交叉培訓是指培訓員工以執行除通常分配的職責以外的工作職責。交叉培訓可以

Cross-training refers to training employees to perform job duties other than those normally assigned. Cross-training can be a short-term or temporary solution, or it can be an ongoing planned process. Cross-training usually does not lead to immediate promotion, but it does show that employees are interested in learning new skills. This diversity of skills can help him or her qualify for future career development. <br><br>Employers have found value in cross-training because it is usually more effective than introducing new employees. Many managers use technology to improve cross-training work and raise these efficiencies to a new level. Many employees like cross-training because it allows them to expand their skills. <br><br>All cross training should start with two basic steps: <br>1. Determine the knowledge and skills required for each position <br>. 2. Cross-reference the list of existing knowledge and skills with the list of knowledge and skills. <br>These steps reveal the gap between employees’ current skills and organizational needs. Technology makes it easy to collect and analyze such information.

Cross-訓 refers 訓 to work in a way other than the 責 normally assigned 責. Cross-訓 can be a short臨-time solution or a process in the process of being completed. Cross-訓 usually doesn't cause 晉 to rise immediately, but it shows that workers are interested in learning new skills. This skill variety can help him or her reach a level that has not yet been developed.<br><br>Employers have found values 訓 cross-cutting systems because they are generally more effective than introducing new workers. Many managers have taken these efficiencies to a new level 訓 using technology to transform cross-training work. Many workers like cross-訓 because cross-訓 enable them to 擴 skills.<br><br>All cross-訓 start with two basic 驟:<br>1. Determine the knowledge and skills required for each position<br>2. Cross-reference the list of knowledge and skills that are now available, as well as the list of knowledge and skills.<br>These steps 驟 the gap between the demand for pre-work skills. Technology makes it easy to collect and analyze this information.

Cross training refers to the training of employees to perform job responsibilities other than those normally assigned. Cross training can be a short-term or temporary solution or an ongoing planned process. Cross training usually doesn't lead to immediate promotion, but it does indicate that employees are interested in learning new skills. This diversity of skills can help him or her qualify for future career development.<br>Employers find value in cross training because it is often more effective than introducing new employees. Many managers take these efficiencies to a new level by using technology to improve cross training. Many employees like cross training because it allows them to expand their skills.<br>All cross training should start with two basic steps:<br>1. Determine the knowledge and skills required for each position<br>2. Cross reference the list of existing knowledge and skills with the list of knowledge and skills.<br>These steps reveal the gap between employees' current skills and organizational needs. Technology makes it easy to collect and analyze such information.<br>