Cross Training
We offer personalized and interactive learning experiences to help you improve your knowledge and gain a better understanding of how different departments and roles work together to make every project successful.
Why cross training?
Cross training allows us to increase our resources and efficiency by:
- Helping employees acquire and enhance skills, knowledge, and abilities.
- Making employees minimally qualified to apply for positions for which they are cross training.
- Getting staff trained across programs and platforms.
- Preventing stagnation
- Offering professional development opportunities, giving the ability to make lateral moves, opening additional career paths. Filling positions through lateral moves gives us people who have greater knowledge of the organization.
- Improving understanding of the different parts of departments and eventually of the organization as a whole
- This leads to better coordination and teamwork. This shapes us into a more flexible organization.
- Erasing differences, misunderstandings, and unhealthy competition
- Assisting the sharing of organizational goals and objectives
hows it work?
1. Process & Risk Analysis
The analysis phase allows you to focus on your expected outcomes by answering the question, what does someone performing the job need to know? It also allows you to assess what skills and knowledge individuals in your department have that you want to transfer to others.
2. Design and Development
Once you know the job, the employees, and the skills and knowledge that you must impart, you need to organize into a logical and practical order the process by which the employees will learn. Make sure that any instruction is geared specifically toward your target audience so that learners can most efficiently absorb the information. Your process may include such steps as arranging for learners to shadow particular associates who are more experienced or better trainers.
3. Implementation
Once you have created your process, including your training program, you have to implement it. Instruction involves more than just good presentation skills; there are also logistical issues.
Moving your participants through an entire process of cross-training also calls for coordination and reinforcement.
4. Evaluation
The next phase is evaluation of your cross-training. That evaluation should examine your instructional design, any training sessions, follow-up activities, and other aids designed to reinforce the mastery of the new job’s requirements. Evaluation asks whether the parts of your programmed worked. Did you get what you wanted out of cross training in your employees? Evaluation will help us improve our program.
