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Fueling Dell’s Extended Enterprise learning strategy for employees, partners and customers
Dell had 12 million pages of learning content across multiple systems. The company needed a solution that would allow distribution of its product educational content to an extended enterprise of employees, partners and customers.
The company’s learning leadership chose Saba Cloud to consolidate "bite-sized" content that is easily searchable and available 24/7/365 on any device. Today product learning at Dell is a simple as scanning a QR code on a Dell product to get linked to troubleshooting video tips on Saba. Scan, learn, do.
- Better customer service and self-service
- Faster time to value
- Powerful time savings to get the critical information at the time of need
- Platform to present information in formats that resonate with users of all ages and background
- Mobile access to empower offsite partners and support staff
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Laserfiche Takes Compliance Training and Employee Learning to a New Level
Challenges Managing Laserfiche’s compliance training program through manual processes was not sustainable as the company grew: Training completions were tracked via Excel spreadsheets and course registrations were managed via Outlook email invites. There was no scalable way to launch a comprehensive, cohesive, and impactful professional and personal development learning program company-wide. The company’s new hire onboarding process lacked the structure it needed to ensure that every employee had a consistent experience and received the same information. Why Cornerstone? Laserfiche has a long history of going above and beyond in terms of its compliance training program and requirements. From product workshops to leadership and management seminars to anti-harassment and diversity sensitivity training—and well beyond—at least one registration email gets sent to employees per week to participate in a training session of some sort. “With everything going on in the world right now, it’s critical for our employees to be trained, knowledgeable, and aware of the role they each play in the bigger picture,” says Mandana Basetvat, Laserfiche’s Director of Learning and Development. Before landing on Cornerstone, Basetvat and her team went through a thorough vendor review process. The key criteria was simple: Laserfiche wanted to work with a partner whose core business specialized in learning and development. Fortunately, Cornerstone Learning not only ticked off all of the necessary boxes, but unlike other competitors, also offered a uniquely engaging user experience—akin to many of today’s popular online TV streaming services—that she knew would ultimately boost user adoption. Even more, this wasn’t Basetvat’s first time working with Cornerstone. Her prior experience with the company gave her the added confidence that implementation would be a breeze. “Knowing how to implement the program and run the admin side of things made it an easier sell,” confirmed Basetvat. “Our team is focused on creating the best possible experience for our employees, so this was really important. I knew that Cornerstone would work without having to do any unnecessary ‘heavy lifting’ to get it up and running.” Results Turn-key implementation. “Implementing Cornerstone Learning was straightforward and smooth,” confirmed Basetvat. “In fact, we were able to go live within three months of signing the contract!” Cornerstone’s user-friendly “plug and play” marketplace, simple single sign-on capabilities, and out-of-the-box smart configurations help make this a truly seamless process for all businesses. “On top of that, working with Cornerstone’s implementation consultants as well as our dedicated onboarding client success manager were both really great experiences for us, too.” Increased user adoption. “The look and feel of Cornerstone’s learner homepage made it easier to encourage our employees to use the platform,” explained Basetvat. “It is beautifully laid out and incredibly intuitive, which makes people really want to take advantage of the resources it offers.” Since implementing Cornerstone Learning, employees log into the platform on a regular basis. To help drive adoption, Basetvat partnered with Laserfiche’s marketing department to create eye-catching graphics, a strategic launch plan, and a catchy name: Laserfiche LaunchPad. And while Basetvat’s team went—in her own words—“overboard” to prepare employees for using the platform, the product’s intuitiveness alone minimized user issues in a big way. Getting employees to use Cornerstone didn’t require much convincing at all. Streamlined compliance tracking. “We now have the ability to track completion rates in real-time,” shared Basetvat. “What we’re finding is that compliance training is getting completed faster than ever before.” Cornerstone’s personalized automated email reminders, which can be programmed at the onset of any compliance training campaign, are to thank for this. Not only have they helped accelerate time-to-completion, but they have also eliminated the need for Basetvat and her team to reach out to employees one by one. “Our employees are automatically and consistently reminded to complete training, emphasizing its importance and eliminating the need for my team to follow up manually.” Expanded learning. “CyberU courses are being taken without even being assigned,” expressed Basetvat. “Employees are really showing initiative and taking learning into their own hands.” Laserfiche gives all employees 50+ ‘working hours’ annually that can be used for attending conferences and webinars or taking CyberU courses. And during the COVID-19 pandemic, this desire to learn grew even stronger, especially around the company’s Food For Thought series, which explores the health- and wellness-related issues that employees care about most. “With Cornerstone, we’ve truly created a culture of learning,” reiterated Basetvat. “Before Cornerstone, we were manually tracking compliance training through Excel spreadsheets. With Cornerstone, we have a better way of ensuring that all employees are up to date with compliance training.” — Valen Anderson, Senior Instructional Designer at Laserfiche Next Steps There are even more benefits that Laserfiche looks forward to getting out of Cornerstone Learning in the near term. This includes: Improving email communications and notifications to make them more effective and action-driving; Digging into the platform’s reporting features to create a standard metrics dashboard for sharing success and key outcomes with senior leadership; Redesigning the learner homepage regularly to keep both the content fresh and employees engaged around new learning opportunities; and Embracing employee feedback to improve the user experience, improve the training modules and other learning content, and update the CyberU courses quarterly.
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Turner increasing compliance training completion rates to more than 90 percent
Turner automated compliance training and reporting, increased compliance training completion rates, created development program, produced more meaningful performance reviews. Turner Broadcasting System, Inc. (Turner) is a global entertainment and media leader. The company creates and programs news and entertainment for a variety of media. In addition, Turner owns several successful media brands, including CNN, Cartoon Network and TNT. Managing the lifecycle of 13,000 employees is never easy. For Turner, the process was even more challenging because of multiple outdated talent management systems. “We had talent systems that were outdated and nothing more than simply ‘good enough,’” said Claude Anderson, manager, talent systems, at Turner. “Online performance reviews were just enough to get by. Our in-house LMS could only manage instructor-led classes. Our performance review tool wasn’t talking to our LMS. There was no synchronicity between systems.” Compliance training was also an issue: courses were emailed, and completion depended on the honor system. “Employees had to email us to say they completed a course. You can imagine how difficult that was to track,” said Anderson. Why Cornerstone Turner’s talent systems and analytics team wanted to replace their existing systems with one platform. “We were seeking a unified solution with correlation among modules,” said Anderson. “It had to be easy-to-use and have full branding capabilities. We wanted it to have the look and feel of a Turner system and not something made by a vendor.” Turner began implementing Cornerstone in 2009. The system is fully Turner-branded, which has increased user adoption, and it’s accessible to associates in every country in which the company conducts business. According to Jessica Julian, senior analyst, talent systems, at Turner, “Associates now have one place to go for learning, performance, succession and compliance, and they’re able to do it themselves. Cornerstone has been a big win for making things easier and more streamlined.” Turner’s talent initiatives have grown alongside Cornerstone, with the company improving their own learning and performance processes as Cornerstone adds new functionality. “We’re leveraging Cornerstone to position Turner’s talent management and development for success,” said Anderson. The Results Increased compliance training completion rates. Via Cornerstone, associates receive auto-reminders regarding incomplete compliance training; alerts escalate automatically to managers if they are ignored. “We lean on Cornerstone to do the policing for us. We don’t have to chase people anymore,” said Julian. As a result, completion rates have skyrocketed, and compliance has increased upward of 90 percent. “If you use Cornerstone Learning for no other reason, use it for compliance,” said Anderson. “It eliminates a giant margin of error and the manual work of assigning and tracking training. You can set it up and watch it roll out. Created synchrony between talent management processes. “Cornerstone has allowed us to synchronize multiple facets of the employee lifecycle and make sense out of what were previously standalone activities,” said Anderson. “In one particular development program, an employee’s self-assessment on competencies drives a development plan. Training is then suggested based on the assessment’s outcome, and he or she can register for the appropriate courses.” Enabled frequent, meaningful reviews. With Cornerstone Performance, Turner has increased the frequency of reviews during the year, making them more meaningful to associates’ productivity, learning and development. “Our people were getting bored by not having engaging conversations,” said Julian. “We’ve eliminated ratings altogether. With ratings, associates would be discouraged if they scored a two out of three and think they were fine if they got a three. It wasn’t meaningful.” Turner uses Cornerstone to inspire associates to add goals, connect throughout the year and create opportunities to improve performance through learning. “Managers and associates are more satisfied,” said Anderson. “People discuss how they’re doing and are taking hold of their careers better than before.
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Commvault moving beyond reviewing employees to unlocking employee potential
Commvault empowered meaningful check-ins, enabled continuous learning and performance management, simplified development planning, improved succession planning data, increased visibility. We’ve moved from talent rankings to talent mapping. We use the nine-box grid style map. It’s more visual, and it helps us focus on coaching and development." Joe Ilvento Chief Learning Officer and Worldwide Director of Talent Development, Commvault Commvault is a global leader in enterprise backup, recovery, archive and the cloud, helping companies worldwide activate their data to drive more value and business insight. A publicly traded company, Commvault employs more than 2,700 highly skilled individuals across markets worldwide. In the technology industry, the biggest HR challenge isn’t finding enough candidates, it’s finding and retaining the right ones. For Commvault, improving the ability to attract and keep in-demand candidates led to a powerful shift in the company’s talent management strategy. “In a tech environment, you have to craft a culture where people not only want to come to work, but a culture that supports ongoing development and retention,” said Joe Ilvento, Commvault’s chief learning officer and worldwide director of talent development. “We began transitioning from a performance review process to an ‘unlocking potential’ mindset. While our objective to drive high performance stayed the same, we moved from using goals to creating priorities, and from talking about the corporate career ladder to facilitating a corporate career lattice. We knew that unlocking employee potential would help employees get better at what they do.” Why Cornerstone Leadership realized a shift in their talent management strategy also required a shift in technology. Unlocking performance required software that enabled continuous coaching, communication and development. Any new technology also had to unify learning, performance, succession and compensation to align with Commvault’s view of talent management as a repeating cycle, not a finite or annual event. After reviewing multiple vendors, Commvault implemented Cornerstone’s unified talent management solution. To encourage user adoption, Commvault created direct access to Cornerstone modules via an “Unlocking Potential” tab on their website. The learning and performance portal blends with the rest of Commvault’s website to create a seamless user experience. Commvault also used compliance training to drive adoption. “When there’s an opportunity to have every member of the company touch training, you want to leverage that,” said Ilvento. “We added links that enabled employees to explore new courses based off of saved searches. For example, an employee interested in improving communication could click on a link that showed a short list of recommended courses on communication and select the one or more that best meets the need.” The Results Transformed static annual reviews into meaningful, ongoing check-ins. With Cornerstone Performance, managers can provide feedback and easily connect with employees. Instead of performance ratings, managers use semi-annual Talent Snaps, which are conversations focused on near-term deliverables. “We still work off an annual merit cycle, however the conversations are now ongoing in the form of check-ins, career conversations, and coaching where managers provide continuous insight and support,” said Ilvento. “It’s a proactive approach that’s focused less on fixing gaps and more on building strengths.” Enabled continuous learning and performance management. Cornerstone aligns with Commvault’s vision of talent management as an ongoing cycle. Employees can access their curriculum from anywhere, while managers can track and report on training and performance. Commvault can also reprioritize tasks and plans on the fly. “Businesses today have to be able to pivot. What you’re working on today may change tomorrow,” said Ilvento. “The ability to continually reprioritize is key to adapting to business needs and drivers.” Simplified development planning. With Cornerstone Learning, managers have a jumpstart on development planning. “Managers use the templates to quickly craft individual plans,” said Ilvento. “Cornerstone also enables us to merge multiple development plans. With one click, I can see all the plans together.” Improved quality and quantity of succession planning data. Ilvento and his team use Cornerstone’s talent grid to better plan succession around employee experience, potential, performance and career goals. “We’ve moved from talent rankings to talent mapping. We now use a talent grid. It’s more visual, and it helps us focus on coaching and development.” Increased visibility. Via Cornerstone’s graphic dashboards, Ilvento and his team can track learning and performance in real time. “We use the dashboards to get a feel for uptake on a program and what it might look like going forward. From a CLO perspective, the dashboards give us increased visibility into employee priorities, training and performance.”