UK Regional Report: Addressing the Global Skills Shortage

Research

UK Regional Report: Addressing the Global Skills Shortage

The new realities of work are creating long-term impacts — good and bad — for your organisation and people. The organisations that aren't struggling to navigate this uncharted wilderness succeed because they focus on developing the skills of their people. Learn how successful organisations worldwide use skills to ensure they and their people are thriving post-pandemic and how your organisation can do it too. Download this eBook to learn: How high-performing organisations are leading with skills The employer vs employee confidence gap The current state of skills development around the world Practical tactics from leading with skills and becoming an HPO

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Learning & Development: What we got wrong, and where we are going

Blog Post

Learning & Development: What we got wrong, and where we are going

If we look back in time at predicted vs. actual trends in learning and development, it’s clear that not all predictions actually come to fruition. Whether technology advances quicker than expected or we’re thrown unexpectedly into a global pandemic, learning and development is constantly evolving to keep up with the modern way of work. Don Taylor and Mike Bollinger recently shared their thoughts on which predictions we got wrong, and what we should expect to see in the coming year from learning and development. See here for the full webinar. What we got wrong The first prediction that saw itself falling short is the idea that “e-learning is a fad”. Whilst the term e-learning is broad, with both good and bad forms, it’s hard to deny that it has dominated the L&D space since the pandemic began. With lockdowns and furlough in our rear-view mirrors, we have seen a clear shift in mentality, with many employees opting for a hybrid approach to work, where online learning is available to help them stride towards their career goals. It was also predicted that “gamification will change everything”. Whilst this may have been on the road to being true back in 2015, gamification seems to have fallen off the tracks. It seems as though the attractiveness of the concept outweighed the underlying complexities. To do gamification right requires a huge amount of work, and success is never guaranteed. Besides, once games become compulsory, are they still considered fun? Priorities for this year Don and Mike presented three key priorities for HR departments to focus on in the next year. The first, a focus on the “skills of the future”. This is an evolution rather than a revolution, and we need to find a way to keep skills evergreen. Technology can help us to do this, acting as our very own skills engine, but we still need skilled workers to keep organisations agile and flexible. Secondly, data is not just pervasive. As we’ve seen a shift to automation, it’s important we focus our reskilling and upskilling efforts on those more complex skills that are less likely to be automated. Actionable insights are what get you in the door. Data is everywhere, but it is how you make sense of that data and turn it into knowledge to gain valuable insights. You don’t’ need perfect data, you just need to use the data you have wisely. Lastly, business acumen is central to the L&D role. You need to understand what is going on in your business. How do you measure success? What insights can be drawn from these measurements? And how can these be aligned to the goals of the wider business? HR is not a static role; it encompasses many moving parts and leaders need to be able to juggle these effectively. What to consider when building a learning strategy this year It’s no use trying to solve all your problems with technology, nor is it going to work trying to solve your problems in silos. Many businesses don’t even consider L&D part of the macro-challenge of retention and engagement. It is time to re-focus our priorities when building a learning strategy this year, and these tips are a great place to start: In order to maximise impact within a business, leaders must create a connected experience for businesses and employees Leverage AI to streamline your approach and gather baseline results to work from Learning and development should be seen as a business priority, not just a learning priority While we cannot accurately predict the future of L&D, we can put measures into place to help soften the blow of change. Products like Cornerstone help to create a connected experience between business and employee while gathering and analysing skills data that improves productivity and deepens insights. Working with technology can revolutionise the way a business functions, and 2022 is the year for L&D to really make itself known.

Spotlight on Amplifon: Making learning available anywhere and anytime

Customer Story

Spotlight on Amplifon: Making learning available anywhere and anytime

A history of excellence in hearing aids Founded in Italy in 1950, Amplifon is a leading multinational company in the hearing care retail market. Thanks to continuous research in the field of auditory prosthesis and in-depth studies in audiology, otolaryngology and phoniatrics, Amplifon supports its customers in their selection of the best hearing aids available. The company takes care of the entire process, from distribution through fitting to after-sales service, with customer relationship care being the Amplifon Group’s true added value. The Group features an Italian network of over 600 centres and more than 3,000 service points. On a global level, Amplifon operates 9,200 outlets in 25 countries and employs about 18,600 employees and contractors. Investing in people Amplifon’s objectives include offering an innovative experience to its customers, stimulating growth in key markets around the world, and developing an increasingly efficient company where people’s talent makes the difference. To fulfil the last point of its mission and lay the foundations on which the company’s future will rest, Amplifon has defined a five-year (2020-2025) training and development strategy. The integrated L&D plan outlined by the Group rests on four pillars: Amplifon awareness, to create awareness with respect to corporate strategy on what is happening in all the different organisational units, and how everyone contributes to the success of the Group. This will ensure that each individual has all the elements at his or her disposal to make decisions, and to make a difference every day. Digital empowerment, for an ever-deepening digitalisation of work environments, so that people become the focus once more. For Amplifon, technology helps automate repetitive tasks and gives people the tools they need to make the best use of their own intuition, ingenuity and thought processing. Amplifon connect, which includes mentorship, coaching and change management programs, with the aim of breaking down silos and creating connections and contacts across all different Group levels. Amplifon lead, with dedicated leadership and management courses aimed at preparing “People Managers” and “People Leaders” to play the key supporting role in enabling people to grow and become an example for the Group. Based on these four pillars, Amplifon set up a training course that offers: The same training opportunities to all employees, regardless of location or specific task – because Amplifon believes that knowledge should be limitless Access to training anywhere, at any time, and from any device – thus guaranteeing complete freedom according to each individual’s different needs The opportunity to develop technical and transferable skills such as creativity, imagination,gination, project management skills, ethics Engaging and stimulating content, thanks to gamification logic Prioritisation of training content, using algorithms that take into account people’s needs, preferences, and interests Tailored training for a future-ready workforce The pandemic has forced companies like Amplifon to redefine their priorities, opening their eyes once again to the importance of training and development. More specifically, the major changes experienced by the labour market over the last two years have prompted the company to invest today in the development of what will be the key skills of tomorrow. Amplifon has thus decided to offer its employees highly personalised courses with a strong focus on talent and skills. In order to do this, the company favours a “complete experience” approach, relying on a single common platform which can be accessed by the entire global workforce.This platform not only integrates harmoniously into the employees’ working life, but is also able to stimulate them through customised training content that will enhance their autonomy. In May 2021, Amplifon thus implemented Cornerstone 's learning platform. Cornerstone is a provider of adaptive human resources management solutions, and their training content has been made available at the same time to all Amplifon employees globally. Since then, thanks to its high level of customisation and ease of use, the platform has been used to strengthen the four pillars of the Group’s L&D strategy and, in particular, to develop functional and cross-functional skills. With regard to the former, Amplifon can finally provide tailor-made content, calibrated not only to current skills but also to skills that will be acquired over the coming years in order to remain competitive and further develop its employees' careers. With respect to cross-functional skills – given the speed of change to which every type of job is now subject – Amplifon has chosen to provide specific paths that delve into the themes of data analytics, change management and project management. The aim is to embrace learning in the flow of work and make it a reality. Training as a tool to overcome inequalities The biggest achievement to date is the substantial increase in the number of hours dedicated to training by employees; to date, on average, each employee has totalled 24 hours of training per year. Thanks to a mix of strategy and technology, important progress has been made in making training and development available anytime and anywhere, and fostering collaborative learning and employee engagement. Amplifon believes that training fosters equal opportunities for all, regardless of personal background, gender, age or place of origin. Knowledge cannot survive without sharing.

UK Regional Report: Addressing the Global Skills Shortage

Research

UK Regional Report: Addressing the Global Skills Shortage

The new realities of work are creating long-term impacts — good and bad — for your organisation and people. The organisations that aren't struggling to navigate this uncharted wilderness succeed because they focus on developing the skills of their people. Learn how successful organisations worldwide use skills to ensure they and their people are thriving post-pandemic and how your organisation can do it too. Download this eBook to learn: How high-performing organisations are leading with skills The employer vs employee confidence gap The current state of skills development around the world Practical tactics from leading with skills and becoming an HPO

Trends at Work

Three key learning trends for 2022 – what to know and the myths to avoid

On-demand Webinar

Three key learning trends for 2022 – what to know and the myths to avoid

What should L&D professionals be aware of in 2022? There’s plenty that’s new to discuss, but what’s real and what’s hype? In this session, Cornerstone’s Mike Bollinger and Donald H Taylor of the Learning Technologies Conference discuss three areas where L&D needs to distinguish fact from fiction. They’ll explore three key learning trends for 2022, looking at what’s changed, the role technology has to play, and how L&D professionals will need to adjust to make the most of the opportunities here, and avoid the inevitable pitfalls. What you’ll learn: Why predicting the future is tough, and how wildly wrong some attempts have been in the past Why much of the noise around skills is less a revolution and more of an evolution, and what that means for your reskilling and upskilling programmes How technological solutions are only ever part of the solution, and many under-serve the large numbers of deskless workers How the L&D profession is challenged as never before, and what it can do to support workplace learning without being a bottleneck

Fosway Group: Enabling organisational agility through talent & people success

Research

Fosway Group: Enabling organisational agility through talent & people success

Over the past two years, the how, when, where and why of work have been challenged like never before. The way in which organisations responded to this disruption made all the difference in determining an organisation’s ability to succeed. Research from McInsey during the pandemic showed that businesses that adopted an “agile model” were able to respond fast and accelerate through change, making them more successful. How can your business create an agile model? Download the research report, “Enabling organisational agility through Talent & People Success” by the Fosway Group in partnership with Cornerstone. In this report, you will learn: How to reassess your talent strategies How to embrace tablet mobility and evolve how work is done How to set clear measures of success by connecting people intelligence to business goals

The fully integrated virtual learning solution

Datasheet

The fully integrated virtual learning solution

Today’s workforce is more dispersed than ever before, making the need to learn and communicate across different locations critical to business success. So your organisation needs to support your employees with learning and collaboration capabilities wherever, whenever. With Saba Meeting, you can ensure high quality virtual training and well-connected team interactions. As a fully integrated virtual classroom solution, Saba Meeting helps you create interactive and engaging virtual events with breakout sessions, desktop, split screen and video sharing, collaborative whiteboards, polling, in-session text chat, emoticons, and more.

Skills Building

Empowering people in the age of agility

EBook

Empowering people in the age of agility

The largest obstacle facing business leaders today is not only navigating change in the face of uncertainty, but turning change into opportunity. It requires your organisation to pivot around emerging business priorities, to assess and develop critical skills and in turn, increase organisational change agility, in order to create a sustainable future. Because organisational agility has demonstrable results: Financial performance: 20% to 30% improvement Customer satisfaction: +10 to +30 points improvement Employee engagement: +20 to +30 points improvement Operational performance: 30% to 50% improvement To create an agile and adaptive organisation, you need modern talent strategies that can flex and shift to changing priorities so you can maximise workforce potential and empower your people to future-proof their careers. How Cornerstone clients across the globe are enabling organisational agility In this ebook you’ll learn how Cornerstone clients across the globe are using engaging content and personalised learning journeys to identify and close skills gaps, and to connect learning to people growth and business success. Specifically, you’ll learn how: Deutsche Post DHL scales skills development through artificial intelligence Pret a Manger puts people at the center of business success Clif Bar doubles down on its commitment to self-directed learning Electrolux maximises business impact through training employees, partners and customers Download the ebook today to learn how you can use modern talent strategies to accelerate workforce agility and help your organisation and your people thrive.

Case Study University of York

Customer Story

Case Study University of York

Learning Excellence by name and by nature When it first opened its doors in 1963, the University of York had just 230 students and a handful of staff. It has since gone on to become one of the world’s leading universities with a reputation as an academic powerhouse. The success of the University of York means its staff numbers have swelled. Today, it employs more than 4,000 staff ‒ a number that continues to grow. In order to invest in their ongoing education and development, the HR team needed to focus on critical safety and compliance training to keep staff, students and the public safe across the University estate. It also needed a system that allowed them to monitor staff training and development continuously to ensure all staff was learning the correct procedures to comply with their roles. With every employee able to realise their potential, the University lives and breathes its mantra of learning excellence. Why Cornerstone Allan Aikman, Learning and Development Manager, University of York invoked the spirit of Machiavelli to describe the challenge of changing training systems. “There is nothing more difficult to carry out, nor more doubtful of success, nor more dangerous to handle, than to initiate a new order of things,” he said. For the University, Cornerstone demonstrated its understanding of the higher education sector. Participating in the G-Cloud framework and acting as a Strategic Leader in the latest Fosway Group 9-Grid for Learning Management Systems Report, all helped in the process. Aikman said: “We needed to work with a provider that was both a safe pair of hands and an industry leader. Every one of our 4,000 staff contributes to the overall success of the University and we are very pleased Cornerstone helped ensure their excellence and in turn, the continuing excellence of our academic institution.” The Results Keep staff, students and the public safe. Cornerstone Learning supports the University of York’s reputation for learning excellence amongst its teaching and support staff whilst still maintaining its commercial edge. By using Cornerstone Learning, the University has provided access to ongoing development opportunities, safety and compliance training ‒ which keeps staff, students and the public safe across the University estate. Increase efficiency through eLearning. Staff development and learning is becoming increasingly efficient and effective too. Allan Aikman has noticed an increased uptake of eLearning to master the theory, followed by offline training to put it into practice. The feedback from staff is that the entire learning process has been enhanced as a result. Engage staff with an easy-to-use system. A key requirement for the University was to have a user-friendly system. An anonymous exit interview recommended changes to the University’s systems, but was unreservedly complimentary about Cornerstone Learning, saying: “HR’s new training system is a refreshing change, as it works beautifully. Well-designed, easy to use and does what it says on the tin.” Decrease the admin burden. The Health & Safety team has also reported a significant decrease in the administration needed to ensure compliance with the systems. By using this software, the Health & Safety team now has a complete view of the staff’s compliance needs and can easily feedback and determine who needs training and when. The pressure and administration burden experienced under the previous system has been removed. Accelerate progression and growth. The Human Resources team at the University of York can now identify and target specific training schemes in order to accelerate a person’s progression and career development. This visibility across 4,000 employees means the University’s world-class staff continues to grow as they help develop some of the leading minds of the next generation.

Meet the Future, Ready: A Guide for Talent Leaders Shaping the New World of Work

Whitepaper

EBook

Research

Meet the Future, Ready: A Guide for Talent Leaders Shaping the New World of Work

“Unprecedented times.” “The next world of work.” “The great reset.” You’ve heard these phrases repeatedly. And it’s true: The COVID-19 pandemic and other world events have radically changed how we work, where we work, and what employees expect from work. But in many ways, that’s a good thing — because a shift in the way we work has long been in the cards. Standing at the edge of a 5th industrial revolution, employees are now heading back to work after the most intense period of change the modern world has ever experienced. This also means organisations have a once-in-a-lifetime opportunity to re-build work in a way that works for everyone. And the future of work now lies squarely in the hands of HR and talent leaders. Like no other business leader, talent leaders hold the golden threadto reimagining the workplace for today — and whatever comes next. As agents of change, you have the opportunity to empower a more connected, collaborative, and future-ready workforce. The future belongs to organisations with the courage and mindset needed to reimagine how they work. To meet the future ready — with agility, resilience, shared purpose, and alignment — you must deliver a connected experience that creates value for people, and an environment that’s designed for collective growth and success. ​ This opportunity to redesign the way we work and pursue what’s possible may never come again — let’s not waste it. To help guide your path forward, we asked talent practitioners around the world – as well as renowned thought leaders from companies like The Josh Bersin Company, The Fosway Group and more – what they have to say about rebuilding a future that works for all. And what they had to say may just give you a new lens through which you view your organisation’s approach to work. Filled with proven strategies, revealing statistics, and practical examples, this guide will give you the insights and inspiration you need to meet the future ready. You’ll learn why (and how) you should: Make learning foundational to people and business growth Turn skills into your new growth language Connect skills development to career paths Let artificial intelligence (AI) do some of the heavy lifting Download the guide now to learn how you can rebuild a workplace that empowers everyone to adapt, grow, and succeed!

Talent Strategy

UK Regional Report: Addressing the Global Skills Shortage

Research

UK Regional Report: Addressing the Global Skills Shortage

The new realities of work are creating long-term impacts — good and bad — for your organisation and people. The organisations that aren't struggling to navigate this uncharted wilderness succeed because they focus on developing the skills of their people. Learn how successful organisations worldwide use skills to ensure they and their people are thriving post-pandemic and how your organisation can do it too. Download this eBook to learn: How high-performing organisations are leading with skills The employer vs employee confidence gap The current state of skills development around the world Practical tactics from leading with skills and becoming an HPO

Fosway Group: Enabling organisational agility through talent & people success

Research

Fosway Group: Enabling organisational agility through talent & people success

Over the past two years, the how, when, where and why of work have been challenged like never before. The way in which organisations responded to this disruption made all the difference in determining an organisation’s ability to succeed. Research from McInsey during the pandemic showed that businesses that adopted an “agile model” were able to respond fast and accelerate through change, making them more successful. How can your business create an agile model? Download the research report, “Enabling organisational agility through Talent & People Success” by the Fosway Group in partnership with Cornerstone. In this report, you will learn: How to reassess your talent strategies How to embrace tablet mobility and evolve how work is done How to set clear measures of success by connecting people intelligence to business goals

Spotlight on Eisai and Amplifon: Strengthening employees’ skills and competencies with effective L&D strategies

Customer Story

Spotlight on Eisai and Amplifon: Strengthening employees’ skills and competencies with effective L&D strategies

Learning and development strategies must continue to evolve in the ever-changing world of work. Training and development provide employees with a softer landing into change, and the introduction of digital learning and development platforms during the COVID-19 pandemic allowed employees a smoother transition into a new style of work. Both Eisai and Amplifon have been working with Cornerstone to create a learning and development strategy that is hyper-personalised and skills-focused, allowing their people and their entire organisations to become more agile and adaptable. How have Eisai’s and Amplifon’s attitudes toward learning and development changed? Historically, Eisai’s focus had been on mandatory training. The pandemic, however, shone light on how businesses need to be agile. Focusing solely on mandatory training did not grant Eisai the flexibility needed to survive and thrive in today’s environment. Eisai sought to encourage ownership of training and development, as well as improve trust between managers and employees during the transition to remote work. Using Cornerstone’s platform allowed for a more blended approach to learning, whereby face-to-face and digital materials were combined to take a more holistic approach to individual growth and development. At Amplifon, adopting Cornerstone allowed the firm to integrate its entire global workforce into one, open platform. The pandemic reinstated the importance of learning and development and prompted Amplifon to look toward what skills would be needed in the future and invest today in these key competencies that will matter tomorrow. A vital driver of this was employee experience. Leaders at Amplifon believe that this should be the same for everyone, no matter your position, geography or time zone. Amplifon invested not only in learning and development content but also in social tools to create communities and cohorts, to encourage an equal sense of belonging across the entire organisation. How were these digital learning and development strategies introduced, and were they successful? Eisai opted to allow employees to get familiar with the platform before rolling out more learning content. Cornerstone Anytime was then incorporated, with the multiple language packs making the variety of content available accessible to all. The more variety in learning content, the more uptake that was seen, with a 75% course completion rate highlighting the success of the platform. Amplifon also designed a creative teaser campaign to precede the introduction of Cornerstone. Apps that are commonly used, such as Spotify and Google Maps, were cleverly compared to the functionalities of Cornerstone (i.e. personalised and easy to navigate). When the platform was introduced during the height of the pandemic, the separate national lockdowns saw an enormous uptake in course completion. Employees were taking ownership of their development in their own time. What does the future hold for learning and development at Eisai and Amplifon? Amplifon aims to create a comprehensive experience through one common global platform that integrates into the work-life of employees, stimulating learning opportunities and powering self-driven growth. The company’s primary objective is to make its work population future-ready. Eisai echoes the above, whilst also looking to further embed development plans, encourage feedback and comments for continuous improvement and use the skills functionality to highlight learners’ strengths and direct their improvement. Although Amplifon and Eisai are at different stages in their Cornerstone journeys, their successful campaigns to promote a learning culture using a personalised people development programme is testament to the sizable payback from investing in people.

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