A focus group that put togethe a cross-training presentation for senior leadership

1. Cross Training
Job Shadowing Program
Kathy Ramirez
Sabina Sulat
Jennelyn Giovando
Andrea Kaufmann

2. Magellan Protégé Benefits
 Having opportunities to interact with more experienced
professionals at Magellan
 Receiving encouragement and support
 Building job, career and self-management skills
 Learning shortcuts and strategies that are typically learned by
trial and error
 Receiving specific feedback from someone other than a direct
supervisor
 Gaining a more broad organizational perspective

3. Magellan Mentor Benefits
 Gaining satisfaction through assisting in the
development of others
 Building leadership, technical, career and self-
management skills
 Gaining renewed enthusiasm and engagement in
their own jobs
 Enhancing skills in mentoring, coaching and
leadership, regardless of a person’s role in the
organization


4. Magellan’s Benefit
 Increasing employee engagement, satisfaction and morale
 Reducing turnover by expanding development and learning
opportunities
 Increasing performance
 Using as a recruitment tool
 Helping to create a preferred workplace

5. Stake holder responses to
questionnaire
 What other interventions have been tried? “Leaders should already be
utilizing mentoring as part of succession planning. Feels they’re not
doing a good job at that’.
 Why didn’t mentoring/job shadowing programs not work in the past?
“Was not supported by Leadership, too complicated, too multilayered;
did not yield immediate results”.
 What might threaten outcome of program? Time constraints; limited
resources; other priorities

6. Why do we need job shadowing?
 Expands employee understanding of what each department does.
 Fulfills Magellan’s succession plans
 Make employee feel valued
 Lower’s turn-over
 Increases productivity – trained employee can step in when needed i.e.
call center

7. Creating a Successful Program
 Employee Initiative
and Responsibility
 Leadership Support
 Effective Tracking

8. HR Learning Path
 Established by each
department
 Employee “Electives”
 Part of Employee's MPM
 Employee Self Paced
Learning
 Tracked in Achieve
 Balance of Assignments,
Courses and Skills

9. Sample HR Learning Path:
HR Learning and Performance
 General HR (for all paths)
 Presentation: HR Departments
 Department Specific Training
 HR L & P Orientation
 Intro to Instructional Design
 Improving Presentations
 Achieve Courses
 Microsoft PowerPoint - Slide Layout and Design
 Basics of Effective Communication
 Learning and Performance Checklist
 Elective Skill (chosen by employee)
 ASTD Webinar
 Elective Reading (pre-selected book, article or website)

10. Sample HR Learning Path:
HR Learning and Performance
 General HR (for all paths)
 Presentation: HR Departments
 Department Specific Training
 HR L & P Orientation
 Intro to Instructional Design
 Improving Presentations
 Achieve Courses
 Microsoft PowerPoint - Slide Layout and Design
 Basics of Effective Communication
 Learning and Performance Checklist
 Elective Skill (chosen by employee)
 ASTD Webinar
 Elective Reading (pre-selected book, article or website)