That may seem a little upside-down, but according to new research from the Brandon Hall Group, organizations are finally realizing that people learn more of what they need to be effective at their job through informal channels, on-the-job experience and coaching than they do through more formal means.
That 10 percent of learning – for example, structured courses delivered within the LMS – yields an abysmal 10% retention rate among most learners, who tend to forget most of what they learn over time.
Download the report to learn how to:
- Re-examine your organization’s learning strategy through the lens of 70 20 10
- Find the blend that works for your organization
- Make sure you have a sound overall measurement strategy before you get too worried about informal measurement.
What opportunities could your company be missing to help your people retain more of what they’re learning at work?
The 70 20 10 model is just that – a framework, not a prescription. The model doesn’t demand that companies assign 10 percent of the education load to the LMS. Rather, it describes the reality of how people learn on the job, no matter how the information is delivered.
And while the actual mix is up for debate, the ratio tends to vary depending on the nature of the organization. For example, BHG recently reported that 43% of learning consists of on-the-job activity, 14 percent of learning is informal and 43% tends to be formal learning (Instead of 70 20 10).
This ratio plainly illustrates a pretty even split between formal training and on-the-job activity, suggesting that the relationship is (or should be) closer than we may have previously assumed.
In its new research brief, “Measuring the ROI of Informal Learning,” Brandon Hall Group identifies a few key learning characteristics that correlate with high-performing organizations. Below, an excerpt from the report:
When we look at organizations that have annually improved KPIs such as revenue, market share and customer satisfaction, we see that they:
- Support proactive learners — employees who take responsibility for their own development and seek out learning.
- Provide easy-to-use tools that present employees with opportunities to connect to formal and informal knowledge sources throughout the organization.
- Present each and every employee with opportunities for development based on personal strengths, weaknesses, job roles or interest from sources that go beyond their immediate leaders.