iLearn learning and development philosophy is based on the 70/20/10 Model according to the Princeton University Learning Process. This philosophy defines learning and development as occurring in 3 main ways:

• 70% of learning & development takes place from real-life and on-the-job experiences, tasks, and problem solving. This is the most important aspect of any learning and development plan. For example, the real learning from a skill acquired in a training program, or from feedback, takes place back on the job when the skill or feedback is applied to a real situation.
• 20% comes from feedback and from observing and working with role models.
• 10% of learning and development comes from formal training.

Research has shown that 85% of companies invest 78% of their training resources in formal in class training, the 10%. The iLearn model ties all training programs to on-the-job training and on the structured mentoring and networking programs. This is what makes the model unique. The learning and development journey starts with Training Needs Analysis (TNA). Through structured interviews and discussion with internal stakeholders, we collect real business cases, identify the organization’s training needs and link those directly to the vision, values, mission and strategic objectives. We design a Training Road Map with buy-in from stakeholders. Typically, training modules have three levels: beginner, intermediate and advanced. Each level is comprised of the following elements that together represent the 70/20/10 variety of learning and development methods

• pre-course assignment
• in-classroom training
• in-course assignment and exam
• post-course assignment and end level exam, which qualifies the participant for the next level
• feedback sessions, refresher workshops
• on the job coaching (for advanced level)

This approach provides a fully customized learning and development journey (not a one hit, ‘of the shelf’ generic training course). iLearn will continuously challenge you, but at the end will provide you with concrete tools, a quantified measurable objective result compiled by seasoned professionals using scientific research based tools. Finally if its’ still permitted a memorable fun experience that makes a difference to the people, the organization and provides a solid return on investment.

iLearn believes that training should be accountable and not a break from work. People’s performance before, during and after the training should be directly linked to their HR evaluation at the end of the year and therefore directly connected to their bonus structure. iLearn provides a quantified scientific evaluation of staff, done by a panel of industry experts not just one evaluator, therefore being objective and not based on the employee’s relationship with his/her evaluator. This provides the motivation for the attendees to work to pass the course, as they will only be certified if they successfully complete all the material and assignments, contribute during the training etc.

iLearn can assist your organization in integrating the training process and results to key HR processes such as performance management, career planning, personal development and leadership succession planning. Integrating training results with HR processes is the most effective way of measuring ROI on training.