How relevant is the 70-20-10 model in the Internet age?

 The arrival of the Internet, and the current proliferation of online and mobile learning
technologies, has altered the training industry’s views of the 70-20-10 model.

How eLearning elements fit with the 70-20-10 model?

 When it comes to the effectiveness of learning and development resources, the 70-20-
10 model, when combined with eLearning, delivers significant value and is widely used
in training by businesses, large and small, all over the world.

The 70%
 ELearning is the fastest route to applying and experiencing new skills. According to the
model, learning occurs through daily practice. It is important that L&D professionals look
to eLearning platforms that provide short-form, portable and easy to access content so
that employees spend less time learning and more time applying and using their new
skills in the workplace.

 Expert content allows learners to learn through observation. It is beneficial for L&D
managers to work with a digital programme that produces original content created by
industry experts. Consuming training materials from business owners, mentors,
coaches, and professors allows employees to learn through observation from real-life
examples provided by experts in the topic or field in which they are training.

The 20%
 ELearning encourages collaboration through social learning.Social learning happens
with and through other people, like coworkers. It is important that managers use
eLearning to promote a culture of proactive social learning as well as a more personal
approach to development. Digital training platforms are a fantastic tool to support and
encourage social learning in the workplace.

 It is essential that those in charge of learning look to digital learning programmes that
encourage collaboration through features that, allow learners to share content and notes
as well as recommending learning materials to friends and coworkers. This is a more
cost-effective and time-efficient approach to social learning than formal, classroom-
based group work.

 ELearning supports a blended learning structure. An eLearning environment enables an

employee to collect information at one point to make use of it without loss of time, reflect
on what learning is taking place, and receive feedback and recommendations from other
learners. This will result in greater connectivity and a faster, deeper understanding of the
learning content.
 The 10%
 .One misconception is that the 70-20-10 model is anti-training, which is just not true.
Training makes up 10% of the model and short-form digital training can ensure the
learning content that employees consume is up-to-date and relevant. This is something
that traditional classroom training cannot provide. In a blended learning structure,
eLearning can also be combined with traditional training allowing employees to attend
online seminars from anywhere without sacrificing a whole day away from the office.

 Digital learning platforms such as eLibraries can store a large variety of content, it gives
employees the power to decide which training material is relevant, compelling and
helpful to them.

 ELearning allows learners to apply their skills quickly through short-form expert-based
content, access social learning opportunities to foster sharing of training material and
take charge of their own learning by choosing quality digital learning content that is
relevant to them.

 ELearning supports the three ways the model suggests employees learn best.
Combining the model with digital training promotes a successful implementation of
learning programmes, increased employee effectiveness and a return on investment.

CORPORATE EXAMPLE: These are some of the organizations which follow the model .
by comparing their take on the model there are certain common features which are
being followed , they are:
 Conclusion:
 The 70:20:10 model is a concept that's gathering momentum. The model can be defined
in different ways, but it caters to all the ways employees learn.
 Its advantages include shifting the focus from formal training to supporting performance
development and learning on the job.
 Implementation will vary across every business, but champions and ongoing revision are
essential.
 By successfully applying the 70:20:10 model, organisations can develop the high-
performance employees that make them more competitive.
 The 70:20:10 model shows that learning is more than just traditional classes. We need
several ingredients to make it work.
 Also, you should keep in mind that this model is not just about the exact percentages, it’s
about the balance. In real life, the breakdown may be more like 40% formal, 20% social,
and 40% experiential; or 60% experiential, 10% social, and 30% formal, etc.
 Thanks to modern technology, the 70:20:10 framework can be more flexible than ever
before..