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.
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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Citadele: Investing in a culture of learning and individual performance management
Citadele Group is an innovative, full-service financial group for both private individuals and companies. The Group offers a complete portfolio of banking, financial and private capital management services in the Baltic states. Citadele’s mission is to provide more opportunities to its clients by redefining modern banking – it aims to change the meaning of current financial business with innovations and an outstanding client experience beyond the formal frame. With the goal of becoming the Baltic banking champion, Citadele offers multiple career paths and a variety of professional development opportunities for all its employees. Our new path towards ambitious and modern goals also demands a change within our employees’ learning and performance tracking model. Improved tools and solutions are needed to streamline Citadele’s employee progression processes across 37 offices. Why Cornerstone? Recognising that employees are its most valuable asset, Citadele made sure that employees are the top priority in the process of change. Bearing this in mind, Citadele had three key requirements during the search for its talent management solution: the system needed to be easy-to-use; it needed to have the option to involve employees in individual goal-setting; and it needed to track feedback on an ongoing basis and provide tracking for necessary compliance training. The system also needed to feature engaging and motivating content to help Citadele boost talent retention rates. After considering 20 other vendors, Citadele chose Cornerstone OnDemand as it ticked all the required boxes in terms of being both an established SaaS platform and a well-developed system that adhered to all of Citadele’s needs. After considering 20 other vendors, Citadele chose Cornerstone OnDemand as it ticked all the required boxes in terms of being both an established SaaS platform and a well-developed system that adhered to all of Citadele’s needs. The Results Increased productivity. Since implementing Cornerstone Performance, Citadele has seen an improvement in its employees’ performance. The simplified goal-setting, monitoring and continuous feedback system means that employees feel more confident and more motivated at work. That in turn has led to increased productivity levels. According to Citadele’s recent feedback survey, more than 95% of employees expressed satisfaction with the system. Streamlined performance processes. Before Cornerstone, all records regarding employees’ career, training, obligatory certifications and performance appraisals had to be integrated manually. With Cornerstone Performance, managers now receive detailed analytics at the click of a button, meaning that employee goals, training activities and tracking have become optimised and tailored to employees’ needs. Enhanced employer reputation. Citadele strives for the status of best employer in the Baltic region. Partnering with Cornerstone has helped Citadele to attract and retain even more talent in the industry Full compliance visibility. Compliance training was one of the key requirements for Citadele. Since implementing the Cornerstone e-learning module, the company is now confident that all its employees have the necessary training to meet the industry’s compliance requirements. Citadele is also able to successfully track completions in order to meet deadlines. Motivation and passion for learning. Implementing Cornerstone Performance has helped Citadele to significantly raise the ambition and motivation of its employees. Necessary changes in individual performance management have pushed Citadele forward regarding its learning culture. Since then, the company has selected Cornerstone’s e-learning as its next module, in addition to the already launched Cornerstone’s Performance Appraisal System. This will allow each employee to choose their most convenient way to learn, integrating learning into their everyday work.
Generali: Investing in people through skills development and personalisation
Generali is an Italian insurance company and is among the top ten largest firms in its sector globally with over 55 million customers. The company operates in a fast-paced environment so is focussed on training and providing ongoing skills development opportunities for its people. However, when the pandemic and lockdown restrictions hit, Generali needed to find a way to pivot its people development programme, and with over 75,000 employees in more than 60 countries worldwide, this was not going to be an easy task. Beyond making learning accessible for everyone, the company needed to ensure that its learning was both engaging and personalised too. So, Generali created the We LEARN platform, a succinct global platform, powered by Cornerstone OnDemand, with interactive and high-quality courses that allows its people to access learning in their own time, from anywhere in the world. Employees can now tailor, personalise and take control of their own learning. Why Cornerstone? Generali needed a learning platform powerful enough to not only ensure learning content was accessible and easy to consume worldwide, but also pushed its people to learn and identify key skills gaps for a personalised learning experience. The company’s aim is to reskill at least 50% of the workforce by the end of 2021 and equip them to excel in their current and future job roles. To do this, it needed a common working space, that incorporated both interactive and social activities, via a platform that is easily accessible for all to help spread skills across the community. Generali required different levels of training from mandatory training for new starters to highly focussed training for new and emerging roles. Cornerstone’s Learning solution allowed Generali to create its bespoke We LEARN platform to meet these goals by enabling users to access learning tailored directly to them. The Results Prioritising personalised learning: The We LEARN platform is broken down in foundation courses, new role schools, new skills for evolving roles, readymade courses, and local training. This ensures specialised training routes for all learning needs. We LEARN helps Generali’s people to meet expectations through short and interactive ‘sprints’ allowing an agile and bitesize approach to learning. Closing skills gaps: All employees start their journey by undergoing a skills assessment to help them understand where the gaps in their knowledge are. Since implementing the programme, over 20,000 users assessed their skills and 200 new skills courses have been added, with 60 brand news skills identified. Diversified content for futureproofing: With the new role schools and new skills for evolving roles, Generali’s people can make sure that they are aptly equipped to succeed in their current role while futureproofing and preparing for any future changes. The platform is now filled with content for all needs including 5,000 titles on managerial and professional skills from Cornerstone’s Content Anytime offering. All content is available through webinars, set curriculums, shorter content, and gamification so learners can learn in a way that suits them while also having fun. Facilitates life-long engaged learners: In the space of just six months, Generali clocked an average of 21,000 monthly unique user logins and each user is accessing the platform just over 3.6 times per month on average. The platform is clear, simple, easy to use, personalised and inviting, as well as adding value to learners and prioritising their needs. The carrousel style content library with personalised recommendations allows employees to take control of their learning, see the importance and effectiveness of it and adopt it long term. 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.
4finance: lending a hand in talent management and learning
4finance is one of Europe’s largest digital consumer lending groups. Leveraging data-driven insights and automation, 4finance offers instalment loans, lines of credit and single payment loans, designed to meet customer needs. Headquartered in Latvia, with additional offices in London, Luxembourg and Miami, 4finance has grown rapidly, boasting operations in 15 countries and issuing loans worth over €7 billion in total. The company aims to continue its growth, offering simple, useful and transparent products to millions of its customers. As with much of the financial industry, 4finance’s HR processes and systems were basic. Learning was only taking place via external training with minimal content available, and administration tasks became a burden for the HR team. Each office used different methods of processing information, making global reporting challenging. Why Cornerstone? 4finance emphasizes it’s use of cutting-edge technology within its services, priding itself on offering the very best expertise to its customers. It was important that this messaging was echoed internally, treating employees as if they are customers. With this in mind, a one-stop-shop system was required to unify processes, making them more efficient and employee-focused. As a company who strives on growth, career progression was an important factor for 4finance. Cornerstone’s solution not only offered the necessary content to help employees improve their skills, it also offered the tools to help recognise skills gaps within the organisation’s and individual’s portfolio. The clear vision presented to the HR team with the employee and business front of mind made Cornerstone the number one choice for 4finance. The Results Award-winning internal training. Continued development has always been a key pillar at 4finance. LevelUp is a peer-to-peer learning programme implemented in Cornerstone, that allows employees to grow by teaching others the first-hand knowledge of the business. It empowers and connects employees, allowing discussions that spark new ideas. The LevelUp programme has earned 4finance several awards including HR Project of the Year and Best Productive Learning & Development Project. Better data management. Before Cornerstone, employee data was disordered, making it challenging to prove HR’s impact on the wider business. Now, 4finance has all its employee and HR data in one place, with the highest quality of data achieved. The centralised reporting system also allows for better cost-planning and budgeting as well as more accurate global reporting, giving HR an important seat at the table when it comes to wider business decisions. Improved efficiency. Cornerstone has given the HR team an opportunity to focus more on leadership development by launching a 360 Leadership Review for Group Managers. The whole assessment process is done via Cornerstone. As all the data was stored in the system, it alleviated much of the admin burden from the HR department. As a result, it was possible to identify the leadership gaps and improvement areas. Dedicated to learning. During the coronavirus crisis, where feelings of uncertainty thrived externally, 4finance used learning and upskilling to create stability and show their investment in people’s futures. Having access to learning during remote working also meant that employees at 4finance didn’t have to halt their learning and could continue to enhance their skills without physically being in a training room. Putting people first. “We put people first” is one of 4finance’s most treasured values as an employer and thanks to Cornerstone, the messaging has gained even more momentum across all offices. Employees can now take charge of their own career development, choosing their own training plans to follow, leading to more growth opportunities in the business.