Customer Story

Ivari: Increasing Enrollments & Saving Resources

The Challenge

ivari is a different kind of insurance company, one that has a close understanding of the health issues that most affect Canadians. They began 80 years ago; in 2015, the company was acquired by Wilton Re.

ivari’s goal is to become the most recommended life insurance provider in the industry for middle market consumers. “We want to be the life insurance provider that delivers the most authentic and personable experience to Canadians,” said MJ Macdonald, Director of Learning & Development at ivari.

Getting employees and partners ready to deliver this expanded level of service required providing flexible, targeted training. Yet ivari’s existing LMS was not user friendly and its limited functionality required time-consuming, manual workarounds. Worse, employees were not excited about using the system. “It took too much time to find what they needed,” said Macdonald. “Eventually, employees would give up.”

The system also created a tremendous burden on the HR and learning staff. “There was so much manual work, which increased labour costs. We also spent hours customizing our advisor site for content. And because planning and execution of new content took more time, we had to say ‘no’ more often.”

Why Cornerstone

Ready to find a better solution, ivari researched seven LMS vendors. Cornerstone Learning stood out from the others. “Cornerstone offered a solid product on both the front and the back end, the pricing was fair and the company has a good reputation in the market,” said George Kralidis, VP of Human Resources & Learning.

Cornerstone’s features and functionality also fit with ivari’s immediate and future development. Easy navigation meant employees would be more likely to adopt the system, which is crucial to training employees to support corporate initiatives. “Cornerstone offered all the core features we needed: course catalogue, emails, reports, custom page builder, calendar, evaluations and curriculum, just to name a few,” said MJ Macdonald, Director of Learning & Development at ivari.

During the decision-making, ivari noticed a significant difference in Cornerstone’s commitment to customer service. “With Cornerstone, there was an opportunity to build a strong relationship with the sales and business development team. They were very responsive. And Cornerstone shared our same values,” said Macdonald.

Implementation was well-structured, planned and completed on schedule. To drive user adoption, the ivari team created an internal campaign to generate excitement about the new “Learn Centre,” their new name for the Cornerstone platform.

The Results

Increased enrollments. With ivari’s previous LMS, employees often gave up before identifying courses they needed. With Cornerstone Learning, employees can find what they need within minutes. “Our employees love Cornerstone’s search functionality,” said Macdonald. “They think the look and feel of Cornerstone is intuitive compared to our previous system.”

Enrollments are up because courses are easy to locate, especially around compliance training. “We now have 100% participation in compliance-related training.”

ivari anticipates Cornerstone’s accessibility will play a key role in connecting with younger employees. “Cornerstone’s appealing design and the fact that learners can learn when they want to will help us engage millennials.”

Savings on maintenance and IT services. ivari is no longer responsible for costly maintenance or upgrades. “We’re already seeing savings related to Cornerstone versus our previous onsite LMS,” said Macdonald. “There’s less work for HR Learning and IT, not only because we now have a cloud-based service, but also because Cornerstone’s people are capable and the resources are immense.”

Reduced administrative work. The team now has more time to spend on strategic HR work, instead of tracking and managing courses and enrollments. “Cornerstone makes it easy to set up courseware, modify and track courses and create reports.”

Identified skills gaps. With Cornerstone Learning’s real-time dashboards and reporting capabilities, ivari’s L&D team can immediately identify and address skills gaps. “We can see where an employee needs more training,” said Macdonald. “Cornerstone is helping us close those skills gaps affecting current and future roles. For example, we have a curriculum called GreatStart. It helps prepare new employees to be successful in their first 45 days on the job.”

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Content Anytime digitally supports multi-national skills-based transformation

Customer Story

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.”

GECU Expands Availability of Online Courses While Reducing Overall Costs with Cornerstone OnDemand

Customer Story

GECU Expands Availability of Online Courses While Reducing Overall Costs with Cornerstone OnDemand

GECU, El Paso’s largest, locally owned financial institution and one of the largest credit unions in the state of Texas, employs more than 700 people to serve over 298,000 members across its 14 branches, call center and support departments located within the Operations Center. GECU has the challenge of operating within one of the nation’s most highly regulated industries, and as a result, has long understood that efficient processes for employee training, development and performance management are critical pillars for supporting long-term financial growth within a strict regulatory and compliance environment. To support its employee development goals and meet evolving industry compliance requirements, GECU historically had relied on instructor-led training (ILT) programs. While these programs were effective, they required dedicated resources and oversight that became less efficient as the credit union grew. Recognizing that it needed to embrace the more cost-efficient model of online learning, GECU adopted a cloud-based learning management system (LMS) in 2005 to augment its instructor-led program. While the LMS integration alleviated some of the pressure on resources and time investment, GECU expanded so quickly that it soon outgrew the system’s capabilities. GECU’s management team began to look for a reliable and configurable cloud-based solution replacement that could scale to address current and future HR and employee development needs. Why Cornerstone In late 2009, GECU implemented a vendor review program that initially evaluated more than 15 talent management providers. This list was soon reduced to a handful of cloud-based, full-featured providers that could both reduce the manpower hours needed to provide and manage employee training and increase the ratio of online courses to instructor-led courses. Short-list criteria also included a system’s ability to streamline internal and external reporting and compliance processes. GECU realized that Cornerstone OnDemand offered the most control, flexibility and cost-efficient scalability of all evaluated vendors. By August 2010, the credit union had integrated and rolled out the Cornerstone Learning Cloud — branded internally as ELITE (Enterprise Learning and Instruction Tracking Engine) — to provide its entire employee base with convenient, self-service solutions for learning and development. The Results Engage employees by increasing online course availability. As part of its new employee certification program, courses that were formerly only offered through ILT can now be accessed online. Nearly 40 percent of the organization is enrolled and has access to 255 online courses, with an additional 103 courses offered natively within the Cornerstone system. Save resources by reducing call volume and time spent compiling reports. GECU is on track to significantly reduce its reliance on manpower-heavy ILT. Management personnel charged with oversight of various areas of training are experiencing a dramatic 50 percent reduction in incoming call volume (calls were typically employee inquiries on upcoming courses, course availability, etc.), freeing their time to focus on more strategic employee development issues. Cornerstone’s robust reporting and analytics tools help GECU’s team reduce time spent compiling reports by 75 percent. Gain greater control of and insight into development activities. Managers and employees now have greater control over uploading, forecasting and customizing training courses. This has led to a more relevant and streamlined schedule of coursework for all employees, who are markedly more engaged and enthusiastic about GECU’s learning and performance management program. Managers and employees also have access to an easy-to-use dashboard that gives them an at-a-glance view of their to-do list, appraisals and course availability.

Spokane Teachers Credit Union Case Study

Customer Story

Spokane Teachers Credit Union Case Study

Founded in 1934, STCU has long realized the value of continuous learning. “We’ve always had a really strong development culture,” said Derek Tyree, director of talent development at STCU. Yet STCU’s commitment to employee learning wasn’t well served by the credit union’s existing learning management system (LMS). “There was a lot of negativity toward the system,” said Tyree. “Our old LMS was seen by employees as a compliance tool that they had to use. It certainly wasn’t a system they wanted to use.” This attitude impeded the team’s efforts to switch from a push to a pull learning strategy. STCU engaged in a comprehensive RFP process. “We knew that Cornerstone could provide us with the content library, flexibility, and scalability to meet our development needs,” said Tyree. The team also wanted an LMS that would address key administrative challenges, including tracking and reporting, development planning, and integration with other systems including ADP. The Cornerstone implementation team played a key role in ensuring an effective rollout. “I really appreciated the way that Cornerstone responded. I loved that part of the relationship, Cornerstone’s openness and willingness to listen,” said Tyree. The Results Enabled self-directed learning. Empowering learners is a core part of STCU’s development philosophy. “Only nine months into launching the LMS, we were up to 700 hours of self-directed learning that wasn’t part of a formal learning plan. Prior, we were getting less than 20 hours of training per year,” said Tyree. “It’s the greatest thing because our employees are embracing learning for learning’s sake, not because they have to. We have classes on technical, soft, and leadership skills that aren’t required, via the CyberU content library within Cornerstone, and people are signing up for them.” Improved employee engagement. STCU teaches Instructor-Led Training (ILT) classes for member service and other soft skills while leveraging the LMS for any pre-work and post-work course assignments. “When we look at our overall engagement numbers, talent development and training has always come up as a major reason that people feel engaged. Employees know that we’re invested and supportive of their growth, not just professionally, but personally,” said Tyree. Increased user adoption. The team saw implementation as an opportunity to both install Cornerstone and reevaluate existing processes. “Our whole goal around implementation was to take the LMS from being a system that employees were required to visit, to a system that employees wanted to visit,” said Sara Spurlock, talent development manager at STCU. “We focused on three areas—content, user experience, and collaboration.” The team branded the Cornerstone interface to reflect the STCU brand and also invited employees to name the new LMS. “They came up with EmpowerU, which really speaks to our culture of learning. Whether they’re learning about desk yoga, Spanish or leadership, EmpowerU is a resource for them to enhance their skill set.” Reduced administrative burden. One of STCU's top priorities when searching for a new LMS was to find a system that would free administrators from tedious, repetitive work that took them away from valuable L&D initiative. “Today it takes just one click to create a report,” said Spurlock. Being more efficient is a must, but for Tom Dotson, senior instructional technology specialist at STCU, Cornerstone goes one step further. The system enables him to say “yes” more often to managers and employees. “I have a lot of people come to me with requests. Can Cornerstone do this? Can we incorporate this into Cornerstone? I’m constantly able to say, ‘Yes, we can do that. Yes, we can add that.’ As an administrator, that’s a great feeling.” Enhanced reporting capabilities. Prior, STCU had little access to meaningful metrics on employee learning, but they are setting baselines and accessing real-time insight into development initiatives. “We tracked 18,000 hours of training of all types in 2018,” said Tyree. “I can finally pull great data and provide really good comparisons on our programs. We can see where improvements need to be made.” The team will begin using the data to benchmark STCU’s development programs against other credit unions and banks. “We’re making an investment in our people and can now show the results of that initiative.”

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