Regardless of where you are in the journey to reenter the outside world, whether your employees will join you may remain to be seen. As a result, it’s important for you to know how they’re learning and to create new opportunities for development.
How can you balance the need to have content appropriately vetted and curated? To answer this question, we spoke with Lauren Harris, CPTM, of the University of Colorado Boulder and Juliana Stancampiano of Oxygen Learning.
Based on the OSF ratio, L&D organizations should continue to ground their training on experiences, optimizing on-the-job learning for each employee. That said, each source of learning interacts with the other.
This new research explores an updated perspective on 70-20-10 and presents an updated balance in Training Industry’s 55-25-20 model.
New research by Training Industry, Inc. explores the 70-20-10 model for learning and development (L&D). The findings are published in the research report “Deconstructing 70-20-10,” which was released today.
Recently, I published a blog post talking about how 70-20-10 can be interpreted as an OSF ratio. In this post, I want to talk a little bit about why we decided to start poking the idea of 70-20-10 with a stick.
Our research showed that there are companies where 70-20-10 is the right mix – but such companies are not the average. Instead, there are a range of mixtures for learning sources.