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70-20-10 system: The 70-20-10 model is a framework for employee development that proposes ways in which people learn best when they are employed.Furthermore, the percentages that emphasize exposure to people (20%) and experiential learning (70%) are in line with Google's culture of experimentation, teamwork, and peer learning.20% Exposure: Interaction with peers, coaches, and mentors can also be a source of learning.

70-20-10 system:
The 70-20-10 model is a framework for employee development that proposes ways in which people learn best when they are employed. It suggests that there should be three categories for learning and development:
70% Experience: Experience, obstacles, and opportunities encountered while working on the job account for 70% of learning. Tasks, projects, and regular obligations fall under this category. Workers pick up new skills via experience, reflection, and making mistakes.
20% Exposure: Interaction with peers, coaches, and mentors can also be a source of learning. This might entail observing others, giving and receiving criticism, and taking part in group projects. Exposure offers chances to network, exchange knowledge, and learn from the experience of others.
10% Education: Programs for formal education and training comprise the remaining 10% of the learning process. Self-study materials, seminars, courses, and workshops are all included in this. Although schooling imparts fundamental knowledge and abilities, its effectiveness is frequently greatest when paired with practical experience and real-world application.
The 70-20-10 model places a strong emphasis on the value of hands on training and real world application for staff development. It implies that learning happens continuously through regular work experiences and interpersonal interactions rather than being restricted to official training programs.

According to the material supplied, Larry Page introduced the 70-20-10 system to the Google workplace. He sought to foster innovation, creativity, and worker well-being by allowing employees to devote 10% of their working hours to personal or recreational pursuits. You could take use of this time to take a break from regular tasks, pursue personal projects or simply explore new ideas.
Furthermore, the percentages that emphasize exposure to people (20%) and experiential learning (70%) are in line with Google's culture of experimentation, teamwork, and peer learning. Workers are encouraged to ask for and receive feedback from coworkers, engage in cross-functional teams and projects and learn from their daily experiences.
From an organizational growth and success perspective, the 70-20-10 system, taken as a whole, represents a holistic approach to employee development, acknowledging the significance of both formal education and real world experience.