Getting A Better Insight Of 70:20:10 Code To Deliver Effective E-Learning Solutions

In today’s modern scenario, learning has become a continuous process which can be supported by effective models. The fact that people apply what they learn has been translated into the 70:20:10 model, where 70 implies learning by doing to boost performance, 20 indicates learning in groups to improve knowledge sharing and 10 implies learning by engaging in formal learning solutions to gain enough expertise to work more efficiently. The 70:20:10 model has become the basis for successful organizational strategies in diverse industry domains. Certainly, it creates a framework for thinking beyond the classroom-based approach, along with focusing on the spectrum- formal learning, social culture and workplace.

All About the 70:20:10 Code

The 70:20:10 model is not only about numbers and ratios, but also adopting innovative ways to create effective e-courses and boost workplace performance. Some of the crucial aspects how this code can be deciphered are outlined here:

▶ Focus shift from learning to performance

The 70:20:10 model clearly signifies that not only learning, but achieving the desired business objectives should also be a priority for the organizations. Today, formal workplace training is not an end, but an optimum way of helping employees perform better, learn more effectively and develop themselves. Therefore, workplace learning is a by-product of improved performance, smarter learning, increased learning efficiency and so on.

▶ Emerging role of HR and L&D

Most of the HR and L&D professionals follow the 70:20:10 code without changing the nature of e-learning solutions they offer. In addition, some of the 70:20:10 experts provide revised versions of formal training, that takes place in the form of challenges and outcomes at workplace. It becomes a significant part of 70:20:10 approach

▶ Service update with the 70 and 20

The 70:20:10 concept allows learning & development as well as Human Resources to provide more than the 10. Extending the service to include the 70 and 20 helps to build a great collaboration between an organization’s core activities. It is all about employees working with their peers to attain the desired training outcomes and improve overall workplace productivity. Through this model, new-age employees communicate with each other and explore new opportunities to efficiently apply what they learn at the workplace.

We all know that learning is more effective when done at regular intervals. Modern workforce boosts their knowledge and skills through effective communication, practice and reflection. The 70:20:10 model is a holistic model which focuses on how the new-age employees learn at workplace, enabling them to perform better at workplace when compared with the classroom environment.

Unleashing The Topmost Instructional Design Theories For An Engaging Learning Experience

When we reflect on the delivery of e-learning programs to replace the traditions of instructor-led trainings, it also helps to assess the significance of theories based on design and implementation of online learning environments. These theories help to understand how human minds absorb, apply and retain specific information. Due to lack of engagement in a traditional learning design, organizations apply e-learning instructional design model based on Cognitive Theory. This model was aimed to deliver high-order learning experience by improving creative thinking ability. With the fact that difficulty of high-order learning requires more efforts from learners, it is essential for trainers to motivate learners during the experiment.

By adopting the best instructional design theories and models, organizations ensure to deliver engaging online learning experiences. Discussed below are some of the popular instructional design theories that can be embedded with your e-learning courses in the future:

1. Sociocultural Learning Theory

Based on three crucial elements including language, learning culture and proximal development, this theory has been widely accepted across diverse domains. It depicts the significance of workplace culture for the development of new-age employees. For instance, employees within an organization can influence other employees’ thinking ability on a specific topic and how they apply it to real-life situations at workplace.

2. The ADDIE Model

The ADDIE (Analyze, Design, Develop, Implement and Evaluate) model aids instructional designers to handle different kinds of e-learning projects with ease. It also helps them to focus on personalized learning needs and business objectives to achieve the desired training outcomes.

3. Situated Cognition Theory

Utilizing the Situated Cognition theory, learners can apply what they learn during the entire training program. It also helps learners leverage the opportunity to improve their knowledge competency through discussions and problem-solving.

4. Individualized Instruction

An Individualized Instruction model focuses on training individuals as per their customized learning needs. If employees learn and grasp easily, they can continue through training. But, if they do not connect well with the course, then this theory helps them to access training courses at their own pace of time and place. This theory also focuses on the following areas:

◈ Written course materials are preferred over presentations.
◈ Learners are asked to learn as per their convenience of time and location, providing them with an opportunity to work on their strengths and weaknesses.
◈ Educators help learners by adding highly interactive element to the learning experience.

5. SAM Model

By utilizing this model instructional designers can include interactivities at different levels within e-courses. First is the Preparation level, where information is gathered from different sources and then the Iterative Design phase where the design is created and further reviewed.

No matter which instructional design model you choose, it should cater to the personalized needs of diversified audiences. The primary objective is to address diverse customer’s expectations and then accordingly apply instructional design theories to drive the best training outcomes.