Cinco grandes cambios que se están produciendo en nuestro cerebro…
Content Anytime - Leadership
El impacto económico de Cornerstone OnDemand, por Forrester
Guía para fomentar la resiliencia en la selección de personal
Por qué los candidatos tienen el control y qué implica esto a la hora de contratar personal
Repensar la adquisición de talentos en la era de la transformación digital
Sin Formación no hay salvación
Un plan de formación resiliente: La clave para navegar el futuro del trabajo
Un Informe global de habilidades del Cornerstone People Research Lab (CPRL)
Cierre la brecha de habilidades del personal: 3 puntos de partida clave
Se ha dicho que el 2020 ha traído consigo tres años de transformación digital en tres meses. Las fases iniciales de esa transformación se centraron en la adaptación a los cambios drásticos y repentinos que hemos experimentado, como permitir a los trabajadores remotos y distribuidos simplemente trabajar, comunicarse y colaborar. Lo que sabemos ahora es que este cambio es mucho más permanente de lo que muchos esperaban y que las organizaciones se enfrentan a un nuevo reto — ¿Cómo adaptarse y crecer en esta nueva realidad?
Por qué es tan importante la inteligencia de las habilidades
Las investigaciones realizadas por el Institute for the Future indican que nada menos que el 85 % de los puestos de trabajo de 2030 aún no se han inventado. Ahora más que nunca, los empleados deben tener capacidad de adaptación, ser flexibles y estar preparados para aceptar cualquier tipo de desafío. No obstante, nada de esto es posible sin un conocimiento profundo de las habilidades de los empleados, de cuáles son sus puntos fuertes o de la forma en la que se pueden aprovechar sus talentos ocultos. Las habilidades se han convertido en el lenguaje universal para el crecimiento y el éxito de cada empresa. Y la inteligencia de las habilidades permite a las empresas comprender mejor a sus empleados, desarrollarlos y aprovechar sus talentos para satisfacer las necesidades de la organización de forma dinámica. También permite tomar decisiones importantes para el negocio de forma más rápida y con mayor confianza. Pero ¿cómo se obtienen esos conocimientos exactamente? La inteligencia artificial (IA) para RR. HH. está revolucionando el panorama La IA tiene el potencial de incrementar la capacidad de ampliación de los RR. HH., reconocer patrones en las conductas de las personas y ofrecer asistencia personalizada donde y cuando sea necesario. Mediante el uso de la IA, los líderes de RR. HH. y empresariales pueden ayudar a los empleados a mejorar sus habilidades y adquirir algunas nuevas de forma más eficaz para satisfacer las necesidades y los objetivos cambiantes de la empresa, sean cuales sean los requisitos del futuro. Con la aplicación adecuada de tecnologías de inteligencia artificial y aprendizaje automático, las empresas pueden ir más allá de la mera identificación de habilidades y adoptar prácticas de gestión del talento orientadas a la acción como nunca antes. En este informe de Lighthouse Research & Advisory, basado en un estudio realizado con más de 1000 empleados y miles de trabajadores, aprenderás: el concepto de inteligencia de las habilidades; la forma en la que la IA forma el núcleo de estas iniciativas; los casos de uso y las aplicaciones de la inteligencia de las habilidades. Descarga ya el informe y descubre cómo la IA y la inteligencia de habilidades pueden ayudar a tu empresa a obtener información más valiosa sobre el negocio, hacer predicciones y responder de forma eficaz ante los dinámicos cambios del mercado.
Empoderar a las personas en la era de la agilidad
El mayor obstáculo al que se enfrentan hoy los líderes empresariales no consiste simplemente en reaccionar adecuadamente a los cambios en un contexto de incertidumbre, sino en ser capaces, además, de convertir ese cambio en una oportunidad. Para eso, es necesario que su organización gire en torno a las prioridades empresariales emergentes, para evaluar y desarrollar habilidades cruciales y que estas, a su vez, fomenten la agilidad en el cambio organizativo, con el fin de crear un futuro sostenible. Porque la agilidad en la organización ya ha demostrado que da resultados: Mejora de entre el 20 % y el 30 % en los resultados financieros. Entre 10 y 30 puntos más de satisfacción del cliente. Entre 20 y 30 puntos más de motivación en los empleados. Entre un 30 % y un 50 % más en el rendimiento operativo. Para crear una organización ágil y adaptable, necesita estrategias de talento modernas que sean flexibles y se adapten a los cambios en las prioridades, de forma que pueda maximizar el potencial de los empleados y empoderarlos para que se preparen profesionalmente de cara al futuro. Cómo los clientes de Cornerstone de todo el mundo ponen en práctica la agilidad organizativa En este ebook aprenderá cómo los clientes de Cornerstone de todo el mundo utilizan un contenido atractivo y trayectorias de aprendizaje personalizadas para identificar y cerrar las brechas de habilidades, así como para conectar el aprendizaje con el crecimiento personal y el éxito empresarial. Concretamente, aprenderá cómo... Deutsche Post DHL escala el desarrollo de las habilidades a través de la inteligencia artificial. Pret a Manger convierte a las personas en el centro del éxito empresarial. Clif Bar reafirma su compromiso con la formación autodirigida. Electrolux maximiza el impacto empresarial mediante la formación del personal, los partners y los clientes. Descargue hoy mismo el ebook para aprender cómo utilizar las estrategias de talento modernas para acelerar la agilidad del personal y ayudar a que su organización y sus empleados prosperen.
Lánzate al futuro, con preparación: Guía para líderes de talento que dan forma a un nuevo mundo laboral
“Una época sin precedentes”. “La nueva normalidad en el trabajo”. “Un reinicio a gran escala”. Seguro que has escuchado cosas así. Y es verdad. La pandemia de la COVID-19 y otra serie de eventos mundiales han dado un giro radical en la forma en que trabajamos, dónde trabajamos y qué esperan los trabajadores. Sin embargo, en muchos aspectos, es algo positivo, porque hace mucho que planea la sombra de un cambio en la forma en que trabajamos. Estamos a las puertas de la quinta revolución industrial, una en la que los trabajadores retoman el trabajo después del periodo más intenso de cambios que ha sufrido el mundo actual. Además, es una oportunidad única para que las organizaciones redefinan el trabajo de manera que sirva a todo el mundo. Y el futuro del trabajo está en las manos de los líderes de talento y de RR. HH. A diferencia del resto de líderes empresariales, los líderes de talento son la clave para redefinir el lugar de trabajo no solo para el presente, sino también para lo que depare el futuro. Como agente de cambio que eres, tienes ante ti la ocasión de empoderar a tus trabajadores para que mejoren su conexión, su capacidad de colaboración y su preparación para el futuro. El futuro será de las organizaciones que tengan la valentía y la mentalidad para redefinir la forma en que trabajan. Para lanzarte al futuro con preparación, agilidad, resiliencia, un propósito común y alineamiento, debes ofrecer una experiencia conectada que genere valor para las personas y un entorno diseñado para el éxito y el crecimiento colectivos. Es posible que no se repita esta oportunidad de redefinir la forma en que trabajamos y avanzamos, así que mejor no desperdiciarla. Queremos ayudarte a recorrer este camino y, para ello, hemos preguntado a profesionales del talento de todo el mundo y a líderes de pensamiento de empresas como The Josh Bersin Company y The Fosway Group, cuál es su opinión sobre cómo se redefine un futuro que sirva a todo el mundo. Y lo que nos han respondido te abrirá los ojos en cuanto al enfoque de tu organización para el trabajo. Esta guía está repleta de estrategias que han demostrado su eficacia, así como estadísticas muy reveladores y ejemplos prácticos. Así que podrás encontrar la información y la inspiración que necesitas para lanzarte al futuro con preparación. Aprenderás por qué (y cómo) debes: Lograr que el aprendizaje sea el camino para el crecimiento de las personas y del negocio Convertir las habilidades en tu nuevo lenguaje de crecimiento Conectar el desarrollo de habilidades con carreras profesionales Delegar en la inteligencia artificial (IA) el trabajo más pesado Descárgate la guía ahora para saber cómo puedes redefinir el lugar de trabajo para que todo el mundo disponga de las herramientas para adaptarse, crecer y triunfar.
4 claves para triunfar en la contratación de trabajadores
(10 consejos) Cómo conseguir una transformación digital de alto impacto
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Conviértete en el reclutador estrella de tu empresa
El líder ágil: Consejos para mantener a los empleados comprometidos, conectados y productivos
El trabajador del futuro - Evolución del puesto de trabajo en la era de la transformación digital
Estudio impacto COVID19 en los RRHH por eXternal soLutio
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Preparing Your Workforce for Digital Transformation
Make talent development a priority in the age of digital disruption Ready or not – digital transformation is here. With technology developing more rapidly than ever, the way we do business is changing and it affects everything from customer acquisition and our product offerings, to our tools and processes, to our workforce and work environments. To succeed in a rapidly changing market, organizations must adapt their talent management practices to reflect new digital innovations and processes. Constellation Research discovered that industry-leading companies' ability to adapt to digital disruption was a key factor in their long-term success. As many organizations begin to radically reimagine how they leverage technology and processes, a need for a new talent development strategy arises. No organization wants to be left behind because they failed to adapt well enough or fast enough to the changing digital landscape. So, how can organizations disrupt their talent development strategies to help succeed in the age of digital transformation? How to futureproof your organization in the age of digital transformation It's a sobering fact: Talent development strategies that worked in the past may no longer work in the near future. Human Resources (HR) and Learning and Development (L&D) teams must become true business partners and create a continuous, hyper-connected development experience for people that aligns to the ever-shifting goals of the business. This eBook offers research-backed strategies that will show you how to create a digitally centered, learning-focused talent development environment that will help your organization keep its competitive edge in the era of digital transformation. You'll gain insights into: Determining your organization’s level of digital transformation preparedness Coaching strategies to prep your workforce for digital transformation How to champion a culture of learning to enable ongoing employee skill development Download our eBook to discover the talent development best practices you – and your people – need in order to futureproof your organization while putting your people in the driver’s seat of their own experience.
The revolution is now: New skill your workforce to catalyze change
In this research partnership between HCI and Cornerstone People Research Lab, we investigate nascent new skilling efforts and patterns of collaboration for skills discovery and the development and delivery of learning programs. Although new skilling is itself new, we’ve found that organizations in which elements of a new-skilling approach are emerging also tend to outperform their peers on a range of talent and business outcomes. These high-performing organizations engage in practices that recommend six action items for building a new skilling approach to learning and development that can better keep pace with the changing needs and priorities of the organization and its people. Learn how Cornerstone Development can help your organization facilitate new skilling efforts to improve employee efficacy.
Realizing the True Potential of AI in HR
Why An Employee-Centric Approach to Advancing AI in the Workplace Matters The opportunity for artificial intelligence (AI) in HR is recognized, with survey findings from McKinsey & Company citing a 25% year-over-year increase in the adoption of AI in business processes.* However the application of AI for HR is fraught with challenges. Most HR software vendors on the market have enriched their process-oriented solutions with AI but failed to deliver on the full promise: improving the employee experience in a way that has a meaningful impact to both employees and the business. That’s because AI solutions for HR are often built specifically to optimize processes rather than to gain understanding and drive outcomes across a wide variety of flexible and changing situations. Towards a true AI solution for HR To realize the true potential of AI in HR, it needs to be more than turning qualitative career and employee data into interpretable, measurable, and comparable data-points. AI must be able to interpret and analyze that data in a way to make meaningful predictions on what organizations and their people need to be successful. In this whitepaper you’ll gain insight into: The genuine value of AI for HR beyond the streamlining of administrative tasks AI uses cases to help you better predict and quickly respond to dynamic business changes How AI built for HR can create a more personalized approach to career development, upskilling, and more Learn more about the true potential of AI in HR to create a better employee experience and drive business success. *Global AI Survey: AI proves its worth, but few scale impact, McKinsey & Company, 2019
The Business Case for Skill Intelligence
Research from the Institute for the Future reveals that a staggering 85 percent of the jobs that will exist in 2030 haven’t even been invented yet. Now more than ever, employees need to be adaptable, able to pivot, and ready to take on any challenge. Without deep insights into employee skill sets, where employees’ strengths lie, or how to tap into their hidden talents, however, none of that is possible. Skills have become the universal language for growth and success for every organization. And skill intelligence allows businesses to better understand, develop, and provision talent to dynamically meet the needs of the organization. It even allows us to make business-critical decisions more quickly and with greater confidence. But how exactly do you get those insights? Artificial intelligence (AI) for HR is game-changing AI has the power to increase HR scalability, recognize patterns in people’s behavior, and offer personalized support where and when needed. Using AI, HR and business leaders can more effectively upskill and reskill employees to meet shifting business needs and objectives — whatever demands the future may bring. With the right application of machine learning and artificial intelligence technologies, employers can go beyond tracking skills to enable action-oriented talent practices like never before. In this Lighthouse Research & Advisory report — based on a study of more than 1,000 employers and thousands of workers — you’ll learn: the concept of skill intelligence how AI forms the core of these initiatives the use cases and applications of skill intelligence Download the report now to learn how AI and skill intelligence can help your organization uncover better insights about the business, make predictions, and effectively respond to dynamic market changes.
Feel Secure About Public Sector Collaboration in the Remote Era of Work
IT leaders don’t have the luxury of time to resolve the security challenges associated with the rapid transition to remote work. This paper offers concrete recommendations and solutions to optimize secure collaboration in the era of remote work. In this whitepaper you’ll gain insights into: How to shore up security weaknesses and fill gaps in security strategies. Risk mitigation using skills matrices and succession plans to identify skill gaps and future-proof the organization. How to ensure workforce compliance to adapt to continually changing government regulations. Download this whitepaper to learn how to optimize secure collaboration in the era of remote work.
The Role of Talent Management in Public Sector Digital Transformation
There is an unbreakable tie between digital transformation and talent management. Public Sector organizations need to pivot quickly by infusing employees with fresh, relevant skills to drive digital transformation. In this whitepaper you’ll gain insights into: How agencies are supporting both talent management as well as digital transformation efforts in the context of new workplace dynamics. The tools and solutions to support employees as they identify and develop the new skills needed to perform in the emerging workplace. Ways to deliver continuous learning to remote workers. Download this whitepaper to learn how to adapt to a digital future by developing the next generation of skills.
Turbo Charging Remote Learning in the Public Sector
Many factors have contributed to the rapid rise in public sector remote learning demands. Learn some of the challenges arising from these demands; what organizations have done to meet them; and the relationship between comprehensive remote learning programs and a fulfilling work environment. In this whitepaper you’ll gain insights into: Remote learning solutions that address the concerns and challenges surrounding engaging learning and development. Examples of how agencies are delivering continuous and secure remote learning. How to ensure productivity and engagement with learning content. Download this whitepaper to learn how to super charge remote learning in your organization.
A License to Skill: Embracing the Reskilling Revolution
The 2020 Cornerstone Global Research Report The long-anticipated “future of work” arrived unexpectedly in early 2020. Employers completed years of anticipated digital transformation in just a few short weeks. Many employees worked fully remote for the first time, and we saw firsthand the importance of skills of the future.
How compliance can be part of a culture strategy
We often think of compliance as something we have to do on the way to doing the things we would rather do. It’s forms and claims and lawyers. But the policies behind compliance issues are there to support our DE&I, pay equity, and other culture initiatives. When we see compliance as the starting point, it becomes the foundation for building a more inclusive workplace. Since we have to do compliance, let’s get it right. Download this brief to learn five key actions to get you started.
11 things every healthcare organization needs in a performance management system
The global pandemic has solidified a truth: Your healthcare team is essential to your organization and the world. Their engagement and well-being need to be managed with flexibility and care so their passion can translate to top-quality patient care. To combat the complex and evolving talent challenges in healthcare, like high turnover rates and hefty administrative costs, you need an agile performance management strategy that aligns employee and business goals, creates a culture of continuous feedback, and optimizes patient care.
Meet the Future, Ready: A Guide for Talent Leaders Shaping the New World of Work
“Unprecedented times.” “The next world of work.” “The great reset.” You’ve heard these phrases repeatedly. And it’s true: The COVID-19 pandemic and other world events have radically changed how we work, where we work, and what employees expect from work. But in many ways, that’s a good thing — because a shift in the way we work has long been in the cards. Standing at the edge of a 5th industrial revolution, employees are now heading back to work after the most intense period of change the modern world has ever experienced. This also means organizations have a once-in-a-lifetime opportunity to re-build work in a way that works for everyone. And the future of work now lies squarely in the hands of HR and talent leaders. Like no other business leader, talent leaders hold the golden thread to reimagining the workplace for today — and whatever comes next. As agents of change, you have the opportunity to empower a more connected, collaborative, and future-ready workforce. The future belongs to organizations with the courage and mindset needed to reimagine how they work. To meet the future ready — with agility, resilience, shared purpose, and alignment — you must deliver a connected experience that creates value for people, and an environment that’s designed for collective growth and success. This opportunity to redesign the way we work and pursue what’s possible may never come again — let’s not waste it. To help guide your path forward, we asked talent practitioners around the world – as well as renowned thought leaders from companies like The Josh Bersin Company, The Fosway Group and more – what they have to say about rebuilding a future that works for all. And what they had to say may just give you a new lens through which you view your organization’s approach to work. Filled with proven strategies, revealing statistics, and practical examples, this guide will give you the insights and inspiration you need to meet the future ready. You’ll learn why (and how) you should: Make learning foundational to people and business growth Turn skills into your new growth language Connect skills development to career paths Let artificial intelligence (AI) do some of the heavy lifting Download the guide now to learn how you can rebuild a workplace that empowers everyone to adapt, grow, and succeed!
Empowering people in the age of agility: Real stories of success from Cornerstone clients
The largest obstacle facing business leaders today is not only navigating change in the face of uncertainty, but turning change into opportunity. It requires your organization to pivot around emerging business priorities, to assess and develop critical skills and in turn, increase organizational change agility, in order to create a sustainable future. Because organizational agility has demonstrable results: Financial performance: 20% to 30% improvement Customer satisfaction: +10 to +30 points improvement Employee engagement: +20 to +30 points improvement Operational performance: 30% to 50% improvement To create an agile and adaptive organization, you need modern talent strategies that can flex and shift to changing priorities so you can maximize workforce potential and empower your people to future-proof their careers. How Cornerstone clients across the globe are enabling organizational agility In this ebook you’ll learn how Cornerstone clients across the globe are using engaging content and personalized learning journeys to identify and close skills gaps, and to connect learning to people growth and business success. Specifically, you’ll learn how: Deutsche Post DHL scales skills development through artificial intelligence Pret a Manger puts people at the center of business success Clif Bar doubles down on its commitment to self-directed learning Electrolux maximizes business impact through training employees, partners and customers Download the ebook today to learn how you can use modern talent strategies to accelerate workforce agility and help your organization and your people thrive.
The impact of digital transformation on HR
HR and IT need to work together to not only overcome their individual challenges, but also drive overall enterprise results. Effective IT and HR collaboration is critical when selecting and deploying a TMS. This paper will explore strategies and tactics to ensure the organization is better positioned to deliver on a talent strategy through a modern, integrated Talent Management System (TMS) that can support and enable candidates, employees, managers, and the business as a whole.
Overcoming the many costs of non-compliance
Non-compliance is costly. Not only does it often mean hefty fines, but it also has the potential to hurt an organizations reputation, decrease the morale of its employees and restrict its ability to perform key functions. What makes compliance particularly challenging is that laws and regulations are ever-changing. New York, for example, recently introduced stricter sexual harassment legislation and now requires every New York employer to have in place, and distribute to its employees, a sexual harassment policy that meets its very specific requirements in accordance with the law. Organizational leaders aren't oblivious to these costly fines and other related risks. In fact, 54 percent of executives call better compliance management a “high priority,” according to a Brandon Hall report. So what can you do to protect your organization and better prepare for the complex, resource-intensive, and challenging task of managing compliance? For one, you need the right technology—modern tools that automatically assign training, centralize disparate compliance efforts, manage certifications and provide tracking. But beyond the technology, you must also adopt a more proactive mindset when it comes to compliance, getting ahead of upcoming regulatory changes and anticipating potential pitfalls before they happen. Read on to learn the ins and outs of compliance, from what it takes to engage employees with required training and adjust to new wellness program regulations to how to prevent your artificial intelligence-powered systems from sabotaging compliance capabilities. Our seven featured pieces, in combination with the right tools, will prepare you to face your next compliance audit with confidence.
Dynamic learning experiences to grow, cultivate, and bring together your members
Associations must continually expand and retain their demographic to ensure longevity, but the old ways of attracting new members are becoming less effective. In the aftermath of the Covid-19 pandemic, associations are challenged to bring networking, community-building, and professional development opportunities from in-person engagements to the virtual world, wherein members can access the benefits of their membership anytime, anywhere.
3 Steps to Building Organizational Adaptability and Resilience During the Pandemic
In working with more than 6,300 organizations in a wide variety of industries across 20 years, Cornerstone has partnered with countless clients that are navigating organizational change. Weve found that during troublesome times there are three constants that emerge time and time again: First, while crises are difficult and traumatizing, they can also bring out the best in people. Over the course of the past year, weve all witnessed extraordinary acts of compassion, creativity, and selflessness. Second, and on a practical note, organizations who are (or learn to be!) agile, flexible, and innovative during disruption have a better chance of surviving this and any other crisis. Third, organizations that keep an eye on the future while still effectively managing the crisis at hand come out stronger and more successful than those who only plan for immediate needs. And that, in a nutshell, is the purpose of this eBook: To help you and your organization not only navigate todays challenges but to plan for the future by continuing to motivate, engage, and inspire your employees and stakeholders. Within this eBook, youll find practical actions to take today to navigate the ongoing COVID-19 pandemic to provide stability for your employees. Just as importantly, these steps will also ensure youre ready to survive and thrive in whatever may come.
How to Close Your Organization's Skills Gap
In 2019, an increasing number of organizations are focused on how learning can help them weather the skills gap. Research by Deloitte found that twice as many executives in 2019 are ready and willing to “train their existing employees rather than hire new ones.” This shift is just in time: 40% of US employers cant find candidates with the necessary skills and 78% expect to experience a skills gap in the future. Yet prioritizing development is just the first step in successfully navigating the future of work. Being “willing to train” employees isn't the same as infusing learning throughout the entire organization—in short, becoming a learning organization. Learning organizations will have a competitive edge in the coming skills shortage for several reasons. First, they see the root of the skills gap as not a lack of qualified candidates but a large pool of untapped talent, talent that simply hasn't had the right kind of development opportunities. Second, by prioritizing learning throughout the organization (and the entire employee lifecycle), learning organizations can more effectively respond to and innovate in the face of technological, political, and economic disruption. Third, and perhaps most critically, learning organizations don't expect “training” to solve the skills gap challenge. Instead they view training for what it is: one slice of learning, not the whole pie. Every activity, every role, is a learning opportunity.
How focusing on skills grows revenue and improves productivity
When CEOs think about revenue growth, they typically focus on organic or inorganic opportunities. What they tend to overlook, however, are the revenue-generating opportunities that developing their employees skills provide. Not focusing on your people first can cost you. Don't get us wrong. Were not saying that CEOs don't recognize the importance of skills. In PWCs most recent CEO survey, 55 percent of CEOs claim that a lack of available critical skills is impacting their ability to innovate effectively and 44 percent claim they're unable to pursue market opportunities. Yet, when asked what their top strategies are to drive revenue growth, “closing the skills gap” isn't even on the list. Why the disconnect? There are multiple reasons for a lack of focus on skill development: Too many companies only focus on hard or technical skills when there is ample evidence to show that soft skills are critical to grow revenue and improve productivity. Having visibility into your organizations skills and being able to assess the gaps requires investments and processes that many organizations don't have in place. Most companies find it can cost as much as 6-times more to hire from the outside than to build from within, yet many still struggle to help employees improve their skills. However, there is plenty of history that substantiates that skill development can and will impact revenue and needs to be part of an organizations strategies for driving new revenue.
The missing step in leadership development: How to evolve high-potential talent for leading through disruption
Continuous disruption is defining the 21st century, from rapid advances in technology to political unrest to pandemics. For organizations, building a strong leadership bench continues to be a crucial strategy in not only surviving but thriving amid current and future disruptions. This brief is the final piece in a series of three created to help organizations define, develop, and evolve strong, agile leaders.
People work > Paperwork
Your guide to adding value back to performance management, learning, and your day-to-day work life. For businesses, HR tasks, performance management, employee learning, recruiting, onboarding, and overall talent management are vital to employee experience, engagement and productivity. And if your business is relying on manual process like Microsoft Excel to take on these tasks, you're in that little rowboat trying to paddle across the ocean. Furthermore, were betting that spending hours per week and year keeping records (that may or not be accurate) isn't how you imagined your ideal job. You were meant for more than paperwork. And the success of your business depends on you getting back to what matter the most... people.
Building a Strong Development Culture
With baby boomers retiring in droves and millennials becoming the largest generation in the workforce, todays talent landscape is in flux. And as senior employees prepare their exit strategies, younger generations are eager for development opportunities that put them on the path to filling these soon-to-be-vacant leadership positions. As a result, career mobility is becoming a key differentiator for organizations when it comes to retention. According to the 2018 Brandon Hall Group Career Development Study, 87 percent of workers say development is important to them and 57 percent insist that a clear career path would compel them to stay longer at an organization, saving companies from the costs of recruiting and training new hires. Development impacts more than just retention, though. The digital revolution has introduced new technology to the workforce, such as highly automated, AI-powered software and hardware. More than 50 percent of all jobs today already involve new tech requirements, according to CareerBuilder, leaving many of todays workers in need of upskilling. What's more, as automation plays a growing role in the world of work, employees have to sharpen the soft skills that make them uniquely human: clear communication abilities, empathy and critical thinking. While its partly up to employees to show initiative in seeking out the skills they lack or simply need to strengthen, organizations and L&D teams must provide the resources—learning content, digital courses and social sharing capabilities—that learners need. In this guidebook, you'll learn how to develop talent and, in doing so, gain a competitive advantage. After all, empowering development that grooms leaders, boosts employee retention and closes skill gaps will not only advance your workers careers, but also help achieve your organizations business goals by ensuring that your employees are producing quality work. With eight articles covering everything from thriving in the skills economy to creating cultures and content that foster learning, our featured pieces will help you continuously empower your people and enhance their employee experience.
5 ways COVID-19 will change the future of work
Theres no question that COVID-19 has impacted the world of work in deep, disruptive ways. How much has the world of work changed as we embraced social distancing and found our own version of “shelter at home?” the world of work for white collar professionals IS likely to change based on what weve learned. But offices arent going away. Your companys approach to what work is and how it gets done is simply going to evolve. In many industries, the trend has long been leaning towards more remote work for professional grade team members. While some companies have taken the full plunge, many have barely dipped a toe in the true “remote workforce” organizational design.
Addressing the Skills Gap in Manufacturing
The shortage of skilled workers has become a very real problem for the manufacturing industry – and one that can have a significant negative impact. Without the right people with the right skills, a manufacturing company simply cannot attain the operational excellence and productivity required to thrive. The ability to bring products to market cost-efficiently – all while meeting strict government regulations – is severely hindered. And digital transformation is throttled. You may have first noticed the drying-up of suitable talent a few years ago; well paid jobs that used to be filled immediately started taking a month, then two, then three to fill. Before you knew it you had a backlog of openings and very few ideal internal or external candidates with the skills required to step-up.
Five Ways to Attract the Best Talent
A historically low unemployment rate and a growing skills shortage arent the only things tightening the labor market. The current talent pool is shrinking, and todays multigenerational candidates expect more from their employers than their predecessors, making it harder for companies to attract the talent they need. The solution? Organizations today must be more proactive in how they present, engage, and respond to candidates. Top recruits arent content to rest on their laurels; they want to work for companies that invest in their development. Here are five ways organizations can attract the best talent.
3 Reasons your construction business will need a Learning Management System in 2021
The construction industry is bouncing back and the forecast is bright. The residential housing market shows most construction projects that were previously delayed are back on track. The market is slated to grow by 2.3% in 2020 and 2.8% in 2021. 83% of commercial contractors say their revenue will increase or remain about the same in the next year. The forecast is encouraging, but one thing is certain: we cant go back to business as usual. Today looks nothing like yesterday, and some changes will alter how we conduct business tomorrow and forever. New jobsite safety regulations, a focus on contract enforcement, and union demands are imposing new compliance requirements, additional steps in construction processes, new workflow methods, and even rethinking of onsite vs. factory construction methodologies. There is renewed scrutiny on contract management as projects face delays due to new steps, and for the first time, contract breach penalties are being enforced by various parties. Coupled with acquiring new talent with the relevant skill-sets, managing learning and training on a continuing basis, having access to a library of high-quality industry content, and the ability to create, store, and reuse in-house expertise is key to success. The construction industry absolutely must invest in the technology and content library needed to meet the demands of a new world. Having the right learning management system is no longer a “nice to have” it is now critical to success. Here are three reasons your construction business will have to invest in an LMS.
Build your bench strength! A guide to succession planning for growing companies.
Succession planning – the process of identifying, selecting, and grooming talent for leadership – is critical to achieving your companys long-term goals. Its really a nobrainer: finding and developing leaders ensures youre always prepared for expected and unexpected talent vacancies with a diverse talent pool of ready successors. Plus, smart succession planning gives you a competitive advantage, as it takes you beyond simple replacement planning – a gamble of talent and resources – to creating individuals who are qualified to lead your company in the future. So how can organizations create training opportunities that prepare candidates for new roles and provide companies with viable succession planning options? Consider these five key steps.
Cornerstone SMB Learning Management Survey Results
“Smooth seas do not make skillful sailors.” Often attributed to Franklin Delano Roosevelt, this old African proverb helps us realize that some days can be tough on our journey. It is helpful to remember that rough seas help us learn how to manage, how to cope. And it is not just life skills we are talking about; it is an organizational dynamic. Learning has often been billed as a competitive advantage, being able to adapt and adjust faster is how businesses think of employee learning and development (with the notable exception of those who are just focused on maintaining compliance). The thought process goes, “by developing and training our employees, well have the most skilled workers, which will translate into productivity, retention, and ultimately success in our marketspace.” All of which are true, but the year 2020 taught the world of work some additional, hard lessons about the value of investing in learning: the key to adaptability and survival of every business starts and ends with learning. Remote work, virtual collaboration, and new skills training became the lifeboat that saw us to shore. To our surprise, we found that not only could we survive this way, but we could also thrive. We may not be able to predict the next crisis, competitor, or marketplace change, but you can prepare your workforce to be adaptable and your business to be ready to take on any challenge.
The Transformation Toolkit: How to thrive in the face of market disruption
In todays market, it is disrupt or be disrupted. Every industry is exposed to disruption in some way. In the face of these disruptors, organizations have two choices: continuously reinvent themselves or be left behind. The pace of change has not only accelerated but has manifested itself in a reduction in tenure on the S&P 500, with a 77% decrease in average lifespan since 1920. According to some projections, 50% of S&P 500 companies will be replaced in the next decade. In the public sector, we see similar trends, such as the prediction that 50% of higher education institutions will close or go bankrupt in the next decade. Or in healthcare, where we see mergers and acquisitions up 14.4 percent year over year. Even government agencies must stay relevant by transforming into more efficient organizations to stay modern in service delivery and responsive to constituent needs. Recognizing and adapting to the disruption is key to transformation, and HR leaders must play a pivotal role in driving this strategy. Driving transformation will likely necessitate a closer look at processes and technology, but the real key to a successful transformation is your people. By focusing on and investing in your people, your organization will be better set up for sustainable performance improvement and the type of cultural change that's necessary to turn disruptive crises into transformational opportunities. In the following chapters, we will focus on three of the more common disruptors: mergers and acquisitions, emerging technologies and changes in regulatory compliance. It is virtually guaranteed that you and your team will experience one or more of these in 2020. Each chapter will walk through the impact of these disruptors – on your people and on your business - and give you specific actions to help you attract, retain, and develop a team that will thrive in the face of disruption.
Increase customer lifetime value with online learning
Online platforms have become the mainstream method for customers to familiarize themselves with product information. From the comfort of their home, customers can update their knowledge, increase their understanding of products to maximize the use of their multiple features, troubleshoot any issues that arise, and learn about complementary products. Yet, the key for organizations today is to make sure customers are receiving credible, accurate, and helpful information among the plethora of content posted on YouTube and other unverified sources. The availability of online training from a trusted learning platform can prove to be immeasurably valuable for customer engagement, loyalty, and lifetime value. Download the brief to explore how a customer training portal can help you increase customer lifetime value by: Giving the ability to self-service issues Allowing customers to understand a product’s full potential Recommending cross-sell opportunities Boosting engagement Creating new revenue streams …and more Plus, you’ll learn how Jack Henry & Associates grew revenue with customer training portals.
Channel sales training—The pathway to higher revenue
Channel sales help you to scale your business and expand your reach, but this scale can also pose challenges. Many organizations struggle to create consistency in the sales experience among resellers, dealers, franchisees, and others—especially when these channel sales partners are selling more than one solution. To further add complexity, the road-show style trainings and annual conferences that many organizations relied on to keep channel sale partners up to date on company news, product updates, and sales training came to an abrupt halt due to the Covid-19 pandemic. In todays world of rapid product development and evolution, without expertise, reps are at a severe disadvantage to increase their sales. However, an online channel sales training portal removes the limitations of the physical world to provide training anytime, anywhere.
What SMBs need to know about purpose in the workplace
Business leaders are key to providing purpose in the workplace; many of them just dont realize it yet. Providing a sense of purpose is critical for any business; its oftentimes the key motivator for getting employees into the office and doing great work each and every day. After all, when they feel like their work contributes to a higher good—whatever that may be for your specific business—theyre more likely to stick around for the long term and do whatever they can to help the business succeed. However, purpose can take on different forms depending on who you speak to. Researchers from PwC asked both employees and leaders what they felt were the top three reasons for having purpose in the workplace.
Check-ins: a new philosophy for performance reviews eBook
The underlying philosophy surrounding feedback and performance reviews is changing. Check-ins and continuous learning and feedback are producing employees who are more satisfied and engaged within their company.
Develop your high-potential talent: How do you identify, develop, and move high-potential talent within your company?
Continuous disruption is defining the 21st century, from rapid advances in technology to political unrest to pandemics. For organizations, building a strong leadership bench continues to be a crucial strategy in not only surviving but thriving amid current and future disruptions. This brief is second in a series of three created to help organizations define, develop, and evolve strong, agile leaders.
How can organizations define great leadership? By first defining needed skills
Continuous disruption is defining the 21st century, from rapid advances in technology to political unrest to pandemics. For organizations, building a strong leadership bench continues to be a crucial strategy in not only surviving but thriving amid current and future disruptions. This brief is first in a series of three created to help organizations define and develop strong, agile leaders.
How to Identify and Develop Your Future Leaders
Investing in leadership development can be a game changer. Deloitte's “high leadership maturity” organizations are five times more likely to be highly effective at anticipating and responding to change. According to research by the Center for Creative Leadership, 86% of organizations with strategic leadership development programs were able to respond quickly to unpredictable business environments, compared to 52% of organizations with “less mature” programs. Yet despite the fact that success in Industry 4.0 will require agile, flexible, innovative leaders (and equally agile, flexible, and innovative organizations), 38% of high-growth company executives surveyed by Mercer identified “the thin leadership pipeline” as their top human capital risk. And only 14% of respondents in DDIs 2018 Global Leadership Forecast believed their organization had a strong pipeline of tomorrows leaders.
How to Retain Great Talent
In the face of changing technology, uncertain economies, and ever-increasing competition, organizations must not only be able to recruit great talent but retain great talent. Many go-to retention strategies face challenges in a time of talent shortages and historically low unemployment. HR leaders must find new ways to continually engage and retain employees, especially as research shows that nearly half of employees are perpetually on the lookout for a different job.1 How can organizations retain employees who seem to find new opportunities everywhere they look?
Create loyal customers with savvy service and support partners
Service and support experiences are critical touchpoints in a customers experience with your brand. Yet, it can be challenging for 3rd party service and support partners to keep up with product updates and customer service best practices as product development is moving at an unprecedented pace. Reps that are equipped to react rapidly and deliver dynamic responses to those who require support are best positioned to create customer loyalty and enhance brand reputation.
Workbook: How to build a business case for a talent management solution
If youve followed through every step of our series on how to choose a talent management solution, you should understand the range of solutions, your companys needs, and which provider might be right for you. Now that you feel confident in your choice, its time to make the case to your leadership team on why your company should invest in this solution. Building a solid case isnt as daunting as it may seem; its easier to do when youve got a roadmap. Well walk you through what questions you need to answer and the information youll need to make a solid presentation. Lets get started!
Thriving beyond COVID-19 with transformation and adaptability: Financial Services
Your customers need you now, more than ever. In order to help your customers when they need it most, your financial services business must quickly adapt to digital transformation without disrupting the ability to meet their immediate and often urgent needs. Many old processes that involved retail or in-person business must transform to a digital interface while maintaining high levels of customer service. We know this crisis has likely forced you to make some changes, but is your business truly adapting to thrive? Are you able to make change and transform at scale for a future that may never go back to “normal”? This guidebook will do a deep dive on the challenges the financial sector is facing and explore how a focus on employee experience— comprised of engagement, productivity, and compliance efforts– can support your customers, while quickly adapting your culture and operations to a digitally transformed organization.
Making the case for Unified Talent Management in healthcare
In this unique time for the healthcare industry, the HR technologies organizations use to engage and develop employees are more critical than ever. But with so many options, how are organizations ensuring they're optimizing talent management capabilities and tracking initiatives? Gatepoint Research surveyed 100 healthcare executives to find out. Key findings include: 52% of respondents track talent management with four or more software products 63% of respondents say consolidating talent management tracking systems is very to extremely important Download this infographic to learn how Unified Talent Management can streamline your healthcare HR department.
3 Keys for building a case for talent management
One of the biggest barriers to investing in the right talent management solution is the lack of an urgent and compelling business case. While leadership might support the idea in theory, you need to make a clear case highlighting precisely why a talent management solution is the path towards promoting inclusivity, resilience, and employee wellbeing. In this guidebook you’ll gain insights into: Creating a compelling business case story. Aligning HR priorities to institutional outcomes. The right way to seek out allies. Framing your business case so it closely aligns with the goals and mission of your institution. Download this brief to discover the 3 keys to building a business case for talent management in higher ed.
5 Things institutions should consider in a compliance solution
Despite the sea change in the way we work, compliance remains a mainstay. Thankfully, technology has made it easier for institutions to ensure their regulatory compliance, even in a rapidly changing environment. Understanding what to look for in a compliance solution is crucial in ensuring the best fit for your institution. In this guidebook you’ll gain insights into: Reporting capabilities needed for compliance tracking Finding compliance content that engages your employees Managing changing regulatory and data requirements Download this guidebook to discover the 5 characteristics of a winning compliance solution.
Professional Development Playbook for Government
Now more than ever, public servants need practical resources for leading in difficult times, building culture across a virtual workforce, and balancing technical and soft skills to achieve mission outcomes. We created this playbook with actionable tips, insights, and activities you can put into practice to reinforce learning. In this playbook, you’ll gain insights into: Actionable tips for leading and managing a virtual workforce. Navigating change management with tools, technology and empathy. Embracing diversity and inclusion as a core value. Mapping career goals. Download this playbook to learn how to navigate workforce relationships and dynamics in today’s environment.
Now, more than ever before, we are facing ongoing disruption and change. Becoming “Mindfit” — the act of exercising the way we think and behave on a regular basis — is key to preparing ourselves for unchartered territories. “Mindfit” means you’re focused on improving the five critical components of a fit mind — resilience, curiosity, flexibility, creativity, and kindness: A “resilient Mind” has the strength to recover well after a setback. A “curious Mind” faces problems with a desire to explore and understand, asking the right kind of questions. A “flexible Mind” can let go of the original plan and switch tasks when needed. A “creative Mind” unleashes fresh thinking, new ideas, and focused solutions. A “kind Mind” forms connections with their team, community, and environment to make a positive impact. Mastering those “Mindfit” components helps you become a more balanced, productive, and innovative contributor. Download the eBook to learn how!
11 things Informed institutions look for in an LMS
If you’re looking to become a transformative higher ed institution, you need an effective, comprehensive Learning Management System (LMS) that elevates performance and engages a student-centric workforce. When you create effective learning programs for your employees, they can focus on helping the students who need them the most. To help you on this journey, we've identified 11 key factors to consider when looking for a new LMS.
The Purpose-Driven Organization: HR’s Opportunity During Crisis & Beyond
Why purpose-driven talent practices matter In times of crisis, 84% of executives believe clear purpose impacts an organization’s ability to transform.* While change is a natural and an unavoidable part of life, no one anticipated the crises we are collectively experiencing in 2020. Now, organizations have an opportunity to re-evaluate and adapt to the new world of work by helping their people find meaning and contribute to a more optimistic future. And talent leaders are being called upon to help lead the change. Intentional decisions and clear priorities align employees to purpose and motivate them to act In this research report published by RedThread Research, explore why organizations need talent leaders to exert an active role in the conversation around purpose at work. Whether your organization is just starting out or you are deep in your purpose journey, you’ll learn why purpose-driven talent practices matter. You’ll gain insight into: What is purpose and how does it differ from other related terms (e.g. mission, vision)? What is HR’s role in creating a purpose-driven organization? What does the employee experience look like at a purpose-driven organization? What are some of the purpose-driven practices we’ve seen in response to significant current events? Learn more about how purpose-driven talent practices help achieve business success * RedThread Research: The Purpose-Driven Organization: HR’s Opportunity during Crisis and Beyond, 2020
Bridge the Workforce Skills Gap: 3 Key Places to Start
New global research from the Cornerstone People Research Lab shows that organizational leaders and employees are rallying around the importance of skills. However, the research identified a serious confidence gap between employers and employees about their ability to consume skills development and showed that it is challenging to develop critical skills in a way that’s effective and meaningful for employees. 90% of leaders vs 60% of employees feel confident in their company’s ability to develop their skills The acceleration of workplace change, with both short-term shocks and long-term trends, is making employees concerned about a skills deficit and is leaving them feeling insecure about the future of their core skills and roles. This e-book offers practical next steps for talent leaders to address and enable skills development to empower their people and organization. In this eBook you’ll gain insight into: Closing employee confidence gaps in your skills development programs Identifying the skills employees need to succeed And removing barriers in skills development Learn more with practical steps for developing skills at scale to build stronger, more adaptable and resilient people and organizations.
12 Things Healthcare Organizations Look for in an LMS
If you’re looking to become a transformative healthcare organization, you need an effective, comprehensive Learning Management System (LMS) that elevates performance and engages a patient-centric workforce. When you create effective learning programs for your employees, they can focus on helping the people who need them the most. To help you on this journey, we've identified 12 key factors to consider when looking for a new LMS.
Three steps to building organizational resilience and adaptability during the pandemic
Within this eBook, you’ll find practical actions to take today to navigate the ongoing COVID-19 pandemic to provide stability for your employees. Just as importantly, these steps will also ensure you’re ready to survive and thrive in whatever may come.
Business unbound: a vision and new strategies for the new world of work
With the onslaught of a global pandemic; demands for change around diversity, equality, and inclusion; and an accelerated wave of digital transformation happening all around us; the need to reskill and upskill the workforce is an immediate concern for talent leaders. Yesterday truly looks nothing like today, and as we embark on this new era of heightened change and uncertainty together, one thing is clear: the need to remove conventional business constraints. Explore Cornerstone's strategic vision for the future At Cornerstone, we are committed to helping companies take an unbound approach to business. An unbound business is one that’s not confined by conventions, remains open to fresh approaches in tune with their changing environment, and places a premium on continuous people development. And with our acquisition of Saba, a global leader in talent solutions, we’re in an even stronger position to help companies lean into their change drivers. Learn more about our strategic vision for the future and how we're helping businesses across the globe build workforces of the future through continuous learning, actionable data and workforce agility.
Using Neuroscience Principles to Power Learning - A Guide to Success
USE EMPLOYEE MOTIVATION TO SUPERCHARGE YOUR LEARNING STRATEGY Developing an effective learning strategy that engages employees and actually moves the needle on performance takes more than a "build it and they will come" approach. It requires a deep understanding of the science behind employee motivation and the age-old question: Why do people do the things they do? Employee learning and development has the power to grow individuals, the business, and the results of L&D programs. But too frequently, it does not live up to its full potential because organizations don't root it in a deep understanding of what motivates and engages their people. Organizations that shape their learning programs around the intrinsic needs and motivators of employees - rather than expecting employees to adapt to a one-size-fits-all approach to learning - can more effectively engage employees and optimize learning outcomes. THE BRAIN SCIENCE BEHIND LEARNER ENGAGEMENT The business impact of learning and development is undeniable. A study by Bersin found that companies with high-impact learning programs generate, on average, three times higher profit growth than their peers.1 And research by PwC reveals that 46 percent of consumers would stop doing business with a company due to employees' lack of knowledge.2 But a learning strategy is only effective when employees are actually motivated to learn. And motivating employees is not about carrots or sticks. What motivates us is far more complex. Our "caveman" brain, designed for survival on the savannahs of prehistory, now operates in the modern, always-on digital world. But our brains are still hardwired to respond to the same motivators and stressors. It's why neuroscience has become one of the hottest topics in corporate learning today: Organizations can use this understanding of how our brains work to design a learning environment that allows employees - and the business - to thrive. But while behavioral science has the power to motivate people to learn and change, it is also a complex, nuanced subject. So, how can you apply concepts and techniques derived from neuroscience to take your learning strategy to the next level? THREE SCIENTIFICALLY PROVEN WAYS TO MOTIVATE EMPLOYEES TO LEARN In today's fast-paced, rapidly changing business landscape, organizations need their people to stay current and relevant. Learning and development isn't a once-in-a-while activity. It's now a business-critical priority for increasing performance, staying competitive and improving employee engagement. And the latest neuroscience research is opening up a world of new possibilities for HR and learning leaders. There are many neuroscience principles with practical applications in the L&D arena. By understanding the science behind employee motivation, organizations can create a learner-centric environment that improves learner engagement, boosts employee motivation, and encourages self-driven learning. Rooted in neuroscience, here are three drivers of motivation that L&D leaders can draw from to design a high-impact learning strategy: Emotion helps motivate learners and embed things in long-term memory. We are naturally drawn to experiences which make us feel things, which is why seeking out an emotive angle in your learning content can be very effective. Loss aversion taps into our hardwiring to avoid losing. The prospect of losing is a very strong motivator for people to take action, as we feel a "loss" about twice as strongly as we feel a "win." It's one reason effective gamification techniques can be such a powerful motivator when it comes to employee learning. Social storytelling harnesses the natural social drive to ask questions like "How will this make me look?" and "What are other people doing?" Creating a social learning experience that incorporates real-world stories is a fantastic way of engaging this innate drive. HOW TO APPLY THESE NEUROSCIENCE PRINCIPLES TO YOUR OWN L&D STRATEGY In this step-by-step guide, you'll learn how to apply these three neuroscience principles of motivation - emotion, loss aversion, and social storytelling - in your own organization. You'll get the hands-on guidance you need to turn theory into practice and start applying these concepts to your L&D strategy immediately to improve learner engagement and learning outcomes. Filled with straightforward, practical tips and examples based on the latest research in neuroscience, you'll get everything you need to supercharge your learning strategy and create a learning environment that empowers your people to learn new things! You'll gain insights into: Tips for supercharging your learning strategy using easy-to-apply principles from neuroscience Three powerful drivers of motivation rooted in brain science and how to evoke them with learning content Practical ways you can apply behavioral science concepts to motivate employees and achieve better learning outcomes Download the guide today to get started designing a scientifically-driven learning experience that engages and motivates your people! 1 Bersin &Associates. "New Bersin & Associates Research Shows High-Impact Learning Organizations Generated Three Times Higher Profit Growth Than Their Peers." August 29, 2012. https://www.prnewswire.com/news-releases/new-bersin--associates-research-shows-high-impact-learning-organizations-generated-three-times-higher-profit-growth-than-their-peers-167832615.html. 2 PwC. "Companies have lost the human touch in customer experience." March 26, 2018. https://press.pwc.com/News-releases/companies-have-lost-the-human-touch-in-customer-experience/s/c89725e4-7b3f-4535-a70f-8f834be0a5f5.
2019 Nucleus Research talent management value matrix
As organization's look for new and better ways to engage their employees, foster cultures of continuous learning and development, and build agile workforces of the future - technology certainly plays a big role. But evaluating talent management technology providers can be challenging. Who will deliver the most value for your investment? Cornerstone named a talent management technology "leader" In the 2019 Value Matrix, Nucleus has assessed select talent management vendors based on their product usability and functionality as well as the value that customers realize from the capabilities of the product. "Cornerstone OnDemand continues to be a “one stop shop” application for all facets of talent management." Investments in machine learning and predictive analytics have contributed to Cornerstone's leadership position in the 2019 Value Matrix. The use of machine learning allows the Cornerstone clients to regularly analyze employee information and learning activity so that they can deliver relevant content aligned to personalized learning journeys based on platform recommendations. You can that see Saba Software, who Cornerstone acquired in April of 2020, is also placed in the “Leader” quadrant, further solidifying our place as an industry leader and value-packed solution provider. Download the report and see why Cornerstone was cited as the top leader for both usability and functionality in the 2019 Talent Management Technology Value Matrix!
The expert’s guide to great virtual learning
Five ways COVID-19 will change the future of work
How much has the world of work changed as we embraced social distancing and found our own version of “shelter at home?” The most popular hot take goes something like this: "It’s all going to change! Once people have worked from home for this long, they’re never coming back to the office!" Of course, great HR pros know the truth always lies somewhere in the middle. If I could short the stock of every expert who has made the above proclamation in the COVID-19 lockdown era, I would. That being said, the world of work for white collar professionals IS likely to change based on what we’ve learned. But offices aren’t going away. Your company’s approach to what work is and how it gets done is simply going to evolve. In many industries, the trend has long been leaning towards more remote work for professional grade team members. While some companies have taken the full plunge, many have barely dipped a toe in the true “remote workforce” organizational design.
How to give (and get) feedback
Giving feedback can be scary, whether you're a manager trying to deliver constructive feedback or an employee who needs to give upward feedback. But it's important that managers and employees do it, no matter how intimidating the process might be. When done well, constructive feedback and meaningful recognition help employees grow and develop their skills. These conversations also help build trust in work relationships and improve employee engagement. Take the fear out of feedback To help everyone in your workplace get more comfortable with employee feedback check out our eBook, How to give (and get) feedback. It outlines tips and best practices, including: How to give and receive constructive feedback How to give and receive positive feedback How to give upward feedback Handy feedback models for giving constructive and positive feedback Feedback dos and don'ts The eBook also includes real-world examples that show how to initiate these kinds of performance conversations with the intent to help the recipient improve and succeed. You'll also learn the important role recognition plays in making constructive feedback more impactful. You'll learn how to make employee recognition meaningful and get creative recognition ideas you can use to show employees they're valued. The benefits of effective feedback Feedback is a valuable gift - one that can help improve employee satisfaction, retention and productivity. Download this eBook to learn how continuous feedback between managers and employees can build trusted relationships and positively affect performance.
Succession planning templates
When you're implementing a succession planning program, you need to ensure you include all the right steps, so you have a best practice process. Then, as part of your process, you'll need to conduct a talent bench review to determine your employees' performance level, ultimate potential and readiness for progression and build a 9-box grid. A talent bench review helps you to take a closer look at "who's" on your bench, including who should be developed, who should be groomed for leadership or a key role and, in some cases, who should be moved to another role. The 9-box grid, a natural extension to the talent bench review, is one of the most commonly used tools in succession planning and employee development. It plots employee performance against potential. Both are useful tools for helping you determine the quality and depth of your talent pipeline. You can learn more about talent bench reviews and 9-box grids in: Proven tools for identifying and developing your organization's talent pipeline. To help you out, we've outlined the steps you need to take to create a winning talent pool-based succession planning process, and put together templates, and interpret the results.
Delivering on the competency promise whitepaper
Research shows that 96 percent of best-in-class organizations use a consistent competency model across their HR processes, compared with 39 percent of "laggards". Competencies are ubiquitous; everybody has them and copious research demonstrates their usefulness. At the same time, there is widespread discrepancy around how to best define and structure them. Worse yet, in many organizations there is little knowledge about best practices for optimal utilization and consistent application. Well-designed competencies spell out the specific behaviors needed for effectiveness in a given job or role. Most importantly, competencies are the first order of business. They provide a method for the organization to articulate its strategic and cultural priorities in an actionable way, by identifying the behaviors and skills needed to overcome key challenges and enable success Why competency management matters in your organization Competency management is a set of practices that identifies and optimizes the skills/competencies required to deliver on your business strategy. These practices also provide the foundational data to support multiple HR processes, including talent acquisition, performance management, leadership development, and succession (workforce planning). In this white paper, the experts from Development Dimensions International (DDI) and Saba share best practices to identify required skills and integrate competencies within talent management systems. Plus, read about ways to get the biggest bang for your competency bucks.
Building skills for the future of work
In the HR world today, we hear a lot about upskilling or new skilling the workforce to prepare for changes — whether it’s adapting to new technology or new ways of doing business. In fact, according to research from PwC, the availability of key skills is a top concern for business leaders worldwide as they look to ready their companies for the future of work. But even though technology is driving the need for new skills, the skills that will help companies tackle the challenges they face — from transforming in the face of disruption to pursuing revenue growth and increasing operational efficiency — are not technical. In fact, training for those skills is producing less return than it has in the past because business changes are so rapid. Some skills become outdated or unnecessary thanks to automation, for example. But regardless of our predictions, technology can create jobs just as much as it replaces them. Increasingly, it’s our uniquely human skills that will qualify us for those roles and help organizations adapt to these changes.
Mid-Year Check-In Conversation Guide for Managers and Employees
Mid-year check-ins that optimize employee performance and guide development Mid-year check-ins are a great opportunity for managers and employees to connect on goal progress, reconfirm priorities, and to give (and get!) insight into the kind of support employees need to be successful their roles. These structured syncs reinforce a culture of ongoing coaching and feedback – one that strengthens the manager-employee relationship. Like any performance conversation, mid-year check-ins work best as a two-way dialogue where both parties share their perspectives on performance wins and challenges from the first half of the year. They then decide what is next for the employee together, which can transform an employee’s performance and development for a richer, more engaging employee experience. And the key to a successful mid-year check-in? Preparation. Your Guide to an Effective Mid-Year Check-In Conversation Cornerstone, has created a conversation guide for managers and employees to help them prepare for – and walk them through – a successful mid-year check-in. In this worksheet-style conversation guide, you’ll get: Instructions for preparing for a productive two-way conversation An organized framework for capturing ideas and making note of key successes and challenges Conversation starters to guide performance and development priorities Give your people a more engaging employee experience that will boost performance and build stronger bonds between your managers and their people through better mid-year check-ins. Download your Mid-Year Check-In Conversation Guide for Managers and Employees today!
Overcoming the skills crisis in today's modern workplace
As we enter what many economists are referring to as the 4th Industrial Revolution — triggered by mass digitization and the emergence of AI and automation — organizations around the globe are racing to figure out how to effectively address the ripple effect of a rising skills shortage. The skills crisis is having a dramatic impact on the workforce. The skills that were coveted yesterday no longer ensure success tomorrow. Communication, adaptability, decision-making, problem-solving — these types of soft skills are paving the way for the future of work. And talent leaders everywhere are actively cultivating these capabilities within their workforce. How to use learning to future-proof your business According to the Brandon Hall Group, a research and analyst firm, fewer than 10% of companies believe they are completely prepared to develop the skills the future will require. In today’s heightened skills crisis, organizations and the people who work for them have to understand how to continually develop and reinvent themselves in order to remain competitive. In this whitepaper, you'll discover: The current state of the global skills crisis Actionable steps you can take to cultivate a learning culture throughout the employee lifecycle How to root learning in the DNA of your organization Download the whitepaper and start future-proofing your organization against the skills crisis today!
UK 2019 Cornerstone Compliance Management Survey
In the summer of 2019, we surveyed HR professionals working in SMBs in the UK with the goal of discovering what compliance means to them. The findings are now available as a white paper for you to download! Authored by Susan Jeffery, Content Strategist and Dominic Rooke-Allden, Marketing Manager, Cornerstone SMB, this white paper provides unique insights into the challenges faced by HR professionals in this complex and challenging domain. Download your complimentary copy of the report today!
Learning Management Systems Value Index by Ventana Research
Over the last two decades, the learning management system (LMS) technology market has seen a dramatic evolution. Organizations now use learning applications across every department, every team, and every role. These systems have become integral to organizational productivity, agility, and operational excellence. But knowing how to evaluate LMS providers on an evolving set of criteria can be daunting. After all, you need a system that not only facilitates regulatory compliance but also improves internal mobility, career growth, and the employee experience. So how do you choose an LMS that will meet your organization’s needs today and in the future? A better way to navigate the LMS vendor selection process To simplify the LMS vendor evaluation and selection process, Ventana Research, the leading benchmark research and advisory services firm, has compiled their annual Learning Management Systems Value Index. With its comprehensive, research-based analysis of customer experiences and product features, you’ll gain the expert insights you need to choose the right LMS for your organization. The LMS Value Index not only ranks LMS providers based on their ability to meet IT and technical needs but also considers unique business drivers and the needs of organizations today. In it, you'll discover: Key features to consider when evaluating learning technology suppliers How well 12 different LMS vendors meet today's buyers’ requirements Why Cornerstone is a leader in six of seven evaluation categories See why Cornerstone OnDemand takes the top spot in the LMS Value Index. Download the report today!
Prioritizing the candidate journey through recruitment automation
When considering recruitment automation, the benefits to the recruiter and talent acquisition team are hard to deny. Yet, the benefits to the candidate are too often ignored. Recruitment Automation plays a critical role in communicating with individuals, personalizing the recruitment process, and building trust between candidates and employers. As the competition for talent intensifies, companies need to prioritize the impact of recruitment automation on the candidate experience and ensure that candidates are moving along through the process. This report based on data collected in 2018 will highlight the role of recruitment automation on the candidate journey and outline strategies for success.When considering recruitment automation, the benefits to the recruiter and talent acquisition team are hard to deny. Yet, the benefits to the candidate are too often ignored. Recruitment Automation plays a critical role in communicating with individuals, personalizing the recruitment process, and building trust between candidates and employers. As the competition for talent intensifies, companies need to prioritize the impact of recruitment automation on the candidate experience and ensure that candidates are moving along through the process. This report based on data collected in 2018 will highlight the role of recruitment automation on the candidate journey and outline strategies for success.
Developing a healthcare workforce to outperform in the skills economy
Faced with a changing competitive landscape marked by M&A activity, increasingly empowered consumers, and the ever-present need to comply with regulations, executives within the healthcare industry are updating their hiring, training and development strategies to keep pace. Creating environments with ample skill-building and learning opportunities, as well as identifying the right talent to meet current challenges are front-of-mind for HR executives in the healthcare industry. What are some of the ways that they are doing this? In order to find out, WBR Insights and Cornerstone have partnered to research how HR strategies in the healthcare industry are evolving to meet the demands of today and beyond. After surveying 119 executives in healthcare HR, a picture of an industry in flux has emerged. Read on to review our research findings, alongside insights contributed by your industry peers.Faced with a changing competitive landscape marked by M&A activity, increasingly empowered consumers, and the ever-present need to comply with regulations, executives within the healthcare industry are updating their hiring, training and development strategies to keep pace. Creating environments with ample skill-building and learning opportunities, as well as identifying the right talent to meet current challenges are front-of-mind for HR executives in the healthcare industry. What are some of the ways that they are doing this? In order to find out, WBR Insights and Cornerstone have partnered to research how HR strategies in the healthcare industry are evolving to meet the demands of today and beyond. After surveying 119 executives in healthcare HR, a picture of an industry in flux has emerged. Read on to review our research findings, alongside insights contributed by your industry peers.
The anatomy of the modern learning system
The landscape of the corporate training industry is changing, thanks to evolving learner expectations and technologies. The learning organization must modernize to stay relevant, address the most pressing challenges faced by learning leaders and capitalize on the large investments made in training. Training Industry, Inc. research has identified a number of key features of the modern learning system that incorporate innovations and trends in order to address the changing market and contemporary learning preferences.
Extended enterprise learning: a profit driver for leading organizations
In a business world that’s increasingly social, mobile, and collaborative, corporate learning is changing in many ways. A growing trend in recent studies is extended enterprise learning, which is a program or initiative to educate audiences outside of the headquarters or specific locations of your organization. Extended learning can include remote or distributed employees as well as non-employees, such as customers, channel partners, distributors, value-add resellers, manufacturers, or franchisees.In a business world that’s increasingly social, mobile, and collaborative, corporate learning is changing in many ways. A growing trend in recent studies is extended enterprise learning, which is a program or initiative to educate audiences outside of the headquarters or specific locations of your organization. Extended learning can include remote or distributed employees as well as non-employees, such as customers, channel partners, distributors, value-add resellers, manufacturers, or franchisees.
The extended enterprise: using new technologies to extend your network, enable collaboration & drive revenue
Today, forward-thinking organizations are finding a fertile area for new growth in effectively reaching out to the extended enterprise of customers, partners and members to develop new profit centers, increase sales, cut support costs and boost channel productivity. In addition to traditional HR and learning circles, new users from sales, marketing, IT, customer service and other areas are now taking advantage of extended enterprise learning to engage, educate and certify customers and partners. For years, organizations have leveraged the power of learning technologies to increase knowledge and skills and to improve the performance of their internal workforce. Increasingly, similar tools are being turned to the outside and are finding new uses and new audiences. Driving value from your extended enterprise is about more than just delivering product training and information. It’s about enablement and breaking down old walls. Social collaboration technologies can facilitate connections with customers and channel partners in ways never before possible.Today, forward-thinking organizations are finding a fertile area for new growth in effectively reaching out to the extended enterprise of customers, partners and members to develop new profit centers, increase sales, cut support costs and boost channel productivity. In addition to traditional HR and learning circles, new users from sales, marketing, IT, customer service and other areas are now taking advantage of extended enterprise learning to engage, educate and certify customers and partners. For years, organizations have leveraged the power of learning technologies to increase knowledge and skills and to improve the performance of their internal workforce. Increasingly, similar tools are being turned to the outside and are finding new uses and new audiences. Driving value from your extended enterprise is about more than just delivering product training and information. It’s about enablement and breaking down old walls. Social collaboration technologies can facilitate connections with customers and channel partners in ways never before possible.
Life sciences: ensuring the integrity & authenticity of your electronic records
Today, as life sciences organizations digitize both documentation and training, they must address increasing pressures to maintain compliance with many global regulations. For example, The Food and Drug Administration (FDA) mandates through 21 CFR Part 11 that life sciences organizations ensure the authenticity of electronic records and signatures, including training records. Noncompliance has significant consequences, including the risk of regulatory inspections and damage to the integrity and reputation of the organization itself.Today, as life sciences organizations digitize both documentation and training, they must address increasing pressures to maintain compliance with many global regulations. For example, The Food and Drug Administration (FDA) mandates through 21 CFR Part 11 that life sciences organizations ensure the authenticity of electronic records and signatures, including training records. Noncompliance has significant consequences, including the risk of regulatory inspections and damage to the integrity and reputation of the organization itself.
Tackle your extended enterprise's top challenges head-on
Discover how Cornerstone for Extended Enterprise enables organizations to address key business needs across diverse industries. Discover how Cornerstone for Extended Enterprise enables organizations to address key business needs across diverse industries.