Cornerstone’s Software-as-a-Service (SaaS) delivery model appealed to Kelly because of the cost savings and speed of implementation and efficiency. In September 2008, Kelly Services opted to invest in Cornerstone’s unified talent management suite. North America went live with learning management in February 2009, followed four months later by EMEA and then APAC in July 2009. Less than a year after signing the contract, all of Kelly’s 659,000 users were active on the system – one of the largest SaaS deployments on record.
Saved time and money. Within 11 months of launching the company’s talent management portal, Kelly Services was on track to recover its costs in year one. Single sign-on access also has made it easier and more convenient for Kelly employees and temporary workers to access the system, saving them and the help desk valuable time.
Increased retention and productivity of new hires. In two pilot programs over a six-month period, turnover among new hires decreased to 2 to 3 percent vs. the previous rate of nearly 15 percent. Onboarding success also resulted in on-the-job success. In the pilot onboarding group, 53 percent of new supervisors in the commercial business and 27 percent of new recruiters had documented placement success within the first 30 days of hire.
Better enabled employees with expanded access to learning and development. Kelly’s online learning center gives employees 24/7, self-service access to classroom and online training and development opportunities. The company has also linked multiple competency models for leaders and individual performers with the learning center to help employees better identify relevant courses and action steps to further development.
More active and meaningful performance discussions. Employees and managers now have the infrastructure to support their career development conversations based on needs and interests. The integrated review process provides a centralized way of aligning goals and tools to align career development needs with training and work experiences.
Increased leadership pipeline through building the right bench strength. The new succession program identifies the top 200 high potentials based on role and title, and recommends additional training based on competencies and other metrics.
Better growth opportunities and talent readiness. Kelly now offers online career management tools via Cornerstone’s Career Center, which also ensures that the company has a rich pool of talent from which to draw. Although profile creation was voluntary, 72 percent of employees had done so following its launch.
Kelly plans to expand its programs in EMEA and APAC and continue to build on the success of its learning programs globally. Full-time Kelly employees also are asking for social networking tools so they can connect with people in other offices and share best practices, while trainers are looking to tie social and informal learning into their design and development processes.