Benefitsof Cross Training in an Organization

In addition, training should also be tailored to specific positions in the company and employees roles. Management may need additional training to help deal with employee issues, while someone in purchasing may need more training on gifting policies and someone in finance needs to understand the company’s position on fraud.

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

1. Cross training will allow more employees to be able to do the same job and reduce the amount of boredom and accidents.

Bringing opportunities into the organization can introduce a business with new ideas and creative ways of solving problems. Occasionally getting employees out of their normal routine can jump-start energy and encourage employees to recommit to their jobs and the company. Learning new skills and interacting with new and different people has a direct impact on the productivity and development of the work environment. Trainings should not be expensive or last for several days in order to be beneficial. Workshops, classes, and cross-training in other departments

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

Organizational analysis “involves determining the appropriateness of training, given the company’s business strategy, its resources available for training, and support by managers and peers for training activities” (Noe, 2013, p. 114). Organizational analysis has determined that retraining needs to occur in several key areas. Training will be given to managers, on improving communication, motivating and retaining employees through coaching and individual pathway development, with a

Qualified employees may get the opportunity to work for and with specialized managers or other corporate heads to learn from these individuals.

Cross Training. Employees that are cross trained can be extremely valuable because they are able to do a multiplicity of tasks,

Cross training allows an employee to be able to cover other positions when need and feel valued.

Both leaders of the nurse groups oppose the idea of cross-training for a several possible reasons that are interconnected. In general, those reasons are connected with already existing competence of the nurses from both teams. Another reasons might concern the idea that because of cross-training, their work might suffer as a result of being distracted from their main duties. Moreover, they might have the feeling of competition between the teams and would not like to cooperate.

University of Phoenix. (2013). Riordan Manufacturing. Retrieved from University of Phoenix, Virtual Organization Portal website.

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.