learning. We call this an OSF • Where 70-20-10 came from
    ratio, representing the relative amount
    of learning from on-the-job, social and • What it looks like today: the 55-25-20 An OSF ratio
    formal sources. model
    represents
    The 70-20-10 model is considered to be • The nuances that affect the OSF ratios the amount of
    of greatest value as a general guideline in the model for different types of learning from
    for organizations seeking to maximize employees, across different companies on-the-job,
    the effectiveness of their L&D programs and across different countries
    through other activities and inputs. The social and formal
    model continues to be widely employed • How the model relates to L&D efforts sources.
    by organizations throughout the world,
    and as such has become a cornerstone of
    many L&D initiatives. But could it use an
    update?

    UPDATING 70-20-10 | ©2018 | WWW.TRAININGINDUSTRY.COM |5


    TRAINING INDUSTRY, INC. RESEARCH PARTICIPANT DEMOGRAPHICS

    All research findings described within this report are based on Training Industry, Inc. research data collected in 2017 and 2018.
    The following are general demographics of participants in this research.

    Below are general demographics of participants in this research.

    Company Size Top 8 Industries Job Titles

    (representing 75% of respondents)


    >50,000 15%
    1 | Health Care Executives
    20,001-50,000 6%
    16%
    2 | Technology
    10,001-20,000 8%
    3 | Durable Goods Direct
    5,001-10,000 15% Managers Reports
    4 | Banking/Finance 24% 60%
    1,001-5,000 29%
    5 | Government
    501-1,000 14%
    6 | Education
    101-500 7%
    7 | Manufacturing
    1-100 6% 8 | Hospitality

    UPDATING 70-20-10 | ©2018 | WWW.TRAININGINDUSTRY.COM |6


    AUTHOR

    Dr. Tom Whelan is the Director of Corporate Research at technology, military special operations and pharmaceuticals.
    Training Industry, Inc., where his work focuses on learning Dr. Whelan has published in leading journals and presented
    and development research to inform workplace training at international conferences on topics such as personality
    practices. Prior to joining Training Industry, Inc., he worked assessment, survey research methods, virtual workplaces,
    as an organizational consultant, designing and evaluating and training evaluation and effectiveness. He holds a Ph.D.
    selection, training programs, compensation assessments and in industrial-organizational psychology from North Carolina
    data collection systems in a variety of industries including State University.

    UPDATING 70-20-10 | ©2018 | WWW.TRAININGINDUSTRY.COM |7


    ABOUT TRAINING INDUSTRY, INC. RESEARCH

    New insights create new ways for L&D to do questions across a variety of research designs, Management (CPTM™) certification program.
    business. Training Industry, Inc. provides data- including market research, buyer personas, We circulate these insights throughout the
    driven analysis and best practices for the learner impact analysis, competency models and training market using content marketing,
    corporate training professional by capturing the organizational assessment tools. Our expertise including webinars, infographics, email
    perspectives of learning professionals, learners and audience reach allow us to provide learning marketing, and our award-winning magazine
    and training companies across a diverse array professionals with in-depth market intelligence and website.
    of industries. Our informational resources are and thought leadership insights to reveal where
    shared with more than 185,000 monthly website the corporate training market is now and where
    visitors and 135,000 email subscribers. it is headed in the future. Recommended citation:

    The Training Industry, Inc. research team of Our research harnesses the collective wisdom Training Industry, Inc. (2018). Deconstructing
    experienced analysts relies on rigorous survey of learning professionals and their unique 70-20-10. Retrieved from https://www.
    practices, including targeted sampling and perspectives on the business of training to trainingindustry.com.
    advanced analytics. These practices are based inform our continuing professional development
    on validated principles of measurement to programs, including events, classes, certificates
    answer both qualitative and quantitative and the Certified Professional in Training

    UPDATING 70-20-10 | ©2018 | WWW.TRAININGINDUSTRY.COM |8

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