University of Wisconsin–Madison

The 70/20/10 Model, Part 2

The 70/20/10 Model
By Steve Catania
In an earlier issue of the HR CoP newsletter, we introduced the concept of the 70/20/10 model by referencing the limited effectiveness of attending a house-building course that involved only lecture and no hands-on coaching or follow-up activity. Today let’s explore in more depth the 10% of the model, and how it can be used to benefit human resource and payroll professionals on campus.

The 10% consists of structured learning, like the house-building lecture. However, this 10% can come in many forms, including but not limited to: attending the HR@UW annual conference, watching a video, reading human resources blogs and newsletters, or attending a course on Immigration Basics.

This 10% of structured learning is usually what people think of when they hear the words “professional development.“ This process begins when an individual finds, or is told to attend, a learning opportunity that will benefit them by providing a base level of information or skill on a topic. For instance, this could be a human resources professional watching an online tutorial about the direct deposit business process. Another example could be someone who has recruitment responsibilities in their role and they complete the TREMS online training in Canvas, so they are more efficiently able to manage and support employee recruitments.

To think about how you might benefit from the 10% of the model, consider these questions:

As a manager or mentor to others, it is also important to understand the importance in supporting others in this 10%. It is helpful for managers and mentors to know what formal learning opportunities exist, who should take them, and when is the best time to take them.

In a future newsletter, we will cover how each part of the remaining 90% of the 70/20/10 model reinforces and grows the skills and knowledge obtained from the 10% structured learning.

Examples of Learning Resources:

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