Checklist des Technologies RH au service des compétences stratégiques

Strategies and Tools for Driving Learner Engagement

Many organizations are prioritizing learning to attract, retain, and grow top talent, but implementing the strategies at the right time for the right learner can be tough. Doing it with tight resources, even tougher. Andersen Corporation has experienced this. They knew it wasn’t enough to follow the standard “if you build it, they will come” mentality for learning. In this session, Strategies and Tools for Driving Learner Engagement, you’ll come away with: New ideas from the Andersen team as they share how they’ve been able to achieve a consistent increase in the consumption of Cornerstone Content Anytime (CCA) courses month over month Considerations to help you get started building your own effective communications strategy Tips and tools for executing a sustainable plan that drives continuous engagement and builds a culture of passionate learners In addition to hearing about Andersen’s content journey, you’ll also get a refresher from the Cornerstone team on the learner engagement tools we have available and ways that you can leverage your partnership with Cornerstone to get the most out of your learning content. Watch Now

How IIFL transformed employee experience with EdCast

IIFL Finance is one of the largest financial services firms in India. It provides a diverse range of loans and mortgages through its subsidiaries ­— IIFL Home Finance Limited and Samasta Microfinance Limited. They offer home, gold, and business loans, including loans against property, medium & small enterprise financing, microfinance, developer and construction finance, and capital market finance — catering to retail and corporate clients. The company has a nationwide presence with a thriving network of 3000+ branches in over 500 cities. IIFL strongly believes in the power of people to be their strength, support, and backbone of the business. Key people development challenges Employee learning and development was always a priority for IIFL, but their traditional learning system was not helping them create an employee-centric learning culture. IIFL employees had limited access to learning opportunities in the organization for the following reasons: 1. Employees were dependent on their traditional LMS (Learning Management System) for all of their learning needs 2. Assignments were the only possible mode of distributing learning content in the organization, resulting in a top-down learning culture 3. SCORM was the only reference model for content type 4. LMS access was available to the employees only through desktop, not capable of delivering anytime, anywhere learning 5. Lack of a social and collaborative learning experience The need for an LXP IIFL needed a new-age learning system that could provide employees a personalized learning experience and deliver learning content anytime, anywhere. IIFL wanted an LXP that could support collaboration and sharing of tacit knowledge by internal subject matter experts. IIFL’s goal was to provide their employees with a robust learning solution that would: Acts as a single solution for all learning needs across Offers a more prescriptive and personalized learning approach using a pool of internal and external curated content libraries Acts as a single collaborative platform for SMEs to create contextual content and upskill employees in a personalized and secure environment Seamlessly integrates with their existing learning platforms EdCast by Cornerstone provides a modern learning experience EdCast by Cornerstone LXP met most of the requirements of IIFL that could help eliminate limitations of their traditional learning platform, like limited content type, poor adoption rate, etc. EdCast by Cornerstone LXP was deployed at IIFL with a critical objective to transform employee experience with a learner-centric approach. Some of the key features of the LXP deployment at IIFL include: Unified experience across the platform for employees Availability of multiple content types on the platform (Audio, Video, PPT files, SCORM, PDFs, Streaming, User sourced web content, etc.) Single window for access to content from multiple internal and external sources Mobile app deployment, enabling anytime, anywhere learning Grouping of users based on function and job roles for seamless availability of learning content with AI-powered content recommendations to drive personalized learning The impact The learning experience at IIFL creates a more interactive journey for all employees and external clients. Virtual ILTs and SCORM courses were brought into the LXP, as were polls and quizzes to engage employees. Now, robust pathway-based learning journeys align with individual development needs. Other benefits derived from EdCast by Cornerstone’s LXP include: The curation team at IIFL got access to seamless content authoring tools within LXP, which improved the overall content curation experience Significant improvement in Social Collaboration on the platform with 3.6 expressions per user against a global benchmark of 0.90 The L&D Team at IIFL used new-age engagement tools, including WhatsApp, Workplace by Facebook, etc., to drive learner engagement and adoption of the newly deployed platform This program creates an environment that enables and promotes continuous opportunities for clients. Through the LXP, IIFL clients had access to industry certifications and content supporting financial literacy across Capital Markets and other Investment domains. Measurable outcomes The analytics engine of EdCast by Cornerstone LXP helped the L&D team access rich data and insights so that they can stay focused on creating programs and making decisions that can help build an employee-centric learning culture across the organization. Some of the critical KPIs defining the success of the LXP deployment at IIFL include: 30k registered users 64% average monthly active users 89% average repeat monthly active users 75% LXP adoption

How Wells Fargo created a culture of self-directed learning

Wells Fargo is a leading financial services company that serves one in three U.S. households and more than 10% of small and mid-market businesses. In 2019, the financial industry titan set an ambitious goal to transform learning and employee development for the organization and its over 255,000 employees. They developed a mantra of “go big or go home” to remind them that although the task was big, it was worth doing right. And that meant finding the right learning management and content provider. The team at Wells Fargo had a list of criteria: Build a modern learning experience Increase employee engagement Increase productivity Facilitate talent mobility Create process efficiencies Enable change management After an exhaustive search, more so than any other option, Cornerstone Learning and Cornerstone Content Anytime checked every box on their list. But they didn’t know that the products checked boxes they hadn’t even made yet. When the year 2020 hit, the ability to change and be agile suddenly became more important than they ever imagined. Within two weeks, over 200,000 Wells Fargo employees pivoted to remote work. And thanks to Cornerstone, the quick change and lean into learning helped employees and the company thrive during a time of turmoil. Change management lead to surprising results Many organizations had trepidation about moving to a remote work environment. How would they create accountability? Luckily, thanks to Wells Fargo’s partnership with Cornerstone, they had the tools for change management. They engaged employees with learning that was already in place. And their employees took to it quickly and thoroughly. “What was so interesting is that usage and engagement in [Cornerstone Content Anytime] content, where we might have expected to see a dip in engagement, we actually saw it continue to rise,” said Sarah Foster-Kostis, business initiative consultant at Wells Fargo. The message from their employees was clear: “We saw our learners want more content. They wanted more development. They wanted professional learning experiences.” The world was changing, and employees saw it as an opportunity to learn, grow, and develop in their careers. Homework assignments aren’t needed With Cornerstone Learning, Wells Fargo employees set their own learning assignments. The engaging learning courses had their learners clicking “next course” over and over again. “Over 50% of our learners have taken 11 plus courses. Think of how many people that is! We’re talking well over 60,000 people,” said Foster-Kostis. It added up to tens of thousands of course completions every month. Of the courses taken by employees, 73% were self-directed learning. Foster-Kostis marveled that one month saw upwards of 90% of courses taken voluntarily. “What that really told us is: As people were starting to take the content and see value in it, they just kept taking more courses and finding things that were really going to enhance their learning experiences,” she said. Cornerstone provides critical support and partnership Wells Fargo chose Cornerstone as their vendor for many reasons, chief among them our modern learning experience and top-tier content. But it was the offer of a true partnership that clinched the decision. “We could not have done what we’ve done to help our learners without our critical partnership with the customer’s success and content experience teams,” said Foster-Kostis. Together, Wells Fargo and their Cornerstone support team regularly review opportunities to increase engagement. They look for trends and opportunities to optimize the learning experience. And when they have content ideas, they pitch them. Foster-Kostis explains, “We proposed ideas for content operations. We submit ideas regularly to the curation team for future content playlists, and within a matter of months, we see content on those critical topics. That’s been key for us. And of course, we’re always analyzing data, reviewing the internal and external trends, and proactively looking at our future opportunities to stay in front of the curve with Cornerstone.” Leaning into the future with Cornerstone Learning As Wells Fargo looks to the future, the success of its learning program during the pandemic has sealed the importance of investing in its people. “For us, for our organization, we believe that individuals are key to long-term success. We want to retain that talent. We want to upskill that talent. We want to have that talent feel successful so that they can learn and grow at our organization,” she said. Wells Fargo will continue investing in a modern learning experience and content. “It’s really leaning into Content Anytime courses to support our initiatives, meet learners where they are, and provide that right content at the right time. And that’s really where we want to be successful so that we can ultimately see growth and development.” And Cornerstone will be with them every step of the way.