Answer. A certain amount of cross-training should be incorporated into the plan. The responsibilities for each role should be clearly documented as well as instructional processes and contact numbers. The cross-training should include methods on how to access documented information for the role. Cross-training should be extensive enough to ensure the plan can be …
Nov 19, 2018 · 4. What degree of cross training between the various roles in the plans is most effective? Identify the advantages and disadvantages of such a cross-training plan. What are the trade-offs do you think exist between extensive and minimal cross-training? A certain amount of cross-training should be incorporated into the plan.
Of course, a cross-training program must be implemented properly in order to yield successful results. Campbell, Carrison, and Osteryoung contributed to the following guidelines for creating a successful cross-training program master plan: Identify the specific critical tasks for which cross-training is needed.
Sep 15, 2018 · 4. What degree of cross-training between the various roles in the plans is most effective? Identify the advantages and disadvantages of such a cross training plan. What trades off do you think exits between extensive and minimal cross training?
“Benefits of cross-training include corporate readiness when there is a need to fill the shoes of an employee; providing more variety in employees’ work, which typically results in happier and more productive workers; and the interaction of employees, which builds a sense of teamwork within ...
According to Osteryoung, cross-training is the systematic process to train workers to perform their work associates’ jobs. In order to be effective, it must be done both vertically and horizontally throughout the organization. Managers need to cross-train into jobs of other managers, as well as into lower-level jobs.
Cross-cultural readiness is the ability of people to adapt how they behave in their own culture to different cultural contexts. The degree to which people are ''ready'' influences the nature and timing of any training program.
Effective programs reflect the readiness of participants to adapt to cultural contexts, have a global mindset by being non-judgmental, have clear goals, appreciate the cultures of the audience, and are not ethnocentric, focusing on only one cultural perspective, to determine how culture functions.
Mary has worked around the world for over 30 years in international business, advertising, and market research. She has a Master's degree in International Management and has taught University undergraduate and graduate level courses .
Competency is about self-awareness. Often people aren't even aware of how their own views about other cultures shape their behaviors and responses. An effective starting point is a self-assessment about how a person feels about cultural differences and their own understandings of culture. Stage 2: Cultural Exploration.
Ethnocentric means delivered from the perspective of a single ethnicity and, by extension, cultural perspective. For example, while role-playing is a common technique in Western cultures, it may create excessive discomfort among people from cultures where exposing oneself as an individual isn't necessarily the norm.
The goal of cross training is to is to help single-skill employees develop new skills for other types of tasks which are beyond the parameters of their jobs, thus allowing them to become better assets to their company. This benefits the company by helping its personnel develop the necessary skills to carry out all kinds essential tasks necessary ...
Cross training employees can be done in several ways, but the best method is through direct, practical on-the-job training. For example, learning through a supervisor or a on-the-job “buddy” can help trainees learn the practical side of their work, as opposed to just the theoretical aspects.
However, it’s also important to remember that cross training is a form of investment, and like all investments, it poses certain risks to the investors. With cross training, organizations are investing in new skills for their personnel. If these skills prove ineffective or impractical in the future then the investment is a loss.