Cross training isn’t a new concept. It’s been an informal event in the office for a long time when staff cover the reception desk during a luncheon, when a teammate is on holiday and when supervisors sponsor employees to be promoted. Yet, as individuals able to do a large number of duties are a helpful asset – and are more committed, as they take on a range of responsibilities – this training might be useful.
Why should your company cross train?
Dr. Lepora Menefee, managing director at Nextgen People said, “Cross training was quite popular in the 70s and 80s. But with the decline of budgets came the decline of cross training. Now, the skills gap is necessitating its return. Given the retention issues faced by most major companies, it has never been more important to invest significantly into cross training. While cross training is still an effective way to develop leaders, it may become critical in maintaining basic business operations when unexpected attrition takes place.”
It can help reduce turnover, too. Employees are more inclined to stay when they see prospects for progress. To retain top talent, “special focus and priority should be placed on the star employees who are the most valuable producers of the organization,” Menefee added. These activities may help even personnel who are outside the cross-training programs. Acknowledge that your organization is ready to spend time and resources on employees is a strong instrument for inspiration and commitment.
The time and expenditure needed in cross-training may be difficult to justify, but it might not be more costly with its benefits for commitment, retention and succession planning. The cross-training employees inside your team have several advantages, some of these are:
If a member of your team is on holidays or sickly, there is no need to hire a temporary employee; current members of your team may cover the gap before they return.
Allow you to respond rapidly to change goals and conditions
As your workforce is well educated and adaptable, changes in workflow may be simply handled. Cross-training can also help you deal with workflow bottlenecks.
Build team relationships
If team members see and understand what other people do, they’re far more inclined to provide help if they fall behind. They can also aid, because they have learnt what other members of the team do.
Many prefer challenges and love acquiring new abilities. To make time for cross-training might contribute to maintaining the interest and commitment of your team. Individuals in new positions might also uncover talents, traits and abilities that they didn’t know about. This can lead to fresh enthusiasm and self-discovery, leading to lower staff turnover.
Enhance processes and workflow design
Since you are searching for a job or task from a fresh viewpoint, some amazing suggestions for organisation, team or process improvements by cross-trained professionals.
Preserve your expertise
Within the framework of a broader knowledge management programme, cross-training might also aid in planning succession. For example, you may enable younger managers to train as district managers for a week. This helps you to measure which employees perform well in this capacity in order for you to have a solid notion of who will replace them when the district manager departs.
In practically all sorts of enterprises and organizations, cross-training is carried out.
It is implemented to extend existing personnel’s competencies and talents and to optimize the organization’s capacities without acquiring new staff. That is quite nice, from a cost-effective point of view.
It is equally crucial to note, however, that cross-training is a sort of investment and, like every investment, puts investors at some risk. Organizations invest in new capabilities for their staff via cross training. If in future these qualifications turned out to be inefficient or unworkable, the investment represents a loss. So, it is crucial to remember these three points in cross training staff as they may assist your firm reach its long-term objectives.
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