In today‘s environment of unrelenting business transformation, roles are shifting quickly. Skills are becoming obsolete faster. Your organization needs to identify, acquire, and develop the skills needed to transform, compete in new markets, and thrive.
So how do you upskill your people in a scalable way that keeps you competitive rather than constantly playing catch-up? In short, by providing career growth opportunities. But often, employees think it’s easier to find a new job outside their company than inside. And in many organizations, there are internal cultures holding back career growth and internal mobility.
In this webinar, Global Industry Analyst Josh Bersin shares why it’s time to navigate the shift from jobs to work, and the importance of connecting skills development to a career path in order to drive people and organizational success. Companies that do this well (through a combination of technology, HR processes, and culture) are the companies that will grow, outperform, and out-innovate their peers.
In this webinar, you will learn:
- How to accelerate career growth based on people’s skills, interests and potential
- How to tap into hidden talent by surfacing skill adjacency
- How to use holistic people data rather than instinct or unintentional bias to build a sustainable talent pipeline
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
CGL: Improving learning and performance capability through advanced digital solutions
Communities often need help when their quality of life is affected by crime. Homelessness, drugs, alcohol and domestic abuse all have an impact on the local area and this is where the CGL (Change, Grow, Live – formerly known as CRI) steps in. Every year, more than 120,000 people across England and Wales receive assistance to get back on their feet. At CGL, full-time staff and volunteers work to encourage and motivate people to take control of their lives. CGL now has more than 3,000 staff and 1,000 volunteers in more than 160 regional centers. With so many employees across a wide region, keeping track of their progress was proving to be difficult. Previously, there were instances where notes were lost, handwriting was illegible, copies were not being shared, and many of the action points from the meetings were missed. CGL knew they had to address this by empowering its employees and volunteers by implementing a unified talent management solution. Why Cornerstone To overcome its reliance on paper-based records, CGL decided it had to go digital. It chose the talent management tools from Cornerstone OnDemand, selecting Cornerstone Learning and Cornerstone Performance solutions. The solutions enabled CGL to standardise its recordkeeping across the organisation. What happened in one office needed to be replicated in another, even if it is hundreds of miles away. So, for the first time, the performance management process was exactly the same across the country. Through Cornerstone, CGL now has the ability to deliver, track, view and report on all learning and development progress across the organisation. In turn, it brings unity and consistency to all its training modules. Furthermore, through Cornerstone’s cloud-based talent management software, CGL was able to empower its employees and volunteers through learning and development, as well as foster a more aligned performance management process throughout the organisation. The sharing of best practices developed a powerful team of employees and volunteers that could provide the best possible service to those that CGL works with. Results Created central access to learning. Cornerstone has provided CGL with central access to learning and development from any device. It has revolutionised the way that CGL is able to quality assure and monitor both individual and overall service performance. Improved Customer satisfaction. Sandra Eden, Development Manager at CGL in the Midlands, said “Quality performance reviews contribute to positive outcomes and achievements, improved staff engagement and customer and stakeholder satisfaction. The quantitative and qualitative detail driving everything that we do is now easily accessible at the click of a button.” Standardised performance reviews. CGL constructed a thorough marketing plan to prepare for the roll out of the new system across its workforce. With tailored emails outlining clear benefits – both from a line manager’s perspective and frontline perspective, uptake in the first week was 15 percent. So far, just a few months after rolling out the service, 1,791 performance reviews have been created across CGL. Increased employee and volunteer engagement. The newly introduced Welcome Page on the training site has had an immediate impact. An internal Stonewall diversity survey generated only 17 respondents prior to using Cornerstone; three days after a message and link were posted on the new hosting site, the number of respondents rose to 82 – a 482 percent increase. Kevin Crowley, Executive Director – Quality, Governance and Innovation at CGL values the visibility he has over the organisation. He said, “Using Cornerstone to bring performance development online has really given us a powerful tool to more closely align learning with performance and ensure our staff has the necessary skills and knowledge to provide the best possible service to those we work with. We have been able to build up a national picture of our strengths, and can identify and share good practice to ensure continuous improvement across the organisation.”
What’s your career agility quotient?
"Growing in your career" used to mean climbing a linear ladder based on promotions and a fixed path of development. Today, career growth is more of a lattice structure, allowing for lateral movement and purpose-driven growth. Career development can be a personalised journey based on skills, progression, interest, and career goals.....that is, if you've got a the right skill-forward, agile mindset. How much agility do you bring to career planning and development? Take the quiz to determine your career agility quotient. Use the results and insights to learn how to become a true career acrobat.
Coats: Thread manufacturer helps employees sew their own career path
Coats is the world’s leading industrial thread manufacturer. At home in more than 50 countries, Coats employs 19,000 people across six continents. Coats’ pioneering history and innovative culture ensure the company leads the way around the world: providing complementary and value added products and services to the apparel and footwear industries; applying innovative techniques to develop high technology Performance Materials threads and yarns in areas such as automotive, composites and fibre optics; and extending the crafts offer into new markets and online. Headquartered in the UK, Coats is a FTSE 250 listed company on the London Stock Exchange. It is the Official Thread Supplier to the Royal Shakespeare Company. Coats prides itself on its pioneering attitude and has a vision to provide employees with an environment that offers them growth to reach their maximum potential. In 2013, the company implemented Cornerstone Learning Management and Performance Management to help drive this vision forward and to modernise its way of doing compliance training. However, in 2016, internal feedback showed that more people sought developmental training too and Coats needed a solution. Why Cornerstone? Coats had been using Cornerstone’s solutions for several years with successful results in compliance and performance management, so it was a natural decision for it to want to make use of Cornerstone’s Learning Management platform more broadly. Around the same time, Cornerstone had also recently introduced its Content Services offering, which allows companies to have a one-stop shop for delivering content that’s carefully curated and from the world’s leading providers. Coats implemented Cornerstone’s Content Services offering in 2017 to complement its existing Cornerstone solutions, as it knew it would allow the company to deliver developmental training quickly and effectively. It wouldn’t require Coats to manually upload any content itself, which could have slowed down the process, and it liked that Cornerstone would manage the content updates too. Coats also knew that its people would need to be able to search for and filter learning content to find what they want, and Cornerstone’s Content Services platform would allow this and also enable it to create specific learning playlists for people to ‘follow’. The Results Global content bank: By implementing Cornerstone Content Services, Coats has enabled cross-country learning for its staff around the world. Its employees can now access more than 5,000 pieces of learning content, on a variety of subject areas and in up to 12 languages. Improved compliance and internal communication: Cornerstone Learning Management allows Coats to track and ensure that its workforce is compliant in essential areas such as anti-bribery, competition law, ethics, data protection, cyber security and more. Cornerstone Content Services is also helping the company provide further information and education on internal changes, such as through a new playlist on change management. Greater employee collaboration and productivity: Cornerstone Content Services is driving innovative ways of learning and greater employee collaboration among its workforce. After seeing the playlists on the platform, the Coats Digital and Technology team asked to create a playlist to answer frequently asked questions about its new service portals. This playlist meant the Digital and Technology team could direct employee queries to the playlist, allowing them more time to carry on with strategic tasks Enablement of self-directed learning: Through Cornerstone Content Services, Coats employees now have access to learning content from more than 30 learning content providers, including Skillsoft, Skillpill, CEGOS and Litmos Heroes. Employees can now take charge of their learning journey beyond just compliance, while Coats can also ensure talent readiness among its people and grow its leadership pipeline.