Remove 2002 Remove Examples Remove Informal Learning Remove Information
article thumbnail

70-20-10: Origin, Research, Purpose

Performance Learning Productivity

These include samples in China, India and Singapore and for female leaders, since the original samples of executives in the early 80s were mostly male. They are 70-22-8, 56-38-6 (women), 48-47-5 (middle level), 73-16-11 (global sample), 60-33-7, 69-27-4 (India), 65-33-2 (Singapore) and 68-25-7 (China).

Research 130
article thumbnail

An example of informal learning from Europe

Jay Cross's Informal Learning

Harm told me about his team’s experience with informal learning in an engagement with Sara Lee. Having a closer look, I concluded that the list of activities could be divided into more formal and more informal learning activities. Informal: - Experiences on the job. The research was conducted in 2002.

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

article thumbnail

70-20-10: Origin, Research, Purpose

Performance Learning Productivity

These include samples in China, India and Singapore and for female leaders, since the original samples of executives in the early 80s were mostly male. They are 70-22-8, 56-38-6 (women), 48-47-5 (middle level), 73-16-11 (global sample), 60-33-7, 69-27-4 (India), 65-33-2 (Singapore) and 68-25-7 (China).

Research 176
article thumbnail

70-20-10: Origin, Research, Purpose

Performance Learning Productivity

These include samples in China, India and Singapore and for female leaders, since the original samples of executives in the early 80s were mostly male. They are 70-22-8, 56-38-6 (women), 48-47-5 (middle level), 73-16-11 (global sample), 60-33-7, 69-27-4 (India), 65-33-2 (Singapore) and 68-25-7 (China).

article thumbnail

Designing Technology for the Workforce vs. HR

Degreed

The design imperative was improving the quality and velocity of information to the HR team, which required moving data entry closest to the source — employees and managers. It was a great thing for HR to have employees update their personal information themselves. It is not just informal learning.

article thumbnail

[IN DEPTH ANALYSIS] Do your employees know how to learn?

KnowledgeOne

In this context, it is essential to make the most of informal learning, the spontaneous and unstructured learning that occurs in all workplaces and has an excellent, often untapped potential. Learning that needs to be known. This is only one example among many, and not necessarily anecdotal.

article thumbnail

The Broken Dream – LXP

eLearning 24-7

Change is another tenant, not with the above example, but rather with humans. The LXP market ignored the industry, not from a hubris standpoint, but rather not studying the history of the learning system space and recognizing pre-existing capabilities that were readily available for decades. Formal vs Informal. Micro-Learning.