New 80:10:10 Learning Model
John Hindman, Director of Learning and Performance Improvement, Tooling U-SME on
November 17, 2016
The retirement of millions of experienced and knowledgeable workers is creating a situation similar to that during World War II, when the incumbent manufacturing workforce went off to war and a new workforce was needed.
Out of necessity, on-the-job training (OJT) programs were developed to provide the standardization needed to quickly build a strong, reliable and safe workforce.
Today, there is a need to bring back these strong practices. This approach is critical due to the lack of strong competency-based apprenticeship programs and an incoming, often unskilled workforce.
When it comes to OJT, a new learning model is starting to take hold.
For years, the industry has aligned well to a 70:20:10 learning model to structure learning and development programs. This model suggested:
- 10% of standardized training takes place in the classroom through courses and reading such as compliance training.
- 20% is focused on mentoring and coaching by more experienced workers.
- 70% is devoted to job experience, where a worker learns informally through experiences and builds tribal knowledge through those experiences.
Based on the importance of OJT, Tooling U-SME suggests a flipped viewpoint of the model, where much of the on-the-job experiential learning is formalized with a structured OJT program.
This new 80:10:10 model provides standardization of both the mentoring and experiential elements, allowing for a greater percentage of the model to be dedicated to formalized learning and development practices.
This model suggests:
- 80% of a worker’s learning is formalized, and the desired worker performance is met and validated. This dramatically reduces the amount of time it takes to attain job competency.
- 10% is informal mentoring and coaching.
- 10% is experiential mode.
The informal mentoring/coaching and experiential modes enhance a worker’s job comprehension to a level of expertise that includes the ability to perform advanced troubleshooting and continuously improve the role.
Just like during World War II, the importance of creating and implementing a strong OJT standardized work program is, yet again, a driver of manufacturing competiveness, tied directly to enhanced productivity, quality, innovation, safety and profitability.
What does your learning model look like? We’d like to hear.
And, for more details on the new 80:10:10 learning model and OJT, check out our new white paper, Back to the Future: On-the-Job Training, Standardized Work Programs Boost Manufacturing Competitiveness.
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