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

Discover more about Cornerstone

Learn how we can help your organisation attract, develop, retain, and manage talent to maximise business results.

Latest Stories

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

How Nestlé cancelled classrooms and empowered learner experiences online

Customer Story

How Nestlé cancelled classrooms and empowered learner experiences online

Improving the learning experience for employees worldwide Nestlé is the largest and most renowned global food and beverage company in the world but once the pandemic hit, much like everyone else, everything had to change — and fast. Operating in more than 80 countries worldwide with a training programme that was primarily classroom based, Nestlé needed to move all learning online, virtually overnight, to make learning accessible for everyone working from home. It also required a way to deliver structured and clear learning paths to its people to meet both learners’ and business needs. In addition, Nestlé wished to use this opportunity to encourage its people to take ownership of their development and career paths. Nestlé is also responsible for the employee training of its partners licensed to sell popular coffee labels, such as Starbucks concession holders, so it was necessary for these partners to be able to access learning in the same way as Nestlé employees. Why Cornerstone? Nestlé turned to its iLearn platform and Cornerstone OnDemand to help structure existing content, introducing learning playlists and creating academies to accelerate the digital learning process and the move online. With the help of Cornerstone, Nestlé was able to effectively roll out learning content services on a much wider scale than previously available. Nestlé also implemented the Cornerstone mobile app to ensure that all employees had easy access to learning. With many juggling childcare, home schooling and other key commitments, this offering guaranteed that learning could be conducted anywhere, at any time. Partners across popular coffee labels also needed to have access to learning fundamentals, as well as soft skills training such as how to become a great barista. Nestlé was able to harness the power of Cornerstone’s Extended Enterprise and Create offerings to guarantee learning was as easily accessible for non-Nestlé employees. The Results Created a centralised point of learning: With the iLearn platform and the creation of academies, powered by Cornerstone, Nestlé is now able to share content worldwide and ensure employees have access to the right materials. The creation of playlists meanwhile has enabled for more structured learning pathways and for Nestlé to create clear development journeys for its employees. Improved access to learning: By enabling learning on-the-go and making sure that training could be conducted via mobile and tablets, users are now able to access relevant training easily, regardless of their technology setup. Since moving to mobile, Nestlé has also seen a ten-fold increase in usage on the iLearn platform, with monthly visitor numbers reaching highs of 100,000. Increased engagement: On average, every Nestlé employee has increased their time spent on the iLearn platform by 50% in the last six months and the average session time on the iLearn platform has increased from seven to ten minutes. With clear insights and analytics also being fed back to managers, it will be easier to create new engaging content moving forward. Promoted proactive learning: With academy and playlist browsing, employees can search for what interests them rather than only using iLearn for mandatory training, helping transition from a culture of ‘push’ to ‘pull’ learning. With Cornerstone, learners can now also create their own content playlists to really drive the autonomy of personalised learning. Enabled seamless partner integration with extended enterprise: With Cornerstone’s Extended Enterprise, Nestlé has been able to set up personalised learning portals dedicated to partner training in one place for a smooth and seamless learning experience. This training is also highly accessible as coffee concession employees can complete training while at work on their mobile phones.

Webinar: The HR Reset

On-demand Webinar

Webinar: The HR Reset

Join us to discover why HR as we know it is no longer fit for purpose. Will you do what it takes to really change your culture and instead work with supporting processes instead of hindering people with old-fashioned talent processes, succession planning, and reward/bonus structures? How can we change the traditional processes to accommodate the needs of the future workforce? In this session, Pia-Maria Thorén of Agile People and Ade McCormack of Auridian explore the new leadership needed to create agile, innovative and competitive organisations. What you’ll learn: How to make a fundamental shift in the way we think about talent technology. Adopt “back to human” strategies and elevate the people experience with essential talent tools, processes, workflows, and mass of people data and intelligence. The changing role of management – the rise of people leaders rather than formal managers. What should a people growth experience look like in today's workplace? About the speakers: Pia-Maria Thorén is an Inspirational Director and founder of Agile People Pia-Maria is the author of several books e.g. Agile People - A Radical Approach for HR and Managers (That Leads to Motivated Employees), and the founder of Agile People. Agile People is a global network of people who work to improve workplaces by helping HR and leaders to attain an agile mindset for the future of work by using agile tools, methods, values, and principles. Pia-Maria specializes in helping companies move towards a culture of increased agility through Agile HR, Agile leadership, and Motivation. Her main focus is to contribute to creating organizations where people perform better and feel engaged. Ade McCormack is a former technologist who today advises leaders on transformational matters. Most recently, he has established the Centre for Leadership and Disruption Readiness to help organisations and societies adapt to an unknowable future. Ade has written several books, including Biz 4.0: An anthropological blueprint for business in the digital age. He has also lectured at MIT Sloan School of Management on digital leadership and is an associate at the Møller Institute, University of Cambridge

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.

© Cornerstone 2022
Legal