Client spotlight: Ajinomoto Foods turns cross-training into a strategic advantage

Ajinomoto Foods North America is a leading manufacturing company that operates nine U.S. plants, employing over 2,800 staff members who produce frozen foods for restaurants and grocery stores nationwide. 

At its Joplin, Missouri, facility, teams operate a 24-hour production line that manufactures products such as onion rings, fried pickles, and mozzarella sticks. The environment is fast-paced, highly regulated, and competitive, with multiple manufacturers in the area drawing from the same limited labor pool. 

While other U.S. manufacturers opt to lure employees with short-term incentives, Ajinomoto has focused on developing a training program with Intertek Alchemy that helps employees grow, keeps them engaged, and supports supervisors.

From the production floor to training leadership

Audra Shelton understands the realities of the floor firsthand, having worked as a production employee before advancing to Training Administrator for the Joplin plant’s more than 300 employees.

“We know that we’re competing with other manufacturers in the area that at any time might offer bigger signing bonuses or more money,” she said. “But we also know they need more than just money and perks. Employees want the ability to grow within the company, feel valued, and know they’re working in a safe environment.” 

Before formalizing its cross-training approach with Intertek Alchemy’s Playbook, those opportunities were not always clear. Job training relied heavily on experience and word of mouth, and advancement paths were often unclear to employees.

Dave Lambert, Senior EHS Manager for Ajinomoto summarized the risk clearly: “The problem with tribal knowledge is you have an employee who was trained one way some time ago, who is now training a new employee. But he’s doing it different because he found it’s easier to do it that way. So, by the time you get to the third or fourth generational training, they’re leaving out three or four important steps.” 

Starting cross-training earlier with purpose

One of the most impactful changes Ajinomoto made with Intertek Alchemy was introducing cross-training earlier in an employee’s tenure. Within the first few months on the job, employees were given the opportunity to train on additional roles beyond their initial position.

This early exposure helps employees understand how the entire production line operates, build skills more quickly, and identify clear opportunities for growth. Some employees begin training as backups for more technical roles within just three or four months. 

Ajinomoto believes that it’s essential for employees to cross-train, so they don’t feel confined to a single role. And for frontline employees like Rachel Baine, Ajinomoto’s decision to expand with Alchemy has a personal impact: “Any time the company uses their money and time to invest back in the people on the floor, it speaks volumes about the company and how they value us.”

“I love being cross-trained. I’m a big-picture person, and I want to know how the whole line works front to back. It helps me understand our company better and gives me more opportunities in the future to move up in the company,” Baine said.

Improving coverage and reducing day-to-day stress

The benefits of structured cross-training extend beyond employee development. With training qualifications tracked and visible, supervisors can quickly identify who is qualified for specific roles.

That visibility has made filling shifts safer and far less stressful when someone calls out unexpectedly.

“The leads no longer have to scramble around to figure out how they’re going to get someone thrown into that position and be safe. They can just look at Playbook and see instantly who is qualified for that position,” Shelton explained.

Ajinomoto also utilizes the Alchemy Training System to support a tiered pay-for-skills program, rewarding employees who assume additional responsibilities. Training requirements for each role are clearly defined and documented, reinforcing fairness and transparency while motivating continued development.

Unstoppable growth for Ajinomoto with Alchemy

For Ajinomoto, success means continued growth and expansion. 

Ajinomoto upgraded their training program and built a culture of capability. They turned learning into a competitive advantage—one that reinforces consistent behaviors, provides opportunity for upskilling, and retains top talent. The result is not just smoother operations or fewer safety incidents. It is a workforce that can grow, adapt, and deliver results consistently. 

Shelton shared, “We’re excited about the future. There aren’t a lot of limits with Alchemy. Anything that you can imagine, you could do it with Alchemy.” 

Want to know how Intertek Alchemy can help you achieve success as it did for Ajinomoto? Contact us now to start your transformation journey.