C hanges in environment, whether linked to markets, technological developments or even to competition, are picking up speed. We are now constantly calling into question the business models that we thought would last for so long. Businesses are experiencing great challenges in

adapting due to this acceleration of change.

Every time a business decides to implement a new strategy it must be communicated and shared by all, otherwise there is the risk that the decisions taken at ground level, by experts in their field, may not correspond to the company vision. Consequently, existing teams or those joining the business, must rapidly develop or acquire the skills essential for adapting to these changes. This of course must be in a global context.

The competitiveness of businesses now depends less on product improvement or better cost management but more on their capacity to innovate and to take initiatives. To be competitive, businesses now have to be client-orientated, result-orientated, and demonstrate team leadership and adaptability. Are your teams ready? Are they familiar with your strategy? Do they know where to concentrate their efforts? Do they have the necessary skills? Do they know how to adapt and make the most of every given opportunity?

CrossKnowledge offers innovative solutions to rapidly align your entire organisation and to develop its critical skills on an international scale, with proven efficiency at contained cost.

• PAGE 3 •

We need to move away from a specialist culture and turn towards a client culture. How can we help our hundreds or thousands of employees to learn?

W hile the need to acquire new skills is increasing continually, access to training remains exceedingly low.

On average, only one in three people undergoes training in large Western businesses each year. Where

managerial or behavioural skills are concerned, this rate is one in five.

How can a strategy succeed if the skills are not where they are needed? How can you improve innovation

leadership if management does not know how to encourage creativity at ground level? How can you be client-

orientated if your teams do not know how to listen or speak to clients? How do you change the way things are

done if the key liaison staff, who are the opinion leaders, do not know how to drive change?

CrossKnowledge offers new methods for transferring skills so that you

can train twenty times faster. Your business can greatly develop the ta-

lents of both individuals and groups. You can manage your needs, where

key skills are concerned, more effectively. Your teams adapt and grow.

CrossKnowledge improves the opportunities for your teams to acquire the skills they need.

• PAGE 5 •

We have committed ourselves to implementing our new strategic plan over 9 months. Will the operational teams keep up?

Even the best strategies are ineffective if they are not deployed rapidly. The whole organisation can come

to a standstill if it struggles to implement a new strategy, organisation or new procedures.

The need for rapidity is the same if we look at operational teams at ground level. “We have bi-annual

sales targets for this new product.” “We need to have mastered this industrial process within three months.”

“We must integrate these new teams immediately.” “If I head this team, I have to be up to speed as soon as

possible”.

Whether you are deploying a strategy or organisational change, or mastering new know-how, speed is survival.

CrossKnowledge provides measurable solutions to the time-factor issue involved in skills development. Through

our flexible and personalised skills development solutions

your business becomes more responsive. Training becomes

immediately available, right where your teams need it the

most: on the job. Their skills are more quickly adapted to

your company’s strategic needs and the whole business can

confront changes in environment more successfully.

With CrossKnowledge you can put your alignment and skills development programmes in place more quickly.

Time to Learning

Time

Number of people trained (%)

3 m

onth

s

6 m

onth

s

9 m

onth

s

12 m

onth

s

15 m

onth

s

18 m

onth

s

25

50

75

100

Traditional training

CrossKnowledge solutions

• PAGE 7 •

Human resources are important to us - this is an area in which we invest millions. But what is the return on this investment?

CrossKnowledge improves the effectiveness of training programmes in a way that can be measured and proven over time.

Most businesses are now aware of the growing importance of human resources and

wish to increase their investment in training. However, they are uncertain of how ef-

fective this will turn out to be. Think of all those training courses which were ill-adap-

ted to the specific needs of the trainees. Think of all the times that the issues at stake were poorly

relayed by the middle management, resulting in very

little impact for the money invested. Think of all those

courses which decreased in quality the more frequently

they were carried out internally. Think how many training

courses have taken place that were immediately forgot-

ten and which had little impact at ground level. Often

training programmes are not individualised or flexible

enough. They do not move along quickly enough and

their actual effectiveness is rarely evaluated. These

flaws originate in both their design and in the way they

are run. And yet we need to carry out more training!

The solutions offered by CrossKnowledge have been

proven to increase the effectiveness of training. The programmes CrossKnowledge provides are individualised,

and so can meet the varying needs of the trainees. They are designed for employees at all levels and thus

avoid the pitfalls of a “one size fits all” approach. CrossKnowledge bases its training on different pedagogical

methods. These methods increase the amount of information that is effectively taken on board and put into

practice by the trainee.

Finally, because CrossKnowledge training solutions measure skills development, they prove that investment

in training can provide a real return. Individualised, relevant, measured, long-lasting: skills development

programmes become a reflex. Your business itself becomes a veritable trainee.

Assimilation of training

Effectiveness

Measure of efficiency

Losses

CrossKnowledge solutions

Traditional training

Time

3 m

onth

s

6 m

onth

s

9 m

onth

s

12 m

onth

s

15 m

onth

s

18 m

onth

s

• PAGE 9 •

We should be training five times as many people per year... Twice or three times as often! Will we have to spend 15 times as much?

T raining is expensive. The trainer, travelling, accommodation, and the time the teams spend training all

cost; and perhaps only an infinite part of what is taught is actually taken in by the trainee and put into

use. When budgets are tight, businesses think twice about adopting the extensive training policies which

actually prepare them for facing the future. So training is reserved for the elite: executive courses, program-

mes for those with the most potential, and so on. Meanwhile, the waiting list grows for middle management,

project managers, specialists and sales staff. Yet these employees

have a key impact on business performance. This is cost manage-

ment through reducing the availability of training to all.

The result is that the top 50 companies of the larger European

countries invest on average 200 million euros, per country, to ultima-

tely train just one manager in three.

You can completely reassess the financial aspect of providing

training with the solutions CrossKnowlege has to offer. You can

greatly reduce the amount of time spent in a classroom by

replacing it with individualised learning, close to real-life practice.

With CrossKnowledge, you increase the range of possible systems

and respond to the immediate needs of operational staff, without

having to put into place difficult and expensive programmes. For the same budget, it is possible to train twenty

times as many teams. Without these financial constraints, training becomes the right, and duty, of all staff.

Companies can integrate training into the working

day and benefit the company’s strategic issues.

CrossKnowledge optimises the cost of your training policy.

Costs

Traditional training

CrossKnowledge solutions

Dow

ntim

e co

sts

(pay

roll,

oper

atio

nal

im

pac

t)

Logi

stic

al c

osts

(t

rans

por

t, a

ccom

mod

atio

n)

Ped

agog

ical

cos

ts

(dev

elop

men

t an

d r

unnin

g)

Training all our teams Deploying our strategy more rapidlyGetting more results... And all on a fixed budget. Can it be done ?

T raditional training solutions are expensive, difficult to organise, and time-consuming. They are designed

for groups only and are rarely evaluated. They alone are no longer sufficient for meeting the challenges

faced by the company in terms of human resources.

Since skills are now a critical part of the implementation of strategies, you need to train more people, more

often. CrossKnowledge distance training solutions currently benefit over a million people in more than 40

countries by avoiding the constraints of time and space.

Strategies and environments change at speed, so you must train more quickly. The alignment and skills

development programmes designed with CrossKnowledge can make the training of several thousand staff

possible in the space of only a few months.

Since behaviour and skills really must change, training must also be more efficient. Designed in collaboration

with international specialists, recognised by reputed Business Schools and used by large European, American

and Asian training organisations, 100% individualised and supervised: CrossKnowledge distance training

develops skills in a measurable way.

It is simply impossible to multiply budgets by 10 or 15, under the pretext that needs are 10 or 15 times

greater. Businesses need to train more economically. Calculated per staff member, the cost of CrossKnowledge

distance training is up to 70% lower than that of traditional training solutions.

With distance training solutions from CrossKnowledge, improve the potential to meet your strategic challenges.

• PAGE 13 •

Main references

BANK AND INSURANCE

AGFAXACaisse d’Epargne Crédit AgricoleEurofactorGE Money BankJohn HancockSCOR

CONSUMER GOODS

AltadisDanoneL’OréalNestlé

ENERGY

EDFScottish and Southern Energy

EDUCATION

Bradford University – Shool of ManagementBrandeis University – BostonEFB ParisEM GrenobleEUROMED MarseilleESCEESCP-EAPESC LilleESC RouenESC TroyesESG (Groupe PGSM)ESMT – BerlinESSECHEC ParisIESEGManchester Business SchoolThe Open UniversitySUPINFONewscastle Business School

RETAIL

Casino GroupPicardThe Phone House

INDUSTRY

ABENGOAAlcanArcelorBombardierCytecEADSEutelsat CommunicationsIngersoll RandItalcementi GroupPlastic OmniumPSA Peugeot CitroënRenaultSafranSaint GobainSchneider ElectricSquare DThalèsUlmaValeo

MEDIA

France 3VRT

TELECOM / HIGH TECH

Alcatel-LucentFrance TelecomIBM FranceLaird TechnologiesLegrandLexmarkSTMicroelectronicsT-SystemsUnilog LogicaCMG

HEALTHCARE AND ENVIRONMENT

Laboratoires ServierSanofi-AventisSuez

SERVICES

Bureau VeritasHBMMercer Management ConsultingVoyages-sncf.com

• PAGE 14 •

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