The 70-20-10 model is a learning and development framework that suggests that individuals acquire knowledge and skills through a combination of different learning methods. This model is often used in the workplace to guide employee development and training strategies. The numbers 70, 20, and 10 represent the approximate proportions of various learning sources:

1. 70% - Experiential Learning (Learning by Doing): This portion of the model suggests that a significant portion of learning occurs through hands-on experiences and on-the-job activities. It includes tasks, projects, assignments, and real-world challenges that employees face in their daily work. Learning from mistakes and successes is a key component of experiential learning.

2. 20% - Social Learning (Learning from Others): This segment highlights the importance of learning from interactions with colleagues, mentors, peers, and experts in the workplace. Social learning involves discussions, collaboration, mentoring, coaching, and feedback. It emphasises the value of sharing knowledge and experiences within a professional network.

3. 10% - Formal Learning (Structured Learning): The remaining 10% of learning is attributed to formal education and training programs. This includes traditional classroom training, workshops, e-learning courses, seminars, and certifications. Formal learning provides structured content and theoretical knowledge.

How the 70-20-10 Model Can Be Used in the Workplace:

1. Designing Training Programs: HR (Human Resources) and L&D (Learning and Development) professionals can use the 70-20-10 model to design comprehensive training programs that incorporate a mix of experiential, social, and formal learning methods. This approach helps ensure that employees receive well-rounded and effective training.

2. Performance Support: Managers and supervisors can leverage the model to support employees' ongoing learning and development. They can encourage experiential learning through challenging assignments, facilitate social learning through mentoring and peer collaboration, and recommend relevant formal training opportunities.

3. Mentoring and Coaching: Organisations can foster a culture of mentoring and coaching to facilitate social learning. Senior employees or subject matter experts can mentor less experienced team members, helping them acquire practical skills and knowledge.

4. Feedback and Reflection: Encourage employees to reflect on their experiences and seek feedback from peers and supervisors. This self-directed learning process aligns with the 70-20-10 model's emphasis on experiential and social learning.

5. Performance Appraisals: During performance evaluations, managers can consider an employee's engagement in various learning activities, including experiential, social, and formal learning. This broader perspective can provide insights into an employee's development and growth.

6. Resource Allocation: Organisations can allocate resources to support different aspects of the model. For instance, they can invest in experiential learning opportunities, create platforms for social learning, and provide access to formal training programs.

7. Continuous Improvement: Regularly assess and adapt your organisation's learning and development strategies based on the effectiveness of each component of the model. Collect feedback from employees to refine your approach.

It's important to note that the specific percentages in the 70-20-10 model are not meant to be taken as fixed rules but rather as a guideline. The model underscores the value of a diverse range of learning experiences and highlights that learning doesn't stop when formal training ends. By incorporating this model into workplace learning strategies, organisations can create more holistic and effective development programs for their employees.