Corporate training is an essential aspect of organizational development designed to enhance employee skills, knowledge, and performance. It is crucial to employ effective training models that align with the needs of modern workplaces. The practice will help you to optimize these initiatives. The 70-20-10 model is one of the most prominent frameworks for corporate training.
According to this model, workplace learning is most effective when it includes three components. These three components encompass 70% learning by doing, 20% learning from peers, and 10% formal learning. In this article, we will delve into the 70-20-10 model and its components.
We will also provide valuable insights into how to apply the 70-20-10 model.
企业培训简介 70-20-10
The 70-20-10 model is often referred to as the 70-20-10 rule. It is a corporate training framework emphasizing the importance of experiential, social, and formal learning in the workplace.
Morgan McCall, Robert A. Eichinger, and Michael M. Lombardo developed this workplace learning framework at the Center for Creative Leadership in the 1980s. Later, 70:20:10 Institute popularized this workplace learning framework.
This model suggests that individuals learn best in a holistic learning environment that combines different approaches. These approaches serve as the 3 pillars of corporate training.
企业培训 70-20-10 的组成部分细目
让我们仔细看看 70-20-10 模型的每个组成部分，了解它包括哪些内容。
- 在实践中学习70%
The largest portion of the 70-20-10 model is dedicated to "learning by doing." This component recognizes that a significant portion of an individual's learning occurs through hands-on experiences. They learn most of their skills, real-world challenges, and the application of knowledge in the workplace.
以下是 "边做边学 "部分的工作原理：
体验式学习
Employees gain valuable skills and knowledge by actively engaging in their job roles. They can even expand their workplace learning by taking on new responsibilities. You can accelerate employees' learning process by encouraging them to leave their comfort zones. It will also help them to get courage and tackle new challenges.
实验
组织应营造一种促进实验和创新的环境。鼓励员工尝试新想法和新方法。因此，它可以带来有价值的见解和成长。
反思
反思是体验式学习的一个重要方面。应鼓励员工反思自己的正面和负面经历。这将有助于他们汲取宝贵的经验教训和见解，以利于今后的改进。
如何开始边做边学？
Employees should get most of their learning opportunities through their work experience. You can certainly achieve this in multiple ways. These ways can range from learning a new skill to navigating challenges coming into your role.
不过，各组织可以采取以下措施，通过工作经验提高学习能力：
- Offer employees new projects that can expand their role’s scope.
- Broaden the decision-making authority of your employees.
- Give opportunities to your employees regarding project or people management.
- 让员工更多地参与战略会议。
- 点对点学习：20
The second component of the 70-20-10 model is "peer-to-peer learning." It acknowledges that people often learn from interactions with colleagues, mentors, and team members. So, here we have different aspects involved in 20% peer-to-peer learning:
合作
组织应鼓励工作场所内的协作和团队精神。当员工共同开展项目或分享知识、技能和经验时，他们可以从彼此的优势和专长中学习。
指导和辅导
实施指导和辅导计划，由经验丰富的员工指导和支持新员工。这种做法可促进知识转移和技能发展。
实践社区
在组织内部创建实践社区，让具有共同兴趣或角色的员工聚集在一起，交流想法和最佳实践。
如何开始点对点学习：20%？
在这一部分，工作场所学习的关键是让员工通过同伴互动来学习。员工应该有机会与同事、经理甚至高层领导合作并向他们学习。在这里，我们有一些想法可以帮助你在办公室里培养学习氛围：
- 与管理人员一起启动辅导计划。
- You can set up one or two leadership coaching sessions for employees with senior leaders.
- Organizations should value the cross-functional involvement of their employees in projects.
- Provide your employees with consistent opportunities to collaborate, learn, and give feedback.
- 正规学习：10
The final component of the corporate learning 70 20 10 model is "formal learning." While it has the smallest share, it still plays a crucial role in employee development. This component includes structured and planned learning activities, for example:
培训讲习班
组织讲习班、研讨会和培训课程，为员工提供结构化的学习机会。这些课程可以涵盖从技术技能到领导力发展等各种主题。
在线课程
各组织应计划提供在线课程和电子学习模块。这些模块可以让员工按照自己的进度学习新知识。这对于远程或分布式团队尤为重要。
认证
支持员工获得相关认证或资格。这可以提高他们的专业知识和专业水平。
如何开始正规学习：10%？
Here is when you need to involve formal learning in your corporate training. You can draw your efforts towards setting up a professional development program formally. Try stepping beyond traditional group training in your organization.
不过，您可以从这里开始学习：
- Offer your employees readable content, videos, and webinars.
- Share relevant workplace learning sources from thought leadership in the industry.
- 鼓励员工获得相关认证
- Emphasize the importance of professional development classes.
- 此外，还可以考虑举办小组讨论和研讨会。
企业培训 70 20 10 模式为何有效？
企业培训 70-20-10 模式之所以有效，有几个原因。在此，我们列出了一些重要原因。
Ensured scalability
70-20-10 模式具有很强的可扩展性，因为它利用了各种学习模式。其中 70% 的 "边做边学 "部分使组织能够无缝整合在职学习。这使得这种企业学习模式既适合大型团队，也适合小型团队。
此外，随着员工队伍的增长或变化，组织可以很容易地调整和扩展培训计划。因此，总体而言，这是一种灵活的方法，可以适应组织的成长和转型。
提高员工参与度
这种模式促进了员工的积极参与。边做边学和同伴间的互动本质上就是让员工参与到学习过程中。这种做法会让他们更加投入到学习过程中。
员工在积极学习时能更有效地保留信息和应用知识。因此，员工的工作满意度和授权感也会随之提高。
多样化的学习方法。
The 70-20-10 model recognizes that people have different learning preferences and styles. It caters to various individuals within the organization by incorporating a diversified approach to learning.
有些员工可能会在实践和体验式学习中茁壮成长。相比之下，其他人可能更喜欢正规培训的结构。此外，同侪学习还能让员工向同事学习，因为他们可能拥有独特的见解和经验。
关于如何应用 70-20-10 模型的提示。
您想知道如何应用 70-20-10 模型吗？在这里，我们为您提供了一些在这方面必须考虑的有用提示。
Blend workplace learning approaches
Organizations should strive to create a blended learning approach to implement the 70-20-10 model successfully. The approach should combine three components of the 70-20-10 model.
例如，可以鼓励员工在正式培训研讨会后，将新学到的知识应用到实际场景中。同时，他们也更愿意寻求同事的指导。
在组织中创建学习文化。
Organizational culture plays a significant role in the success of the 70-20-10 model. Therefore, leaders should create an organizational learning culture to improve workplace learning. They can consider leading by example. Demonstrate a commitment to learning and development for this.
除此之外，你还可以鼓励知识共享。您可以通过促进开放式交流和知识共享平台来做到这一点。最重要的是，承认并奖励员工的学习努力和成就。
Provide your employees access to valuable learning resources
有效的企业培训需要不断改进。各组织应通过以下方式来衡量 70-20-10 模式是否成功：
- 收集员工的反馈意见，了解他们的学习经历，找出需要改进的地方。
- 监测员工的技能发展和知识掌握情况。
- 利用数据和反馈对培训计划和战略进行必要的调整。
不要忘记拥抱技术。
各组织应利用技术来促进和加强所有三个组成部分的学习体验。例如
- 利用模拟和虚拟环境进行实训，在实践中学习。
- 实施社交学习平台和协作工具，促进点对点学习。
- Utilize e-learning platforms and digital resources for online courses and certifications for formal learning
最终想法
70-20-10 模型是加强企业培训和工作场所学习的强大框架。企业可以创建全面有效的培训计划。它们可以通过认识到体验式学习、同侪学习和正规学习的重要性来做到这一点。这种做法将提高员工绩效，促进组织成功。
