Through my previous blog, I have shared that cross-functional training increases proficiencies of employees, helps to promote team work, improves employees and organization’s productivity, reduces cost and time, and encourages professionalism and engages employees.
Here in this blog, I would like share how to provide cross-functional training. Like any other training, a perfect training plan and appropriate learning strategy make the cross-functional training really effective and engaging. Employing a cross-functional team to initiate the training, setting the right training objectives, and deciding upon the relevant training methodology can also add great value to effective cross-functional training.
Let’s now look at how cross-functional training can be imparted.
1. Classroom Training: The main purpose of cross-functional training is to know about co-employees, understand their work environment, their responsibilities, functions and various challenges they face. Classroom training is considered to be a traditional training method. However, it is very effective when imparting cross-functional training. It allows employees to learn about other teams of the organization in a quiet, calm, and peaceful environment where there is a great sense of exchanging knowledge along with human touch.
2. E-learning or Online Training: E-learning is considered to be one of the best training methodologies to impart cross-functional training to global employees. Employees can be assigned with e-learning introduction modules or online sessions, which give an overview of various other functions in the organization. These e-learning introduction modules can be prepared by the department functional heads to satisfy the needs of the learners.
For example, marketing and sales executives must know the basic operation’s processes and functions, in order to talk to the customer or the prospect well and clarify all his queries. In this case, in order to provide the training, the operation’s function head will be deciding the training curriculum and plan to the marketing and sales executives to satisfy his training need.
E-learning can add greater value in imparting the training, as it integrates multimedia elements in an engaging manner while delivering the training. Once you prepare the e-learning introduction modules to all functions with the relevant training objectives, these modules can also be used in induction training when new employees need an overview of the organization’s different departments.
3. Blended approach: Blended training is an ideal platform to impart cross-functional training, as it optimizes the learning experience by blending the training in different ways. Blended learning often mean blending the classroom training with e-learning; however it can also mean blending offline and online content, blending work and collaborative learning.
For example, after attending an e-learning session, employees may need study material and resources for further reference. Sometimes, employees may need on-the-job training along with e-learning; they may also want to clarify their queries and meet the other departmental heads. In this case, blending the e-learning with on-the-job training, virtual classroom sessions and webinars meets the training objectives and the training purpose and is able to achieve full-fledged and complete training outcome.
Thus, classroom training, e-learning, and blended training methods have their own significance in the field of cross-functional training. A blended approach would be ideal.
Please share your views.
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