State of Nebraska: Preventing talent attrition and improving training at the State of Nebraska
Situated on the Great Plains of the Midwestern United States, Nebraska has a population of 2 million and is a major producer of beef, pork, corn and soybeans. The State of Nebraska employs 17,000 people across 80 divergent agencies, which range in size from two to 6,000 employees.
Since 2001, Nebraska state personnel had been operating with a limited human resources (HR) technology infrastructure that primarily functioned as an enterprise resource planning (ERP) system. Although integrated with payroll and benefits, the system lacked functionality in key operations such as learning, performance and succession, and reporting capabilities were extremely limited. In addition, because the State allowed each of its 80 agencies to customize the data independent of any statewide directive, the same data fields were used in 80 different ways.
When Governor Dave Heineman challenged the State of Nebraska to operate as one employer, state personnel faced the complicated task of consolidating 80 talent management methodologies into a single, statewide system. The department immediately began the search for a comprehensive software solution that would facilitate the standardization of HR processes across the state, deliver relevant, actionable metrics, and allow for the identification of current talent, skills, gaps and relevant training.
After a comprehensive review of leading talent management systems, state personnel implemented Cornerstone’s cloud-based solution. “Having an integrated suite was paramount to us,” said Ruth Jones, director of state personnel for the State of Nebraska. “First, we don’t have the staff to manage multiple interfaces. Second, we have highly demanding agencies, and they need to be able to access real-time, updated data. Cornerstone makes this possible.”
Fostered employee engagement. Using Cornerstone Learning, the State provides targeted development opportunities designed to improve performance—and ensure the right person is in the right job. “Engagement is a big deal for us,” said Charles Roberson, organization effectiveness manager at State of Nebraska. “These blended training opportunities keep our employees more engaged. And engaged employees are happier and more productive.”
Prevented talent attrition to the private sector. Amid restricted budgets and increasing retirements, retaining high-performing talent is a primary concern for the State. Cornerstone Performance has enabled the State to both engage and promote talent internally between agencies. “We don’t want to lose our high-performing individuals to the private sector. Yet they may already be at the highest level in their current agency,” said Jones. “With Cornerstone, we can not only track training and performance across multiple agencies, but move high-performing employees from agency to agency.”
Attracted and retained millennials. With Learning, the State can offer millennials dynamic learning and social opportunities, key to engaging a generation that places a premium on collaboration. “Traditionally, people have viewed state employment as lacking upward mobility or technological advancement. As we draw in younger talent, we need to be more flexible and show we’re doing a lot of fun and exciting things,” said Roberson. “Cornerstone helps us achieve this with more engaging learning opportunities, individual career paths and social collaboration.”
Improved compliance management. Via Cornerstone, state personnel can now access a holistic view of the agencies’ development and compliance metrics, including training hours per employee, training associated with accreditation standards and status of required classes. This enables the State of Nebraska to better manage compliance across all agencies.
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Cornell University chose Cornerstone to provide a true enterprise system dedicated to promoting learning in a large, decentralized educational environment
Cornell University chose Cornerstone to provide a true enterprise system dedicated to promoting learning in a large, decentralized educational environment. As a leading higher educational institution, Cornell University needed a way to promote learning for its own staff in a large, decentralized educational environment. The team at Cornell initiated a comprehensive search for a new Learning Management platform, which included a review of 400 vendors and products. After shortlisting the field to 11 candidates and extensive demonstrations and customer interviews, Cornell chose Cornerstone. Administrators were impressed with what they called a "robust system," but would users adapt to the new LMS? After a thoughtful implementation, the team was pleased to see that its learning audience flocked to the new system and quickly began taking the training courses they needed. New employees were onboarded. Administrators now had access to new data beyond completion metrics so they could make strategic decisions. Cornell's learning team said that Cornerstone's user interface won employees over with the platform's focus on learning and "one-stop shopping." No other websites or products are needed to complete training and onboarding. Cornerstone at Cornell University is a true enterprise system dedicated to promoting learning in a large, decentralized educational environment.
City of Durham: Expanding Training Access, Evolving a Learning Culture and Improving Employee Satisfaction
Why Cornerstone Sharon Williams, manager, onboarding and professional development, for the City of Durham, began the search for a new LMS that would enable Durham to better manage training and support true development opportunities for every employee. “Cornerstone was brought to our attention by Regina Youngblood, Durham’s HR Director. Once we saw Cornerstone in action, we were thoroughly impressed,” said Williams. “It came down to Cornerstone and one other competitor. We felt that Cornerstone was the partner that would be the most innovative, supportive, and creative. They also had prior experience with our video-based content provider (an added plus).” The relationship with Cornerstone was solidified at the outset. Prior to launch, selected LMS administrators participated in an onsite boot camp. “Training was completely high touch. More importantly, Cornerstone was still there after training was over. The night before launch, we ran into a problem at 9 p.m. Our Cornerstone contact responded within minutes and stayed on the phone with us for an hour,” said Williams. “The level of support that we’ve had and the amount of nurturing has been absolutely phenomenal.” The Results Strengthened brand. Durham branded Cornerstone as City U Learning, which was paired with City U Engagement and a push-pull strategy to drive platform adoption and ensure message consistency. “Branding the Cornerstone LMS as City U Learning has really helped us market the message to employees that it is up to them (‘all about you’) to learn,” said Williams. “We’re challenging employees to lead from where they are by taking charge of learning and using knowledge to advance their career.” Improved employee satisfaction scores. “Employees are excited that there are now options to access learning via multiple modalities (videos, webinars, workshops, etc.) from anywhere and at any time. There is still work to be done, but our employee satisfaction scores are improving.” Increased training completion rates. Currently, the city’s training completion rates are between 65-100 percent, depending on the department. “The Police Department has used City U Learning extensively since rollout. They have their own LMS for technical training but utilize the City U Learning platform for business skills development." “I went to see the Police Department’s senior leaders before rollout. They saw the benefit of having Cornerstone and additional video-based learning options for business skills development. They are now our highest user with a 90+ percent completion rate for core values training.” Delivered learning to thousands with a staff of two. Cornerstone makes it feasible for Williams and one other dedicated training resource to manage learning and development for thousands. “We could not track and train 2,500 people without Cornerstone. We have a broader reach and can be more high touch. Cornerstone enables us to do everything more efficiently and effectively.” Engaged millennials. With Cornerstone, The City can deliver just-in-time learning, crucial for creating a millennial friendly work culture. “Thanks to our City U learning management system all employees can learn anywhere, at any time, even waiting in line or sitting in a doctor’s office.”
Denver Public Library: Putting Learning Front & Center for Employees
Established in 1889, the Denver Public Library (DPL) serves almost 4 million visitors and circulates 9.5 million items a year. Employee learning has always been integral to the library’s operations; DPL has had a training program in place since its founding. Yet with only a small learning program staff of two, keeping up with the demand for training—and high volumes of paperwork—was challenging. All training was done face-to-face, and it was tracked through an Access database, which never delivered a comprehensive view of learning across the entire organization. One person was also tasked with producing an expensive, paper-based training calendar four times a year. “We were doing 300 face-toface classes a year and processing 2,500 paper registrations by hand,” said Jennifer Lay, learning program specialist at DPL. “It was time consuming, and the mountains of paper were ridiculous.” Why Cornerstone In the search for a solution, the library received proposals from 12 vendors and conducted an in-depth review of four learning management systems (LMS). Cornerstone OnDemand’s flexibility was a significant factor in DPL’s final selection. “What really shone for me with Cornerstone was its versatility,” said Lay. “It was the only product we looked at that gave us the flexibility to handle our multi-faceted training program.” While reviewing the Cornerstone Learning Cloud, DPL also connected with other Cornerstone users. “I heard that Cornerstone was continually improving and making functionalities available based on customer feedback,” said Sandra Smith, learning manager at DPL. “My network was telling me that Cornerstone listens to customers and is responsive to their needs.” DPL conducted a creative rollout of the Learning Cloud, sending out top ten lists, creating an e-learning scavenger hunt and conducting in-person classes. On launch day, they took balloons, snacks and user guides to every department. “We used different styles for our rollout to meet different styles of engagement, for baby boomers and millennials and those in between,” said Smith. The Results Dramatically increased training opportunities and attendance. With the Learning Cloud, branded myTRACKS, the library has increased training opportunities by 700 percent. Employees previously disinterested in training are taking advantage of the expanded offerings, and DPL has seen a 435 percent increase in training attendance. “The number of employees accessing training has skyrocketed,” said Lay. “They love the ability to do e-learning in house.” Even the facilities staff are getting involved. Recently, an HVAC technician volunteered to teach library employees about the intricacies of their 538,000 sq. ft. Central Library. “People who were never engaged before are now interested in training,” said Smith. “With Cornerstone, they can find things on their own. They don’t have to wait for a paper product or a face-to-face class to start learning.” Advanced engagement of millennial employees. The Learning Cloud has been a critical tool for engaging the library’s millennial employees. “Millennials want to be motivated and challenged in the workplace,” said Smith. “Cornerstone allows us to give them an individualized learning portal. It’s a one-stop-shop for them, where they can not only learn but also share that learning with their colleagues.” More efficiently tracked training. Now managers can assign training key to improving on-the-job performance, as well as create real-time reports showing which trainings have been completed and when. “Previously, managers couldn’t review statistics,” said Lay. “The Learning Cloud’s reporting capabilities allow us to see who is being proactive in their skill development.” Put learning front and center. By increasing on-demand and face-to-face learning opportunities, and providing an easy-to-use individualized tool, DPL has communicated the importance of ongoing learning for all employees. Employees also know that they are responsible for their professional growth. “Cornerstone helps us put learning front and center every day,” said Smith. “We’re giving employees the opportunity to develop new skills and be prepared for changes coming in the workplace.”