More and more businesses are adopting 70:20:10 to help build organizational strength.
However, a question often posed is whether the approach is a theory of workplace learning, a way of cutting down on training costs, or a mantra to be followed slavishly.
Alternatively, is 70:20:10 simply ‘old wine in new bottles’ given that most Learning and Development (L&D) professionals think they already combine learning and work?
Some ask ‘why bother with 70:20:10 at all’?
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