Last month, Phil Saunders asked our Cornerstone Convergence attendees if 2020 was what they anticipated. For most of us, we can agree that a year ago, no one could have predicted what 2020 would bring.
The only thing for certain is that the future is here – and it arrived with a sense of urgency.
As the world rapidly evolves, high-performing businesses and the people who work for them will need to adapt and shift quickly to meet current demands. For businesses, this means they need agile workforces and deep knowledge of the unique skills their people have, the ability to redistribute skills as needed, and the flexibility to pivot and build new skills for tomorrow. For employees, it means having a solid understanding of the skills they currently have, the tools to learn new skills they will need for the future and be guided by a clear path forward.
The Cornerstone Skills Graph is an award-winning innovation
It’s why we’re so pleased to announce that the Cornerstone Skills Graph has been named one of the 2020 Top HR Products of the Year by Human Resource Executive. The Top HR Products winners and solutions will be showcased at the HR Technology Conference virtual event October 26 to 27.
How the Cornerstone Skills Graph supports strategic skilling for the new world of work
In the Cornerstone People Research Lab’s latest report on workforce trends, nearly half (40%) of employees lack confidence in their organization’s ability to develop their skills for the future.
With the Cornerstone Skills Graph organizations and their people can implement "strategic skilling" — the practice of matching skills to people, learning content and job roles — to predict, prepare for and quickly respond to dynamic business changes. Its skills engine and extensive skills ontology is built directly into Cornerstone’s people development solutions enabling clients to make better people decisions. The skills engine has over 3-billion terms for job skills across multiple languages consolidated into a library of 53K verified skills. This data allows companies to dynamically develop and deploy the right skills to projects, roles and key investments quickly and efficiently, which is increasingly important in times of change and uncertainty.
The Cornerstone Skills Graph also enables self-directed development in the flow of work through career journeys. The AI-driven features automate and scale skills identification, people development and career management for employees and the business – so everyone can realize their potential.
How the Cornerstone Skills Graph enables a dynamic and agile workforce
The coronavirus pandemic was the catalyst for the new world of work, coupled with social isolation, economic uncertainty, the fatiguing speed of change, and an abrupt shift to remote work. These disruptions have created a renewed focus on skills and agility to ensure an organization’s workforce can respond and thrive.
This shift has caused people to think and act differently in order to drive outcomes. And now more than ever, it’s important to understand the fundamental value your employees offer, so you, as a leader, can quickly manage workforce disruptions and optimize results.
Congratulations to all of this year’s recipients of the Top HR Products of the Year recognition!
Vuoi continuare a imparare? Scopri i nostri prodotti, le storie dei clienti e gli ultimi approfondimenti del settore.
Scheda tecnica Skills Graph di Cornerstone
Skills Graph di Cornerstone è la soluzione ideale per fare delle competenze il pilastro della propria strategia di gestione dei talenti. Qualunque sia il prodotto Cornerstone utilizzato, potrai attingere alla nostra ontologia delle competenze: un motore che individua oltre 53.000 competenze attinenti a 250 milioni di ruoli, il tutto integrato in ogni singolo profilo dei dipendenti.
Storie dei clienti
Focus su Electrolux e Ageas: preparare e dare seguito a programmi formativi di forte impatto
Per ottenere risultati commerciali da un investimento in formazione, è necessario predisporre una strategia di coinvolgimento che renda i materiali formativi disponibili e accessibili ai dipendenti. Le organizzazioni devono introdurre e dare seguito ai programmi formativi in modo efficace per riuscire a massimizzarne l'impatto sia sui dipendenti che sull'azienda in senso più ampio. Sia Ageas che Electrolux sono riuscite ad avviare dei programmi di apprendimento digitale e a impegnarsi per mantenere attivo il coinvolgimento.