In fact, in the tangible development of corporate life each stage can be put on top of others, thus the responsive nature of the interventions to be implemented can change. The graduated mirror ...

The 70-20-10 model is based on the idea that 70% of leadership development comes from on-the-job experiences, 20% from feedback and coaching, and 10% from formal training and education.

Regional human capital competence model named "Pyramid Model" is established. It is agreed that regional human capital competence depends on forth major factors and they are human capital stock, ...

The Jobs-to-be-Done Pyramid™ is a new model for product strategy, mapping customer motivation across domains of function, emotion, and identity. People don’t just buy products to perform tasks ...

It’s time to put the 40-year-old 70-20-10 model behind us. LEADx. The 70-20-10 learning model is widely accepted as one of the best frameworks for corporate learning and development.