Competency models and competency management play an important role in the world of Learning and Development. This is often based on the idea that there is a positive relationship between competencies and organizational results. Part1 of this series of articles is about the value and limitations of a competency model for L&D. These models are…
author: Jos Arets 70:20:10 appears to be the new gold standard for HR and L&D . It is creating its own jargon in which services are referred to as numbers: is this a 70 activity, a 20 or a 10+? It looks suspiciously like a code – so the key question is what is the…
Is Max Verstappen a ‘born’ Formula One driver? Does he have motor racing in his genes? According to psychologist Anders Ericsson his success is the alsult not of innate talent, but years of ‘deliberate practice’. This theory has turned the talent industry on its head. Excess capacity It’s not just Verstappen. Many people believe that…
A great deal has been written about the 70:20:10 model recently. Some of it suggests the authors understand what the model is about. A great deal suggests otherwise. If you and your organisation are planning to use this approach to help improve the way you build and support a high-performing workforce, it’s important that you…
Informal learning is more important than formal learning – moving forward with 70:20:10 Learning in organisations should not be confused with attending formal courses or eLearning: people learn much more by working than they do in formal training. Informal learning takes place in the workplace where HRD (Human Resource Development) is often conspicuous by its…
Time catches up with every business eventually, and this also applies to the traditional learning function. In the last century it was OK to place the focus on training. Today this is no longer an effective response if the learning function is to contribute to learning at the speed of performance. This can be achieved…
Learning professionals can use 70:20:10 to expand their range of services, create a positive business case and gain an automatic place at the management table. It sounds too good to be true but if you implement 70:20:10 correctly it’s possible. Don’t confuse training with learning in organisations Organisations thrive or fail depending on their ability…
The 70:20:10 expert as business partner Is L&D (Learning and Development) prepared for future challenges? Can we really afford to continue with twentieth-century roles, tasks and services when the world around us is changing so much? It’s time for L&D professionals to change too, so that instead of acting as training advisors they add value…
New roles and services for HRD with 70:20:10 There is a great deal of interest in 70:20:10 but it is not an easy task to base organisational learning on this methodology. We have therefore introduced five new roles for HRD (Human Resource Development) professionals seeking to implement the model. In this way HRD can expand…