10% Training-20% Self-Learning-70% on Job  

Learning and Development

Learning & Development along with leadership and goals forms the overall reference against which the performance management system should be desigend. An organization giving equal emphasis on all the three factors will accelerate its journey towards building long-term human capital


10% Training-20% Self-Learning-70% on Job


True learning and development cannot take place unless the training material has been truly internalized and has been effectively enhanced the performance execution of the employee. Classroom session is only the beginning of this story with 70% of the actual learning taking place on the job.

It is said that you cannot teach somebody, you can only make him/her learn. This lends itself to the sphere of employee training, learning & development as well. Having classroom sessions of training will never ensure that the employee has imbibed and internalized all the training material and is successfully applying it in his/her job performance. The learning & development has to start with classroom training, supplemented by self-study by the employee and finally cemented by on-the-job application. The effect is best optimized in the ratio of 10% Training, 20% Self-Learning and 70% on-the-job learning. On-the-job learning is the longest but surest path to development and develops skills valuable both to the employee as well as the organization. However, the importance of other two cannot be undermined since classroom training plays the crucial role of seeder and initiator of the entire process. Employees do need a structured and disciplined approach to begin the process which ensures their attention and attendance. Execution effectiveness however, is achieved only at on-the-job learning.