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WestBay streamlining compliance, and reducing new hire turnover

Homes by WestBay simplified delivery and tracking of compliance training, higher employee engagement, construction industry-specific training, reduced annual employee turnover by 10%, reduced new hire turnover by 28%, closed skill gaps.

Founded in 2009, Homes by WestBay is the largest privately-owned residential construction company in Tampa Bay, Florida, with 2,378 homes closed as of 2018.

For Director of HR Michelle Griffin, “training is the cornerstone” of any successful organization. “I want people working smarter, not harder. That requires helping them acquire the skills they need to be effective.”

When Griffin joined Homes by WestBay in 2017, she specifically sought out a formalized training platform. “Leadership was on board and understood the productivity benefits of having an online, streamlined solution,” said Griffin. “In fact, one of the company’s initiatives was to expand their learning program and provide a way to close employee skill gaps.”

The company also lacked a way to offer skills and career development training. “Being strategic requires more than just recruiting great new talent. It also takes retaining existing talent,” said Griffin. “We wanted to be able to engage all our employees with learning opportunities and give them the resources to develop new skills and career paths.”

Why Cornerstone

Griffin began looking for an all-in-one learning solution that would enable the delivery and tracking of compliance as well as courses for employee development and growth. “During my search, I learned that most platforms out there do one thing or the other. In addition, very few have content specific to the construction industry.”

While attending the LEAP HR: Construction conference, Griffin discovered PiiQ by Cornerstone. “I was familiar with the Cornerstone platform and knew how great it was. I was surprised to learn that we could offer compliance, soft skills, and our custom training all within the PiiQ platform.”

Griffin was also surprised by how easy PiiQ was to implement (an advantage for an HR department of one). “It was so easy. I imported the template, pulled a report from our HRIS system to match the template, and uploaded the report to get everybody in the system. It took 10 minutes. I don’t even think I would call it an ‘implementation’ because it was like turning on a switch.”

Post-implementation, Griffin continues to rely on a “kind and patient” Cornerstone client care team. “Every rep I’ve ever worked with at Cornerstone has been knowledgeable and helpful.”

The Results

Simplified compliance training delivery and tracking. Today, Homes by WestBay manages all compliance, general and industry specific, from one place. “PiiQ has made my life easier. It takes no time at all to launch compliance training to one person or to the entire company,” said Griffin. “I push a button to assign training, set a due date, and track it. And I can run reports in seconds.”

Employee driven training. PiiQ has fulfilled a pressing employee request: access to skills and career development training. “I did an engagement survey in 2017. Part of that survey was an open-ended question asking employees what they needed. We were bombarded with requests for training,” said Griffin. “When I launched the same survey in 2018, the openended section of the survey came back blank, except for the occasional request to reduce the cost of employee benefits. No one had to ask again for training because, within one year, we had fulfilled their request.”

Reduced employee turnover by 10%. “We’re not anticipating growth, so retaining the people we already have is key,” said Griffin. “Our December 2017 turnover was 28.42%. December 2018 turnover was 17.69%. That’s a 10% reduction in just one year.”

Reduced new hire turnover by 28%. “With PiiQ, our onboading process is more engaging and meaningful. We assign compliance and soft skills training right away, which helps new hires feel more involved and gain a better understanding of our culture,” said Griffin. “Our new hire turnover within the first 90 days has gone from 23% to 17%, and our turnover within first year has gone from 57% to 29%.”

Closed skill gaps. The company uses PiiQ to administer emotional intelligence and assertiveness training to every employee, but they also use the platform to address individual employee skill gaps. Managers assign relevant skills training to their direct reports. “Managers are reporting significant improvements, such as ‘more confidence and assertiveness,’ ‘improved interactions with buyers,’ ‘more positive body language and attitude toward buyers.’” said Griffin.

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Transitioning to a Virtual Learning Environment at HME

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Transitioning to a Virtual Learning Environment at HME

HM Electronics, Inc. (HME) is a group of companies that designs, manufactures, sells and services specialized communications, audio and software solutions for niche markets. Why Cornerstone HME is a global company with a diverse workforce in multiple locations in the United States, Canada, Europe and Asia. The organization’s performance management system, Halogen TalentSpace, lacked robust learning features and was being used to its fullest capabilities. HME envisioned upgrading to a platform that better aligned with on-demand instruction and guided learning. In 2019, HME switched from Saba TalentSpace to Cornerstone’s Saba Cloud platform because its capabilities could scale to meet the evolving learning and performance needs of HME’s growing workforce, and also provided automated reporting and notification features that created a seamless experience for administrators. With Saba Cloud, HME could introduce a transformative learning environment where all employees could access resources for compliance and operational standard training on a single platform. Business Impact Provided a learning platform and resources for HME’s diverse workforce to grow and develop professionally, increase employee engagement and boost employee performance. A Seamless Transition to Saba Cloud HME embarked on an ambitious three-month implementation plan. Diem Lewis, Director of Organizational Effectiveness, and members of HME’s Employee Learning Committee met and collaborated with a Cornerstone consultant to ensure Saba Cloud had an intuitive user experience. Cornerstone’s 24/7 customer service was also a winning factor in selecting Saba Cloud, as troubleshooting issues could be addressed efficiently. Lewis wanted to push platform features to their full potential with customization and said Cornerstone met their expectations. “We had someone who was able to keep up with my mind in regard to special requests,” she said. The team utilized an agile project management approach to ensure each implementation phase was aligned to meet a fast-paced deadline schedule. “We didn't have any downtime with the switch, which was great,” Lewis said. “The impact on the user was minimal.” Leveraging Learning, Performance and More Learning was key to the company’s continued success. Upgrading to Saba Cloud—internally called Compass—provided an agile learning environment that empowered employees to continuously develop their knowledge. The platform also created a dedicated space for employees and managers to collaborate on their performance plans. Saba Cloud’s rollout was synced with the company’s employee quarterly review process. As soon as it was implemented, 75% of employees completed a quarterly check-in—and that increased to 91% a year later. Finally, Saba Cloud’s comprehensive reporting features were a huge improvement for Diem and her team. Since HME receives government funding to provide employee training, they spent hours maintaining meticulous training records. Saba Cloud’s reporting and analytics provide an efficient way to generate reports, which allows her team more time to focus on developing and delivering employee education curriculums. Shifting to a Virtual Learning Experience While allowing more virtual learning and performance capabilities was the initial goal, HME’s decision to implement Saba Cloud in 2019 made the company more agile during the COVID-19 pandemic and remote work. “I felt like we were six months ahead of the curve because Saba Cloud had tools we were able to experiment with before COVID occurred,” Lewis said. The impact of these tools on employee performance quickly became clear. For example, HME’s sales team needed to adapt to remote sales. HME quickly rolled out tutorials on conducting virtual demos, and employees were able to receive direct facilitator feedback through the platform. Since implementation, Saba Cloud’s virtual learning and meeting capabilities have allowed HME to create a robust training portal that employees are excited to use. It also allows departments to collaborate with HR to address learning needs, boost employee performance and continue to drive business growth and success. “The most exciting part is, instead of going out and finding a different solution, leaders in the organization are reaching out to us and saying, ‘Hey, do you think Compass can do this for us?’ and we’re able to say ‘Yes.’” said Lewis.

Content Anytime digitally supports multi-national skills-based transformation

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Content Anytime digitally supports multi-national skills-based transformation

Headquartered in Paris, BNP Paribas Group operates in 72 countries and serves nearly 33 million clients worldwide, focusing on retail banking and services, corporate institutional banking, and investment solutions. The Learning and Development team at BNP Paribas wanted a Content solution that provided more up-to-date modern content, was easy to plug and play, was available at a reasonable cost, and reflected the professional diversity within its organisation. With Cornerstone Content Anytime (CCA), BNP Paribas gained all that and more. CCA scales with their business, transitions them away from classroom training, and is available anytime, anywhere. “Content Anytime contributes to our employees’ development by providing instant access to a diverse range of online training that is current, engaging, and informative. One day, Content Anytime will be part of our culture, and it will be part of who we are as a brand as well,” says Nasser Zabbar, learning & development manager at BNP Paribas Real Estate UK. In 2017, BNP Paribas set an aggressive business plan for the next four years. They called it the Road to 2020. To help the company achieve these goals the HR team created their own subset of this plan and turned to Cornerstone Content Anytime to help them achieve the goals of the Road to 2020. BNP Paribas talent goals and focus As a subset to the BNP Paribas strategic vision of the Road to 2020 — its 2017–2020 business plan — the HR team constructed their own talent plan with employees at the core. This plan focused on employees’ learning and development (L&D) and strives to continuously improve the employee experience by: Anticipating future required skills brought about by digital transformation Understanding employee learning needs in-depth Creating personalised and relevant HR offerings Across all business entities, each L&D team is committed to continuous learning and development of their employees. 4 key L&D focus areas for 2020 Technical business skills Soft skills Transformation (digital, agile, remote working) Compliance The challenges they faced Needed to make training easy, accessible, and relevant across the organization (ATAWAD) Wanted more up-to-date, modern learning content library that is aligned with soft skills and digital transformation Needed a library of content that supports multiple languages and learning preferences to engage their diverse employees. Needed to make training easy, accessible, and relevant across the organization (ATAWAD) Content Anytime as an enabler for modern, blended learning Previously, leadership and management training were outsourced, and when Zabbar led an effort to bring this in-house, CCA became an enabler for a blended-learning solution. The approach was to use online content through the CCA Leadership & Management subscription as a precursor of what was coming. When the employee trained on one subject, the L&D team would suggest some slightly different content on the same topic within CCA to reinforce the prior training. As an example, during the seasonal appraisal period, Natalie Williams, L&D coordinator at BNP Paribas Real Estate UK, would put together playlists of relevant content that touched on performance reviews. These playlists focused on topics like how to have good or difficult conversations, how to give feedback, and how to prepare for a performance review. Offered variety, supporting the unique learning needs of a diverse workforce For BNP Paribas, diverse cultures and multiple languages are the norm. This is even more pronounced at BNP Paribas Luxembourg. As a small, landlocked European country, Luxembourg draws a major portion of its workforce from its surrounding neighbours, including Belgium, Germany, and France. BNP Paribas Luxembourg (BGL) employees speak German, French, and English. With the recent purchase of a subsidiary of another bank, they had an influx of Dutch speakers as well. Because of this diversity, they were looking for a solution that embodied a variety of pedagogical approaches, different languages, and different modalities due to the move away from classroom training, different levels of content, and of course, cost-effectiveness. Content Anytime hit the mark offering a diverse variety of content in multiple languages and formats, which felt culturally relevant for their global workforce. Additionally, the BNP Paribas Real Estate UK unit is composed of commercial, rural, residential, and central functions with a diverse age group ranging from recent graduates to seasoned professionals. Williams remarked, “This required the need to keep pace with the likes of Snapchat, YouTube, and Netflix, which were more fast-paced and provided engaging content. Cornerstone Content Anytime (CCA) was likened to be the best match versus other providers.” Provided content anytime, anywhere — especially during COVID BGL recognised that the anytime, anywhere, any device approach for training was the new reality and required good content libraries. Once COVID hit, soft skills development became a priority for BNP Paribas Luxembourg. There was also a need to work on remote working skills and habits and even more specific work topics such as Remote Management and Remote Selling. That drove the necessity to rollout Content Anytime quickly to meet these needs. In the soft skills area, BGL did have a lot of courses available in its training centre. Before the COVID crisis, they were prepared with a training strategy set up to digitalise the training they offer. With the pandemic, the need became urgent and the discussions with Cornerstone accelerated in order for BGL to be live with Content Anytime in May 2020. One important criterion for them was the need for a UX experience that was smooth and seamless for the users. Starting in 2019 and even before COVID, BGL had already begun moving away from classroom learning. Frederic Hieronimus, head of training and development at BGL, shared that BGL had previously seen that in-person classroom learning was preferred to digital online learning. Classroom training brought people together, and there was a social element where people preferred to meet in-person. In order to market online learning, they had to be cognizant of this and offer shorter, more convenient learning options. COVID changed the paradigm dramatically and made the switch and uptake of digital content expand dramatically. BGL’s estimate of learning content consumed digitally is likely to hit 80 percent for 2020 primarily due to COVID. In the time post-COVID, BGL still would like to retain a blended learning approach as they still see the need for contacts between individuals from different job functions, divisions, and sites. They want a balanced approach between digital content and classroom content. In the future, they plan on moving towards hybrid, blended learning solutions where there is opportunity to do some pre-work utilising Content Anytime offerings to supplement face-to-face learning. Williams also feels that down the road, basic soft skills training will not be provided in the classroom. She observes that online content is getting better and better, and people’s appetite to acquire information through digital sources is growing. BNP Paribas Real Estate UK is looking to make it 70/30 percent (virtual vs. in-person or Zoom). How BNP Paribas drove adoption of Content Anytime They started running a pilot Through the guidance of its Group counterparts, the L&D team of BNP Paribas Real Estate UK was the first of the Group’s entities to select and implement the Cornerstone Content Anytime library in October 2018. They started with a pilot session engaging around 20 employees from different regions and different departments in order to ensure the content worked for the employee base, and that the solution was robust. They built marketing tools to drive excitement and adoption Once CCA Professional Skills and CCA Leadership & Management subscriptions were launched, building awareness and adoption was an ongoing and multi-step process. The Real Estate UK unit’s internal launch campaign included contacting each office, enabling email pushes, creating a Star Wars-themed video, and building playlists shared through email signatures to drive adoption. Some users shared that they thought the new content was great and pointed out particular courses. During a re-launch in September 2019 due to the introduction of Learner Home, the new LMS home page, the user interface provided for a better experience. Visually, the new website looked a lot more like Netflix and iTunes, for example. Williams applauded, “The ability to create playlists through Learner Home was super cool.” Learnify — A BNP Paribas Luxembourg marketing tool According to Rebecca Wong, programme manager, group HR strategy & transformation with BNP Paribas Group, “...the biggest failure we have seen in terms of content is that if you just leave it in the system, no one is going to take it.” Wong continued, “...I think that is why Cornerstone Cares [a free platform featuring online courses designed to help anyone protect themselves and others from the coronavirus, practice self-care to manage the stress and isolation of quarantine, stay productive while working from home, and mitigate or eliminate unconscious bias] was a big success [because of good marketing].” Prior to CCA, most training offers had been done using the “pull” model where employees identified training they wanted and had their manager approve the request. CCA enabled BGL to shift more towards a “push” model where a playlist was created and used to “push” offerings each month. Each month since BGL went live with CCA in May 2020, the team creates a playlist revolving around a theme that is linked with the orientation of the bank or with current worldwide news. For example, with Mobility Week taking place in June, the June playlist centred around “mobility” which focused on internal career transitions with topics such as creating a CV and interview techniques. July’s playlist was focused on “resilience,” and August’s playlist topic was “remote working.” BGL branded the CCA training offer “Learnify” and uses playlists to create a blended learning approach. Those playlists are promoted on the Connect community pages from Cornerstone. To further market Learnify, headphones with the branded Learnify logo were also distributed. In terms of managerial development, BGL decided to purchase a CCA Leadership & Management license for each manager. They had already developed a workshop focusing on seven competencies and wanted to push content linked to those skills. Skills-tagging for course content was very important to ensure relevant coursework was aligned with BGL’s managerial competency matrix. The path forward Audrey Matton, project officer of solution, deployment & service learning with BNP Paribas SA Brussels, concluded, “As a global multinational, we are pleased to be able to introduce and recommend innovative and tested learning solutions to our diverse employee base across our varied business entities. Content Anytime provides a lever in that direction. Currently, the BNP Paribas Group already has more entities waiting in the wings to subscribe to Content Anytime within a group frame contract.”

Laserfiche Takes Compliance Training and Employee Learning to a New Level

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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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