UK Regional Report: Addressing the Global Skills Shortage

Research

UK Regional Report: Addressing the Global Skills Shortage

The new realities of work are creating long-term impacts — good and bad — for your organisation and people. The organisations that aren't struggling to navigate this uncharted wilderness succeed because they focus on developing the skills of their people. Learn how successful organisations worldwide use skills to ensure they and their people are thriving post-pandemic and how your organisation can do it too. Download this eBook to learn: How high-performing organisations are leading with skills The employer vs employee confidence gap The current state of skills development around the world Practical tactics from leading with skills and becoming an HPO

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Skills Development & Adaptive Learning: What Enterprises are Focused on in 2022

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Skills Development & Adaptive Learning: What Enterprises are Focused on in 2022

Build skills of the future, fast - unlock the potential of your people

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Build skills of the future, fast - unlock the potential of your people

Build skills of the future, fast Your business needs to build new skills to meet the future, ready. Your people want to feel prioritised, part of your mission and masters of their own destiny. Now, more than ever, you (the business leader) need to unlock the power of your people to enhance your business agility. You can do this through personalised, targeted learning experiences that engage your people, drive your business forward and are founded on a scalable, ai-powered skills framework.

Zee Entertainment transforms its learning experience with Edcast

Customer Story

Zee Entertainment transforms its learning experience with Edcast

Zee Entertainment Enterprises Limited (ZEE) is a leading content company offering entertainment content to diverse audiences. With a presence in over 190 countries and a reach of more than 1.3 billion people around the globe, ZEE is among the largest global Media & Entertainment Companies across genres, languages, and integrated content platforms. ZEE needed to provide their employees with a more holistic and personalized approach to professional growth and development. The need for an LXP To build a culture of continuous learning and support the future vision of the company, ZEE was in search of a Learning Experience Platform that provided: Personalized learning for employees Flexible content to develop technical, behavioral, and leadership skills AI-powered platform to enhance content recommendations Setting up for success: the key features that drove engagement The EdCast by Cornerstone Learning Experience Platform redefined the learner experience and allowed ZEE to take a holistic and comprehensive approach to developing their employees. The five key features that drove employee engagement: Content Aggregation EdCast by Cornerstone supported ZEE in onboarding and integrating with GO1, the world’s largest content aggregator, with more than 80K+content assets from over 200+content providers. This covered almost 60-65% of the content requirements of the company. Most of these assets are bite-sized content that can be accessed easily by the employees in the flow of work. Personalization They set up customized academies (i.e., channels) and architecture on the Learning Experience Platform for the employees based on their functions and job roles (i.e., Individual Contributor, Project Manager, etc.).The setup lets employees only see academies that are relevant to them instead of all academies. Learning Goals EdCast by Cornerstone also reduced employee content search time by setting up the Learning Goals. EdCast by Cornerstone’s AI Engine provides content recommendations for employees based on those learning goals. Usability Timely notifications enabled employees on the learning platform to nudge and bring them to the platform. ZEE also subscribed to EdCast by Cornerstone’s Mobile App, anextension of their LXP, to promote learning on the go. The platform also offered Curation-as-a-Service (CaaS) for Techno-Functional content pathways that enabled learners to create a better foundation on critical skills and build a culture of continuous learning. Analytics The Manager Dashboard Feature enabled managers to check the status & progress of their team’s learning journey & have impactful learning conversations and coaching during regular catch-ups. Driving adoption with a deep learner engagement program Investments in technology & tools alone are not enough. The success of any L&D program depends on how deeply the organization drives employee engagement programs to ensure adoption that will eventually make every learner realize the importance of personalized, lifelong learning. The L&D team at ZEE aroused interest in learners before the revamped launch of LXP & then created continuous interest through monthly campaigns, as shown below, to enhance awareness about every platform feature and drive engagement. Leap of learning – The first engagement campaign sought to understand employees' current perception of Zeecademy and crowdsource a new logo. 1,700 engaged users 55+ logo design submissions December to remember – The next step was to entice Zeecademy to explore consumer content from the newly integrated provider G01 and gather feedback Increased 900+ engaged users 27,000 views 10,300 likes 17,500 completions 700 comments Revamped platform launch – Zeecademy’s new learning experience platform launched in January 2022 with a 360-degree communication plan for employees. 50+ academies launched 30+ content providers added 19,000 views 570 engaged users 10,000 completions 7,000 likes Very Berry February – The next step in the adoption campaign was to enable employees to create their career path by adding “learning goals” with AI-activated recommendations. 650+ users added learning goals 35,000 views 12,000 pathways completions 300% increase in pathway completions Arches of March – This campaign aimed to build a culture of content creation within ZEE through speaker sessions and showcasing content curation capabilities in the LXP. They introduced learners to the mobile app through an exclusive quiz. 990+ participation in speaker sessions 29% mobile app adoption 330+ content created Maple of Maypril – This campaign refreshed awareness of Zee competencies within the LXP and introduced them to academies and pathways. 200,000 views 434% pathway completions 1660 engaged users 5,900 visits on competency channels The innovative monthly campaign plans coupled with rigorous execution by the L&D team at ZEE ensured faster adoption of the revamped LXP. This complimented a Reward & Recognition program to motivate early adopters and create a solid pull for learning across the organization. The impact ZEE adopted the Unlearn, Learn, Relearn model to improve individual learning agility and inculcate a habit of continuous learning across the organization. A robust platform design coupled with a rigorous employee engagement model dramatically impacted learner engagement and collaboration, thus helping ZEE transition from a top-down to a learner-centric approach to L&D. With EdCast by Cornerstone’s LXP, ZEE is now driving a culture of learning that will foster the skills needed to meet today’s business objectives and support the company’s business vision for the future. 73% increase in monthly active users in 3 months 84% repeat monthly active users 90% adoption of the LXP platform 99% unique content completion rate 27.7 social expression

Trends at Work

Introducing an exclusive partnership with WaitWhat's Masters of Scale for an entirely new learning experience

Datasheet

Introducing an exclusive partnership with WaitWhat's Masters of Scale for an entirely new learning experience

You asked for popular podcast modalities and we delivered through a partnership with WaitWhat’s Masters of Scale. Check out lessons about building teams, developing products and scaling companies from the world's top leaders, now available in multiple Cornerstone Content Anytime subscriptions.

Putting Your People at the Centre of Business Success

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Putting Your People at the Centre of Business Success

Hear how Pret a Manger, Thames Water and Unibail-Rodamco-Westfield focused on their people to adapt their businesses to change in the uncertain times through 2020 and beyond.

Strategy is compatible with company culture

Blog Post

Strategy is compatible with company culture

What makes a real corporate culture? It encompasses the values, ethos and morality of an organisation. These values ​​are defined by executives, but it is up to HR to implement, mediate, and, if necessary, change these elements within organisations. In addition to the implementation of new corporate strategies, the right approach to solving digital change is with the employees. It is the workforce that has to deal with the new developments in a practical and active manner and incorporate the strategies on a daily basis. For this reason, it is vital to establish the best possible corporate culture. Here’s some clues to agree your strategy and corporate culture: Flexibility for HR If a company wants to change through its employees, this also means HR needs to re-establish itself. HR must position itself differently and, as a result, act as a strategic partner, instead of presenting itself as an aid to the management. Take Risks The fact that companies are often afraid of risks lies in the nature of the matter. Nevertheless, there are always phases in economic development, where risks are important. Digital change is one of these risks. It is also the only way to promote innovation and creativity. Leadership means not only to command, but also to inspire. Creating new digital strategies may be a risk but no culture can develop without even exploring its limits. Each manager must ask his or herself whether they are ready, to take the risk. Speed ​​up the transfer of knowledge Interlink your organisation in terms of learning. According to Cornerstone’s A License to Skill: Embracing the Reskilling Revolution report, there remains a confidence gap between organisations and their people when it comes to skills development suggesting investments in learning may not currently produce the desired outcome for your people. This breakdown in communication cannot be solved by further investments though, you first need to establish a learning environment. The scientists McCall, Lombardo and Morrison showed in 1988 that employees learn 10 percent through formal further education, 20 percent from colleagues and 70 percent by challenges. Successful managers should encourage their employees to learn autodidactically with their colleagues at the workplace. Investment in internal social networks – based on the rules of the collaboration functions – should not be stopped but encouraged. The goal must be unified learning processes in which the collaboration and sharing of knowledge among colleagues are the focus. This will accelerate the exchange of knowledge enormously and improve the efficiency of employees.  Consolidation Over the past few years, a highly-fragmented system has developed, which makes it difficult for companies to coordinate their network environment. The consequences are often unclear procedures and high costs, which lead to conflicts within the team and harm company culture. Large organisations often use different systems in each of their offices which are repeatedly incompatible. All processes and standards of a company should be standardised to consolidate internal processes. This will prevent disturbances and create transparency across the company. Communication Transparency allows teams across the company to understand all of the processes and to see themselves as part of a larger unit. Practices that actively promote this and are available to managers are, for example, performance reviews and employee interviews that take place not only quarterly or annually but continuously. Corporate strategy and corporate culture do not have to take separate paths, but represent two sides of a medal. The factors that make up the culture are like the oil in a machine consisting of innovation and success. This blog originally published in July 2017 and updated in November 2020.

Skills Building

Spotlight on Amplifon: Making learning available anywhere and anytime

Customer Story

Spotlight on Amplifon: Making learning available anywhere and anytime

A history of excellence in hearing aids Founded in Italy in 1950, Amplifon is a leading multinational company in the hearing care retail market. Thanks to continuous research in the field of auditory prosthesis and in-depth studies in audiology, otolaryngology and phoniatrics, Amplifon supports its customers in their selection of the best hearing aids available. The company takes care of the entire process, from distribution through fitting to after-sales service, with customer relationship care being the Amplifon Group’s true added value. The Group features an Italian network of over 600 centres and more than 3,000 service points. On a global level, Amplifon operates 9,200 outlets in 25 countries and employs about 18,600 employees and contractors. Investing in people Amplifon’s objectives include offering an innovative experience to its customers, stimulating growth in key markets around the world, and developing an increasingly efficient company where people’s talent makes the difference. To fulfil the last point of its mission and lay the foundations on which the company’s future will rest, Amplifon has defined a five-year (2020-2025) training and development strategy. The integrated L&D plan outlined by the Group rests on four pillars: Amplifon awareness, to create awareness with respect to corporate strategy on what is happening in all the different organisational units, and how everyone contributes to the success of the Group. This will ensure that each individual has all the elements at his or her disposal to make decisions, and to make a difference every day. Digital empowerment, for an ever-deepening digitalisation of work environments, so that people become the focus once more. For Amplifon, technology helps automate repetitive tasks and gives people the tools they need to make the best use of their own intuition, ingenuity and thought processing. Amplifon connect, which includes mentorship, coaching and change management programs, with the aim of breaking down silos and creating connections and contacts across all different Group levels. Amplifon lead, with dedicated leadership and management courses aimed at preparing “People Managers” and “People Leaders” to play the key supporting role in enabling people to grow and become an example for the Group. Based on these four pillars, Amplifon set up a training course that offers: The same training opportunities to all employees, regardless of location or specific task – because Amplifon believes that knowledge should be limitless Access to training anywhere, at any time, and from any device – thus guaranteeing complete freedom according to each individual’s different needs The opportunity to develop technical and transferable skills such as creativity, imagination,gination, project management skills, ethics Engaging and stimulating content, thanks to gamification logic Prioritisation of training content, using algorithms that take into account people’s needs, preferences, and interests Tailored training for a future-ready workforce The pandemic has forced companies like Amplifon to redefine their priorities, opening their eyes once again to the importance of training and development. More specifically, the major changes experienced by the labour market over the last two years have prompted the company to invest today in the development of what will be the key skills of tomorrow. Amplifon has thus decided to offer its employees highly personalised courses with a strong focus on talent and skills. In order to do this, the company favours a “complete experience” approach, relying on a single common platform which can be accessed by the entire global workforce.This platform not only integrates harmoniously into the employees’ working life, but is also able to stimulate them through customised training content that will enhance their autonomy. In May 2021, Amplifon thus implemented Cornerstone 's learning platform. Cornerstone is a provider of adaptive human resources management solutions, and their training content has been made available at the same time to all Amplifon employees globally. Since then, thanks to its high level of customisation and ease of use, the platform has been used to strengthen the four pillars of the Group’s L&D strategy and, in particular, to develop functional and cross-functional skills. With regard to the former, Amplifon can finally provide tailor-made content, calibrated not only to current skills but also to skills that will be acquired over the coming years in order to remain competitive and further develop its employees' careers. With respect to cross-functional skills – given the speed of change to which every type of job is now subject – Amplifon has chosen to provide specific paths that delve into the themes of data analytics, change management and project management. The aim is to embrace learning in the flow of work and make it a reality. Training as a tool to overcome inequalities The biggest achievement to date is the substantial increase in the number of hours dedicated to training by employees; to date, on average, each employee has totalled 24 hours of training per year. Thanks to a mix of strategy and technology, important progress has been made in making training and development available anytime and anywhere, and fostering collaborative learning and employee engagement. Amplifon believes that training fosters equal opportunities for all, regardless of personal background, gender, age or place of origin. Knowledge cannot survive without sharing.

UK Regional Report: Addressing the Global Skills Shortage

Research

UK Regional Report: Addressing the Global Skills Shortage

The new realities of work are creating long-term impacts — good and bad — for your organisation and people. The organisations that aren't struggling to navigate this uncharted wilderness succeed because they focus on developing the skills of their people. Learn how successful organisations worldwide use skills to ensure they and their people are thriving post-pandemic and how your organisation can do it too. Download this eBook to learn: How high-performing organisations are leading with skills The employer vs employee confidence gap The current state of skills development around the world Practical tactics from leading with skills and becoming an HPO

How Nestlé cancelled classrooms and empowered learner experiences online

Customer Story

How Nestlé cancelled classrooms and empowered learner experiences online

Improving the learning experience for employees worldwide Nestlé is the largest and most renowned global food and beverage company in the world but once the pandemic hit, much like everyone else, everything had to change — and fast. Operating in more than 80 countries worldwide with a training programme that was primarily classroom based, Nestlé needed to move all learning online, virtually overnight, to make learning accessible for everyone working from home. It also required a way to deliver structured and clear learning paths to its people to meet both learners’ and business needs. In addition, Nestlé wished to use this opportunity to encourage its people to take ownership of their development and career paths. Nestlé is also responsible for the employee training of its partners licensed to sell popular coffee labels, such as Starbucks concession holders, so it was necessary for these partners to be able to access learning in the same way as Nestlé employees. Why Cornerstone? Nestlé turned to its iLearn platform and Cornerstone OnDemand to help structure existing content, introducing learning playlists and creating academies to accelerate the digital learning process and the move online. With the help of Cornerstone, Nestlé was able to effectively roll out learning content services on a much wider scale than previously available. Nestlé also implemented the Cornerstone mobile app to ensure that all employees had easy access to learning. With many juggling childcare, home schooling and other key commitments, this offering guaranteed that learning could be conducted anywhere, at any time. Partners across popular coffee labels also needed to have access to learning fundamentals, as well as soft skills training such as how to become a great barista. Nestlé was able to harness the power of Cornerstone’s Extended Enterprise and Create offerings to guarantee learning was as easily accessible for non-Nestlé employees. The Results Created a centralised point of learning: With the iLearn platform and the creation of academies, powered by Cornerstone, Nestlé is now able to share content worldwide and ensure employees have access to the right materials. The creation of playlists meanwhile has enabled for more structured learning pathways and for Nestlé to create clear development journeys for its employees. Improved access to learning: By enabling learning on-the-go and making sure that training could be conducted via mobile and tablets, users are now able to access relevant training easily, regardless of their technology setup. Since moving to mobile, Nestlé has also seen a ten-fold increase in usage on the iLearn platform, with monthly visitor numbers reaching highs of 100,000. Increased engagement: On average, every Nestlé employee has increased their time spent on the iLearn platform by 50% in the last six months and the average session time on the iLearn platform has increased from seven to ten minutes. With clear insights and analytics also being fed back to managers, it will be easier to create new engaging content moving forward. Promoted proactive learning: With academy and playlist browsing, employees can search for what interests them rather than only using iLearn for mandatory training, helping transition from a culture of ‘push’ to ‘pull’ learning. With Cornerstone, learners can now also create their own content playlists to really drive the autonomy of personalised learning. Enabled seamless partner integration with extended enterprise: With Cornerstone’s Extended Enterprise, Nestlé has been able to set up personalised learning portals dedicated to partner training in one place for a smooth and seamless learning experience. This training is also highly accessible as coffee concession employees can complete training while at work on their mobile phones.

Talent Strategy

How Westpac Banking accelerated onboarding with MyGuide

Customer Story

How Westpac Banking accelerated onboarding with MyGuide

Established in 1944, the World Bank Group is headquartered in Washington, D.C. With 189 member countries, staff from more than 170 countries, and offices in over 130 locations, the World Bank Group is a unique global partnership working on the mission to implement sustainable solutions to reduce poverty and build shared prosperity in developing countries. As part of a larger strategic plan, Westpac was required to revamp and strengthen its technology environment. The company rolled out a new banking platform and needed to onboard employees to the new system without spending time and energy training, documenting, and organising workshops. Westpac also needed to transfer knowledge from subject matter experts to new hires and colleagues in a scalable manner. Need for digital transformation Westpac’s IT transformation journey led to replacing multiple legacy HR and financial systems with new applications. The project was of such an immense nature that achieving total adoption of the new system would be difficult. And slow adoption threatened Westpac's ability to gain value from their billions of IT spend quickly. Westpac also rolled out a new banking platform to thousands of employees, including lenders, credit managers, and assessors. Their platform automates and streamlines an end-to-end process for a loan from start to finish. The most challenging problem for the bank was to quickly close loan applications to their customers. Any large-scale project requires an incredible amount of training and support from SMEs across the business. And there was no guarantee that employees would retain knowledge after the training sessions. Westpac realized that users who had access to support in the “flow of work” were more likely to be more proficient within the system and adopt the digital tool than those who only remember training sessions. Westpac’s structure is incredibly agile and requires resources to jump across various projects. Systems, processes, and installation can vary as employees enter new spaces, requiring them to quickly learn the inner workings of an application, business process, workflow, or transaction. This presents a unique challenge of training employees on new systems to achieve desired efficiency and quick onboarding for Westpac employees. The above business challenges required Westpac to look for an in-app training and digital adoption platform to enable contextual guided learning or Learning in the “Flow of Work” at scale. MyGuide, an EdCast by Cornerstone product, offers this exact experience to digital users. EdCast by Cornerstone MyGuide solution To overcome the challenges of faster onboarding, enable digital learning, boost knowledge sharing between employees and increase productivity, Westpac uses MyGuide from EdCast by Cornerstone. They do this through a self-serve model where content is “on-demand” and conveniently delivered inside core applications in order to accelerate the digital adoption of new applications used globally. MyGuide drives engagement and in-app support to ensure that Westpac’s human capital and tacit internal knowledge are shared across the organisations without needing hands-on training or IT support. This allows experts at Westpac to make valuable contributions to internal processes so that best practices are well-known and consistently practiced. User Onboarding MyGuide provides step-by-step guidance as an overlay to the Westpac application with audio/video in native languages. MyGuide enables trainers to easily create multiple interactive on-screen guides that allow users to quickly and accurately complete many complex tasks. This core functionality is known as “GuideMe.” Content created as a guide can also be available as a PDF, PPT, DOC, GIF, and video. This is called “ShowMe.” Workflow Automation In addition to being learned, they can also automate guides. This removes any potential for human error while performing a task and allows users to spend their time on other meaningful tasks. This is called “DoItForMe.” Content Accessibility Next, MyGuide gives users the flexibility to access in-app guides across web browsers so that they can access content on the go, anywhere, anytime. There are substantial productivity gains by having all training content aggregated and consolidated in one place. MyGuide creates a valuable jumping-off point for users to navigate new applications and works with any type of application. Thus, exploring a new application's homepage becomes much easier and more engaging. Employees learn workflows more quickly if guides are interactive and embedded within the application. Search Insights MyGuide provides valuable insights into how users perform within an application, as well as the content and the application itself. For example, the search data from an organisation tells them what training areas are in demand. User Engagement Insights Change managers can gain an in-depth understanding of the usage data of each specific application and how it is performing via pages, features, workflows, and funnel intelligence. This allows companies to delve deeper into the overall employee experience to empower higher levels of efficiency. Usage data helps paint a better picture of the onboarding process, the customer journey, and how different types of users interact with an application. Measurable impact Increased System Proficiency Westpac saw an uptick in system proficiency using analytics to monitor guides and user engagement. With a simple view of analytics, they could use the information to drive business decisions across various projects and understand what works best. Insightful dashboards support leaders at Westpac and their goal to get users more engaged. Productivity with Insights During certain events, such as internal restructuring, implementation of new technology, events, or including a manager in a critical process, MyGuide was able to provide contextual insights on adoption and productivity to functional leaders.

Three key lessons when leading through change

Blog Post

Three key lessons when leading through change

From the financial crisis of 2008, Brexit, COVID and this year the war in Ukraine – the business world has had its fair share of shifting moments during my tenure at Cornerstone. I’ve learnt that as a business leader during these times, roles and responsibilities need to be navigated cautiously. It takes careful skill and preparation to communicate humbleness without glorifying or glossing over the events or disruption in question, and while no leader ever wants to experience these events first-hand, they do need to be seen as stepping up to the challenge for the sake of the workforce. Having taken Cornerstone through some of these disruptive events in my tenure as a leader, I’ve encountered many challenges and learnt lessons along the way when it comes to leading through disruption. Here are three key lessons that I’ve learnt along the way: Taking the high ground Being seen and heard and keeping communication lines open so that employees and stakeholders feel an element of comfort is crucial. Virtual meetings and communication tools has made this easier than ever to be the visible leader that people want. If an event has a direct impact on your company and your people, it’s vital to keep communication as regular as possible. Depending on the circumstances, daily, weekly, monthly or ad-hoc updates or meetings clearly help to calm anxieties amongst your workforce. Not all approaches work for all regions As Cornerstone’s Chief International Officer, I’ve come to learn that not every approach or solution works for every region. Although you want to try and be as common as possible in your strategy and action, following disruption, you also need to be different as needed. This ‘glocal’ approach ensures global effectiveness but with local relevancy and is an effective way to deal with global disruption. But to do this, you need to get the communication pathways among countries in a solid, transparent position. The reason you hire local talent in the first place is so that they can be a part of your global journey, so making sure the decision making happens at a local level is crucial. Identifying “probortunities” Most leaders want to be viewed as superheroes with the ability to solve each problem in the blink of an eye, but the reality is that every disruption is unique. Identifying “probortunities” (problems that can be viewed as opportunities) can be helpful in understanding each issue in a crisis and determining the most suitable strategy to address them. While we cannot predict the next global disruption, I believe we are better prepared as leaders to optimise agility and readiness across people and business. We are more resilient as we’ve learnt and grown from the experiences, we know it’s important to position ourselves front and centre and keep communication open and transparent, and we’ve proven that by adopting a ‘glocal’ approach in navigating disruptions we remain in touch, relevant and on strategy. Go to our e-book, “Empowering people in the age of agility”, to find out more about how business leaders can turn change into opportunity.

The fully integrated virtual learning solution

Datasheet

The fully integrated virtual learning solution

Today’s workforce is more dispersed than ever before, making the need to learn and communicate across different locations critical to business success. So your organisation needs to support your employees with learning and collaboration capabilities wherever, whenever. With Saba Meeting, you can ensure high quality virtual training and well-connected team interactions. As a fully integrated virtual classroom solution, Saba Meeting helps you create interactive and engaging virtual events with breakout sessions, desktop, split screen and video sharing, collaborative whiteboards, polling, in-session text chat, emoticons, and more.

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