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Customer Case 1: International Group Courses

19.11.2022

Customer Case 1: International Group Courses

How does corporate training with crossXculture actually work? Do I have to decide how many employees I want to have trained and at which intervals, even if I cannot yet assess our company's needs? - Certainly not. Here is a practical example:

A fast-growing Frankfurt-based company in the 'Home Comfort' industry employs young computer scientists, designers, and advertisers from different countries for its online distribution channels. Solid English skills are a prerequisite for employment, because the company language is English.

To raise awareness for German language and culture among its employees, to contribute to the skills of young people, but also in an effort to strengthen cooperation and foster a sense of belonging within the company, courses in German as a foreign language (DaF) are to be offered to all employees.

The talent manager at the Frankfurt-based company contacts Karsten Hein of crossXculture and describes the idea of the project to him. In order to determine the exact training needs, it is decided that all the employees interested should first complete crossXculture's Online Placement Test and provide information about their respective time zones and availability. crossXculture provides the necessary resources for this.

Once the results have been received, the participants are put into learning groups according to their language levels, time zone, and availability. The result is presented to the talent manager at the Frankfurt company who then discusses the possibilities with the company’s management team. The talent manager is informed about the budget available for the training and knows the employees as well as the local conditions.

It is decided that crossXculture should ensure an average of 5 participants per course. The courses are to be administered in three different ways: Online via MS Teams, in the company's seminar rooms, and as a hybrid model in which employees are able to participate both in the seminar room or from home. The overall focus of the program is to be on online instruction.

crossXculture makes the final offer, which the Frankfurt-based company can either accept, review or reject. Thus far, all preparations have been part of crossXculture's service philosophy and are free of charge for the client. Knowing that there are no demands on the side of crossXculture, the talent manager has all options available during the important phase of course planning.

Following the planning phase, the Frankfurt-based company decides that participants at levels A1-B1 should receive 2x 90-minute lessons per week and employees at levels B2-C1 should receive 1x 90 minute lesson per week. The courses are to be ongoing and feedback is to be obtained every 48 units via online questionnaire and evaluated anonymously.

Employees can enter and leave courses on a monthly basis, or switch between them if their work schedule or time zone of residence should change. To facilitate course switching, classes of the same level are taught with identical textbooks. crossXculture’s tracking makes it possible that participants retain all documentation of their attendance and their learning progress even if they change between courses.   

Invoicing is done via PDF invoice at the end of each month for the units of service rendered, with a seven-day payment deadline. In addition to the detailed invoice showing the units taught on all courses, the person in charge receives precise statistics on the course attendance of the each individual employee. At the end of the course, certificates of attendance are issued upon request, indicating the number of units and the current language level.

At the time of writing about this customer case, the Frankfurt-based company has already trained more than 500 employees via crossXculture and has thereby strengthened the bond between employees in the company. At the same time benefitting from their employees’ deeper understanding of the German language and culture. In cooperation with crossXculture, talent managers can rest assured that the German training market is strengthened in the long term, so that there will always be enough qualified training personnel available.

Since our founding in 2005, our clients have invested two-thirds of their training expenses directly in the fees of the teachers who work for them. They know that crossXculture’s Fair Share principle ensures them a large pool of qualified professionals in Germany who look forward to delivering motivating and well-founded lessons each day. We proudly carry this pledge of social integrity in our mission statement:

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