Toggle Menu Logo Topics Resource Categories CASE STUDY Case Study NASDAQ BWISE Improving and sharing knowledge, digitally Acquired by Nasdaq two years ago, BWise now forms the keystone for its GRC technology portfolio, offering leading software solutions for Risk Management, Internal Audit and Compliance. Knowledge is a key driver for BWise and training is an integral part of how the business works. BWise has to ensure that its own consultants, partners and through them clients, are always fully up-to-date with their knowledge of the products and that they are all sufficiently trained in using, configuring and maintaining the BWise system. Complex software implementation means that clients, in particular, require a lot of training. With products offered in a range of languages and 10 international offices; employees, partners and customers are also multi-lingual and dispersed worldwide. Previously, training and learning was not centralised, resulting in BWise being unable to properly share crucial knowledge. Clients would often only have access to outdated information, resulting in them using the system incorrectly. Why Cornerstone? In order to offer centralised knowledge and learning to its employees, partners and clients, BWise recognised the need for a LMS. Beyond formal learning, BWise also needed a system which could facilitate further, continuous training through a more interactive platform, where users and experts could exchange queries and information, creating a virtual knowledge community. The Academy manager had previously worked with many other providers but was won over by Cornerstone; demanding for BWise to use it when he was onboarded onto the team. Unlike some other providers, every aspect that BWise needed was integrated into one, simple solution, whilst also offering full functional flexibility. Initial implementation took less than six weeks, with BWise first implementing Learning, supplemented by practical training and learning on the job and then Connect. This enabled BWise to create their collaborative virtual knowledge centre with different communities for users to ask questions and discuss topics. After all aspects of implementation were completed, Cornerstone has continued to listen to BWise’s suggestions and still does, maintaining a long-term relationship of support. Results Centralised knowledge and training. All knowledge and training is now available on one single platform. BWise can provide consistent, relevant knowledge to the right person at the right time, where learning is driven by the user and their specific needs. As a result of this, BWise has noticed a significant increase in the knowledge level of users, proven by assessment results. BWise has also witnessed an improvement in reporting along with better information management. Creation of a virtual knowledge centre. Despite users being dispersed worldwide, they now have full access to all training and learning materials through a virtual knowledge centre. Thanks to Connect, users also have direct contact with internal and external experts for the first time. Internal and external experts have a set number of hours per week dedicated to answering questions and posting documents, ensuring their quality and that they are always fully up-to-date. Improved client satisfaction. Cornerstone has enabled BWise to offer a fully comprehensive knowledge and training service for its clients that it previously was unable to provide. This was at the forefront of the demands from BWise’s partners and clients and has resolved previous issues of clients incorrectly using BWise products. Clients have been particularly satisfied with the look and ease of use of the platform. Facilitated a Certification Programme. Cornerstone has enabled over 100 of BWise’s partners to become formally certified in BWise software and to easily re-certify. Ability to identify industry trends. Based on what is being most discussed on Connect, BWise is now able to identify industry trends and requirements, as well as recognise what training and which products need changing and developing. Increased sales. The project never had any financial objectives but, through offering this service, BWise is now also expected to sell more licenses, greatly contributing to company revenue as a result. Customer Stories CASE STUDY Case Study Tricentis The future of learning is digital Headquartered in Vienna, Austria and Mountain View, California, Tricentis is the leader in Continuous Testing and software test automation. The Tricentis Tosca Continuous Testing platform accelerates testing cycles for Global 2000 companies so they can achieve their Agile and DevOps objectives. Tricentis offers a unique model-based test automation approach, enabling companies to achieve previously unattainable test automation rates of up to 90%. This approach encompasses riskbased testing, test data management and provisioning, and service virtualization. Over the years, Tricentis has established itself as a reliable enterprise partner, helping to deliver significant performance improvements to testing projects. Founded in 2007 in Vienna, Tricentis has offices in Austria, Australia, Germany, the Netherlands, Switzerland, Poland, the United States and the UK. Tricentis is recognized as the Continuous Testing leader by Gartner, Forrester, and IDC. Its 600+ customers include global names such as A&E, Allianz, BMW, Deutsche Bank, ING, Orange, Swiss Re, Toyota, UBS, Vantiv, Vodafone and Zurich Insurance. Managing so many locations and stakeholders on a dynamic growth path presented Tricentis and its customers with certain challenges. In addition, Tricentis was looking for a sales onboarding program tailored to the needs of its own people. The learning management system (LMS) in use at the time had reached its limits as Leony Kaikov, Project Coordinator Operations at Tricentis explained: “We needed a tool that could combine support for our use cases with ease of maintenance.” Why Cornerstone? Tricentis did not have its own reporting functionality in place, and previous service providers could not deliver fast, detailed overviews of user performance and training progress. In addition, the e-learning systems deployed to date were difficult to use and proved to be an unnecessary drain on resources. Tricentis thus decided to increasingly invest in a cloud-based LMS with a view to increasing training effectiveness and offering users a flexible learning experience. The company was looking for an end-to-end, holistic solution capable of supporting all use cases. Cornerstone promised not only to deliver on these requirements, but also to offer professional implementation support. Tricentis was impressed with Cornerstone’s offering and the two companies started working together in June 2016. Historic data from around 2,000 companies was successfully synchronized with Cornerstone OnDemand, and Tricentis went live with the entire system after a short, eight-week implementation phase. Preparations included new training content, security specifications and customer reports – which were shared shortly after the live date. In addition, dashboards were created for the stakeholders. The Results Transparency and engagement. Given the complex training content required for Tricentis Tosca, the training modules needed to be adapted to the new platform. Equipped with the new Cornerstone applications, Tricentis can now cover specialised topics more effectively and motivate users more powerfully in the process. “A cloud-based service means our users have 24/7 access to all key training modules,” says Kaikov. She continues: “What’s more, promoting dedicated Massive Open Online Courses mean we can keep our users up to speed and increase their Tosca proficiency significantly.” Uniform, global network. The alliance with Cornerstone was also geared towards extending Tricentis’ collaboration capabilities. With the new solution, the company was aiming to enable external users and Tricentis employees to successfully complete an onboarding program – for sales and support department for instance – within just 15 days. Cornerstone’s LMS has scored very high in this area. “Since rollout in June 2016, 35,920 new subscribers have taken part in online training courses – 29,198 of which have completed the courses. Compared with our pre-Cornerstone figures, this represents a jump of 290% of Tricentis Tosca certificates in just a year and a half,” reports Kaikov. Future-fit training concept and automated processes. The future of learning is digital. With Cornerstone, Tricentis is now able to accommodate individual learning needs and habits. “The offerings are extremely diverse, accessible anytime and anywhere and supporting on-demand learning with a rich blend of an e-learning courses,” continues Kaikov. “Interactive onboarding programs enable our new employees to complete training relevant specifically to their working needs and thus accelerate the transition to a productive working day. This obviously aligns perfectly with our automated process strategy.” Optimised performance. The new LMS focuses quite clearly on the individual user, who has easy access to all relevant training content and can manage learning progress and speed autonomously. “Optimized deployment of our new LMS gives us a transparent overview of all training certificates, and we can share these insights worldwide with relevant stakeholders. Thanks to Cornerstone, we were able to dramatically increase the number of subscribers and certificates last year, and we also reach new users through a range of innovative initiatives,” concludes Kaikov. CASE STUDY Webhelp BEST TALENT: FASTEST ROUTE TO SUCCESS Webhelp builds on Cornerstone TalentLink to implement comprehensive recruitment solution. Making business more human – that’s Webhelp’s mission. By committing to make business more human, Webhelp undertakes to increase customer satisfaction and to develop business solutions that add value to even the most successful companies in the world. As a strong partner to its customers, Webhelp offers a wide range of services from customer experience solutions through social media support to payment management. Hundreds of brands place their trust in Webhelp on account of its people, its corporate culture, its innovative capacity and its technologies. With Webhelp, they benefit from the commitment and experience of over 60,000 game changers in more than 140 locations in 35 countries. Webhelp is the European market leader in its industry and has its sights set on global leadership. For queries or more information, please contact Webhelp directly at +49 (0) 91193390 or kontakt@de.webhelp.com. At a glance: The benefits of Cornerstone TalentLink for Webhelp Personalised recruitment processes: Tailored workflows for applications Talent at a glance: Extensive reporting options All-important data protection: Definition of user rights Focus on talent: Webhelp’s need for a comprehensive recruitment solution Before Webhelp decided to go with Cornerstone TalentLink, the company relied on distributed recruitment solutions. After acquiring a Group company that was using a standalone tool, Webhelp deployed multiple recruitment tools in parallel. These offered very limited functionality, however. Anything that went beyond contacting applicants, assigning status and publishing offers or rejections was simply not possible with the old system. The tool did not allow Webhelp to define its own application workflows, assign specific user rights to HR managers or create comprehensive reports. The capabilities of the solution clearly fell short of Webhelp’s requirements. HR management at Webhelp also knew that the only way to attract the best talent is to offer applicants an appealing recruitment process that is tailored to each candidate’s needs. This called for a tool that not only placed the talent centre stage, but also met the company’s wide-ranging requirements. During their search for an appropriate solution for Germany, Austria and Switzerland, Webhelp learned about the positive results other regions had experienced with TalentLink. In the UK and South Africa, for example, Webhelp had already been using Cornerstone solutions with great success, contributing to both recruitment personalisation and workflow efficiency. IT IS ALL ABOUT THE TALENT – PERSONALISING RECRUITMENT PROCESSES Webhelp has been using Cornerstone TalentLink in the German-speaking countries of Europe since August 2019. In order to implement the solution, the Webhelp project team established a roll-out roadmap together with Cornerstone. Firstly, the new and rich software functionality was presented to employees through workshops and internal training sessions. “Many of us were not initially aware of just how many options TalentLink offers. The workshops really helped us to get to know the extensive tools and familiarise ourselves with the new software. Cornerstone provided excellent support during this time,” affirms Lisa Trümper, Regional HR Manager Recruiting at Webhelp. The new functions benefit both the applicants and the company. On the one hand, Cornerstone TalentLink allows Webhelp to make its offering more personalised. The company can now assign specific user rights to every recruiter, which means that employees are able to view the applicant information that is relevant to them in accordance with their role and responsibilities. The high degree of personalisation that Cornerstone TalentLink offers extends to the many recruiting and onboarding workflows that can be defined. For example, HR managers can decide which steps should be included in an application process. This allows Webhelp to align the workflow with actual needs and ensure that talent is always selected in accordance with comparable standards. Companies can therefore tailor the recruitment structures to the applicants and adapt them if need be. “Before we could only click on offers or rejections – now TalentLink allows us to accompany the talent throughout the recruitment process. This allows us to engage with applicants and new employees on a personalised basis,” continues Trümper. Companies that want to specifically develop and motivate talent and build loyalty to the company over time must be able to respond to individual wishes and career path aspirations. The comprehensive reporting functions are particularly valuable for Webhelp. They help the HR managers maintain an overview of the applications received and track the status of talent. This makes it easy for them to see which step of the recruitment process an applicant has reached at any given time. And since TalentLink provides feedback reminders, the solution ensures that no steps are missed and that contact with the talent is maintained. At the end of the day, all applicants will have been offered an optimum candidate experience. PERSONALISED CANDIDATE EXPERIENCE AND CLEAR EFFICIENCY GAINS Once the Webhelp HR managers had become familiar with Cornerstone TalentLink, they were delighted with the range of functions and options enabled by the new solution. The comprehensive reporting tools make it much easier to track many different applicants and their current status. By defining their own application workflows, recruiters can offer their talent an application process that is tailored to their needs and clearly differentiates Webhelp from the competition. As a result, applicants can look forward to a positive candidate experience from the get-go and managers find it easier to source the best talent and build long-term loyalty to the company. CASE STUDY Case Study Deutsche Post DHL Group Delivering Skills-First Careers Powered by AI Deutsche Post DHL Group (DPDHL) is the world’s leading logistics company. DPDHL is made up of a family of close-knit business divisions all working together to meet customers’ needs. For DPDHL, it is important to focus on what excellence looks like in this digital world and how its people can adapt to that change. With the pace of change moving at incredible speed, and new skills becoming increasingly vital in today’s world of work, DPDHL turned to AI to help align skills with future challenges for the business. A major part of DPDHL’s 2025 talent strategy is identifying the skills currently in the team today and uncovering potential skills that are relevant to tomorrow. One of the biggest challenges tied to this objective is how to bring in a skills ontology that can reflect the differences between deskbased roles and field roles, such as those handling and delivering parcels. This is where AI comes into play. Why Cornerstone? DPDHL turned to Cornerstone’s skills ontology offering – an AI-powered skills engine that identifies capabilities within the organisation, which can then be matched to jobs within the company and pinpoint potential skills gaps. In choosing the right partner, DPDHL set out clear objectives to answer both the needs of its employees – fluid career paths – and the needs of the business – retaining its talent and futureproofing itself. DPDHL is introducing Cornerstone’s technology to see what the next career move might be for an airside handler or supervisor in a warehouse, using AI to pinpoint the transferable skills. Once the skills are out on the table, the employee will then choose what they’d like to develop in order to move up or across into a new career path, opening up many possibilities and mapping out their future with the company. Choosing this strategic skills-first approach to development means that employees at DPDHL are continually growing and learning, setting career paths that are not necessarily linear, and instead completely personalised to them. The Results A structured career path. Beyond matching employees to opportunities, DPDHL aspires to offer employees a way to keep career development in sight on an ongoing basis – from planning future roles to receiving suggestions to develop the necessary skills. Millions saved on external recruitment costs. As employees are able to envisage their future at DPDHL, fewer are leaving and there is a decreasing need to hire externally. In fact, DPDHL anticipate a drop of more than 10% in external recruiting resources, saving millions. More visibility to internal recruiters. DPDHL enables its recruiters better visibility of the wider internal talent pools beyond received applications for a position. That way, employees will have a way to “raise their hand” if open for new challenges and recruiters will be able to see their matches without a need for an active application. Both a talent magnet and talent developer. DPDHL wants its people to grow, and for that to be celebrated. It may feel hard on managers when employees move teams and departments at first, but in the long-term, people are engaged, their experiences are improved and the business is overall more efficient and effective. Sense of purpose. Thanks to AI and Cornerstone, employees will be engaged and feel like they have a sense of purpose in the workplace, which is one of the most important attributes that people look for in an organisation today. Plugging the skills gap. From a HR perspective, AI allows DPDHL to identify skills gaps which otherwise would go unnoticed until it is a bigger problem. This better prepares the company for the future and as a result, DPDHL becomes a more sustainable business in the long run. CASE STUDY Case Study Foster + Partners Designing innovative learning through digital solutions Foster + Partners is one of the most renowned and innovative architecture and integrated design studios in the world, responsible for outstanding architecture projects including the Gherkin and the Reichstag. In the architecture and design industry, learning is considered a key way to beat the competition, making knowledge and training a keystone in Foster + Partners’ business process, culture and overall success. All architects must complete 35 hours of CPD training to maintain RIBA (Royal Institute of British Architects) accreditation and Foster + Partners must also track new industry trends, tools and ways of working. Keeping up with a fast-paced industry and understanding new disciplines such as BIM (Building Information Modelling) was the challenge. The wealth of knowledge that Foster + Partners did already possess was also unstructured and dispersed across the organisation, causing difficulties in recognising skills gaps. As such, the team needed a centralised system to capture this knowledge and help staff learn anywhere, anytime, adopting the necessary new professional skills to maintain their RIBA accreditation and improve employees’ personal development. Why Cornerstone? More than simply introducing a learning platform, Foster + Partners wanted to ensure a high adoption rate and full engagement with the system. Foster + Partners’ learning and development programme was transformed to make it something their employees wanted to do. To do this, Foster + Partners needed a LMS which could be implemented and adopted quickly, but also offered flexibility to keep up with the ever-changing industry standards. The system had to be easily tailored to reflect the Foster + Partners brand, making it intuitive and simple but matching the company’s design pedigree. The platform also needed to put the focus on the user experience with a maximum of three clicks for users to reach the content they wanted. The Results Centralised and increased knowledge. With the new LMS, training and expertise from across the organisation are now available on one simple platform which can be accessed anywhere through any device. Employees have access to more than 300 hours of CPD events and content items to complete their mandatory CPD hour requirements and help maintain their accreditation. Beyond just technical skills, users can now also access personal, professional, technological and role-specific development training. Previously, there was no training for personal development. Higher employee engagement. The Cornerstone platform has had an impressive 90% adoption rate and facilitated a marked increase in training workshops uptake, with completion rates jumping from 312 to 2,122 in a 12-month period. Attendance at CPD courses has also greatly increased from 289 to 603 attendees. This in part has resulted from the highly intuitive and personalised user interface, with the creation of over 200 customised pages and most content being available in just three clicks. Ensured talent readiness. Employees who have not completed certain training can be identified on a reporting dashboard and remedied quickly. In the same way, this enables the easy identification of any potential skills gaps to help futureproof the success of the business. Improved cost effectiveness. The ability to better understand and predict where to invest resources has also streamlined processes and lowered administration costs for the Learning & Development team. This has also improved reporting to justify these investments on a business level to the executive suite. Boosted company profitability. The capacity to quickly identify any training or skills gaps also means that new initiatives such as BIM can be adopted and taken advantage of fast, improving the commercial competitiveness of the organisation. Improved employer branding. Foster + Partners has achieved Top Employer status from the Top Employers Institute for the first time this year. CASE STUDY Case Study Hellmann Global learning for local markets Hellmann Worldwide Logistics specialises in tailored logistic solutions for different industries. Its services include logistic services, freight transport, IT solutions and consultancy. Hellmann was founded in Osnabrück in 1871 and has been a family-owned company over four generations. Hellmann has been noted for consistently growing with its customers. The company now boasts a complex global partner network with over 19,000 employees in 157 countries. This multitude of countries and heterogeneous learning cultures – with drivers and warehouse employees on one hand, and administrative employees on the other – presents a particularly big challenge in learning and further training. Hellman was using several different learning solutions and only offered classroom-based training. “We lacked a global, transparent approach to learning”, explains Birgit Kindermann, learning & development specialist and project lead for the learning management system. “We could neither refer to reports nor quickly generate a detailed overview of our employees’ training.” Why Cornerstone? The aim was to create a consistent, systematic approach to learning. Hellmann wanted to invest in the development of its employees as a way to foster mobility and fill in competency gaps. In 2012, Hellmann decided to invest in Cornerstone OnDemand. “We wanted a global uniform learning platform that was flexible and easy to use for our employees and HR”, explains Milena Beledelli, HR specialist for learning & development. “Our aim was to boost the reach of our learning programme and make tailored training available globally.” The cloud-based system also gave Hellmann the opportunity to reach employees who don’t have access to the Hellmann network. “At first, we were quite skeptical about using a cloud solution”, says Kindermann, “but in the end, we were won over by the advantages of the tailored solution, which we can use to plug any existing gaps in our learning programmes.” The global roll-out began in in October 2012, and was done in March 2015. “Cornerstone was at our side every step of the way as we transitioned to a globally uniform learning platform, and it used its expertise to support the implementation process from start to finish.” The Results Extended training opportunities. Today, employees can choose from different units in the learning programme, including classroom training, web-based courses and self-guided learning. Through interactive online courses, tutorials and forums, they can access industry information, as well as soft-skill and safety training. The system has helped boost user figures and cost savings. Created global uniform learning. Before implementation, not all employees were able to benefit from company training. With the cloud-based solution, these groups will now also have open access to the system. The system’s multi-client capabilities and multilingualism also make it quickly and easily adaptable to local needs and learning cultures. Currently, Hellmann uses around 6 different languages in the system. Engaged and motivated employees. Individual employees can access the learning content through their browser, the hallmarks of which are speed, a familiar user interface and ease of use. “We wanted to give our employees the simplest possible access to all relevant training topics and let them drive their own career development”, emphasises Kindermann. Opportunities for progression within the company are more visible, thus increasing employee motivation and retention. Based on their annual appraisal, employees can create their own learning and development plan in the LMS. More transparency. As a member of the United Nations Global Compact, Hellmann is committed to uphold labour standards, environmental protection and human rights. The reporting in Cornerstone Learning allows Hellmann to create transparency and report on its implementation of obligatory compliance and safety. Which is key to avoiding learning redundancies, while boosting efficiency. Facilitated better networking. Another of the company’s goals was to promote cooperation between project teams and employees worldwide using Cornerstone Connect. “We plan to use the tool to facilitate cooperation and the exchange of information across divisions and countries, also to get a positive impact on employee retention”, reports Milena Beledelli. CASE STUDY Case Study Papyrus Papyrus uses Cornerstone OnDemand to improve market competitiveness and unify brand Business challenges and objectives Established in 1895, the Papyrus Group has seen a significant amount of change in the paper market, but none as significant as the dawn of the internet and digital media. As digital communications grew, the paper market began to shrink, and by 2008, it was shrinking 5% yearon-year. Although Papyrus was maintaining profitability, it was losing market against digital and needed to act quickly to maintain its place. The Papyrus team knew that motivating its internal team was a key way of improving competitiveness and maximising sales despite the adverse market. However, at the same time, the team was working to effectively integrate a number of acquired companies into one coherent operating body and present a unified face to the market. Consequently, Papyrus needed a solution which would: • Encourage and reward performance across the organisation • Unify disparate companies across 20 markets into the Papyrus brand “Since 2010, we’ve known that the market was going to become challenging for us and we’ve been evolving our strategy ever since, helping us to stay profitable and continue to provide the best possible service to our customers,” said Christian Carlsson, SVP HR, Papyrus Group. “We knew that staff motivation and encouraging the best performance was critical to our success, so we needed a system which would support progress to this goal.” Why Cornerstone To maximise agility and stay as cost-effective as possible, the Papyrus team focused on cloud solutions for its new performance management system. After whittling the list down to two vendors, Papyrus chose Cornerstone Performance and Cornerstone Compensation. “The Cornerstone team understood our needs and their products were configurable, which was valuable for us,” continued Carlsson. “For example, we could brand the solution as Papyrus rather than Cornerstone, reinforcing our brand image across Europe.” After signing the contract in July 2011, Cornerstone conducted workshops and user testing with Papyrus, adapting product design to fit the needs of the business. Papyrus went live with Cornerstone Performance in January 2012 and rolled out Compensation in February 2012 to its top leaders. Cornerstone’s products are now helping to create a unified identity for Papyrus and drive its competitiveness in an adverse market. The Results / Business Impact Papyrus has now unified its HR Performance processes to present the brand as one entity rather than a group of acquired companies. Employees have a clear understanding of how their work is evaluated and how they can progress. In January 2013, 95% of employees completed their reviews. Papyrus also gained: • Motivation: 83% of staff declared that they have a good understanding of how to develop their competencies • Enablement: The solution was operational in seven months, and 1,500 users went live simultaneously, allowing Papyrus to capitalise on benefits quickly and compete more effectively • Productivity: The Papyrus team have European consistency (across 20 markets) over employee competency – whilst locally-sensitive targets can be set, all staff are evaluated by the same system • Company Profitability: A unified and rapidly deployed performance and compensation system has meant that the company has come together and is moving in the same direction, improving competitiveness. “Our evaluation procedure is now a rolling and ongoing process,” continued Carlsson. “We can set objectives at the start, before doing a mid-year review in summer, later revisiting goals in winter before setting objectives again.” Papyrus Group now has a transparent and consistent view of performance across Europe where any anomalies can be quickly recognised and corrected. Cornerstone Compensation is being used to track how Papyrus rewards its top leaders – the top 100 leaders in the organisation. For example, any individuals in this group who have a low performance score but are receiving high compensation can be identified and appropriate action taken. HR is now a much more streamlined process, with one system and set of processes minimising administration for the company. “Using Cornerstone has given us a way of making sure that our top leaders are evaluated and compensated consistently across Europe, helping us to maintain competitiveness and unify our brand during a challenging time,” concluded Carlsson. “Although it’s too early to evaluate the overall business success, we’re confident that we’re now supporting and making the most of our number one asset: our people.” Future plans In future, Papyrus is looking to use Cornerstone Learning Cloud to handle training and development within the group, driving innovation and maintaining excellence across Europe. CASE STUDY Case Study Quest Building a future-ready workforce to solve the world’s most complex engineering challenges QuEST Global, a global product engineering and lifecycle services company, helps its partners realise their vision to elevate the ways people live, work, travel, relax and engage with each other. As a trusted partner to the Aero Engines, Hi-Tech, Aerospace & Defense, Transportation (Auto and Rail), Power and Industrial, Oil & Gas and Medical Devices industries, they’re at the forefront of the convergence of mechanical, electronics, software and digital engineering innovations. But supporting 11,800 employees across 14 countries is no small challenge for the learning and development team. With the organisation growing rapidly, they faced a challenge. How could they scale the learning function rapidly, while improving the employee experience? An ambitious learning strategy In 2016, the learning and development team, led by Dr. Roshan Joseph, Vice President, L&D, QuEST Global recognised that they would need a strong software partner to help them standardise and scale the delivery of thousands of hours of learning programs a year. At the time, there were no less than nine different homegrown learning applications in use across the business. This created a huge administrative burden for the L&D team, not to mention poor user experience for employees. With just 30 per cent of learning delivered online, it was difficult to measure, track and report on outcomes. Why Cornerstone? QuEST needed a comprehensive learning management platform that was flexible, scalable and user-friendly. It must be accessible on both mobile and desktop, and offer a wide variety of exciting content options. This was especially important to meet the demands of a largely millennial workforce. Most importantly, it needed to be future proof. “We wanted to make sure that whoever we partnered with would be someone who could grow and evolve with the organisation.” Dr. Joseph said. One-stop solution delivers big wins Since implementing the Cornerstone Learning Management System, the team has completely transformed the learning experience they’re able to deliver for employees. The LMS has been embraced by employees and managers alike, who appreciate the user-friendly interface and cross-platform accessibility of the system. Dr.Joseph commented: “it’s been a cultural revolution for the organisation, with employees at all levels now embracing online learning. Today we’re at about 90 per cent online training and 10 per cent classroom based, which is impressive for any organisation. This has been borne out in the user access rate, which hit 97 per cent just three months after launch.” Freedom to add value Streamlining the LMS into one comprehensive system has significantly reduced the administrative burden on the L&D team, allowing them to become more productive and efficient. “It’s given us the freedom to focus on adding value to our initiatives, instead of being stuck with a lot of the administrative work that used to be done,” said Mallika Padmanabhan. “Additionally, we’ve been able to empower managers to do things for themselves, such as accessing reports, which has reduced their dependency on the L&D function.” CASE STUDY 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. CASE STUDY Case Study Content LLOYDS Creating a marketplace for learning The Corporation of Lloyd’s of London oversees the world’s leading insurance market, providing specialist insurance services in over 200 locations. It has around 1,000 employees, but its market includes 30,000 to 40,000 people in syndicates and broking firms across the globe. The company operates in a volatile and ever-evolving space covering unique risks – meaning continuous learning and compliance are critical for its people and stakeholders. In 2016, an employee feedback survey revealed that learning was considered too London-centric, supply-driven, and reactive. Lloyd’s addressed this by establishing the Lloyd’s University as part of its holistic learning strategy. It was also aware that many of the smaller organisations within the broader insurance market wouldn’t have the time or resources to implement their own modern learning systems, and knew it needed a scalable solution that would help with its commitment to supporting firms and upholding the Lloyd’s reputation as a provider of high quality development solutions. Why Cornerstone? Lloyd’s needed a modern system that would help it roll out a high-quality, unified, relational and proactive learning system across its global market. It wanted to be able to electronically link development plans to the learning curriculum, so employees could easily access career goals and increase experience, while also developing and innovating to keep up with the changing nature of the business. Lloyd’s chose both the Cornerstone Learning and Performance Suites, which give learners anytime, anywhere access to learning and the means to track their performance. Lloyd’s also uses Cornerstone to host subscriptions with learning content providers, giving its employees access to fresh, modern content that puts them in control of their own career development. It went to market within Lloyd’s Corporation in July 2016 and by the end of 2017 – a year ahead of schedule – was made available to other firms in the Lloyd’s ecosystem, ensuring a self-driven, accessible, and commercially-viable learning solution was available for employees across the market. The Results More variation of content: Cornerstone gives Lloyd’s of London learners access to a broad variety of content, including TED Talks Playlists, which offer videos that can spark workforce learning and creativity; Learning Heroes courses, which cover soft skills through bitesized modules and animated videos; IT training through Filtered, which assesses the learner’s experience level and skills gaps, and trains them in the suite of Microsoft products; and Lloyd’s Content, which is a hub of relevant Lloyd’s material, such as a data literacy suite and videos of expert speakers who have visited Lloyd’s to present. ‘Just-in-time’ learning: While having this broad range of learning content was critical, Lloyd’s also wanted to ensure it stayed ahead of the technology curve, to provide a global learning capability that would be engaging, personalised, effective and relevant to all of its users. This approach also helped to ensure Lloyd’s was reflecting the learning styles increasingly seen among Generation Y and Millennials, who are generally more technology savvy and want learning ‘on-demand’. Global provision of content: Covering both technical learning (insurance and specialist functions) and behavioural development at every level, Lloyd’s has enabled cross-country learning. Employees and markets can access e-learning courses in up to 12 languages. Already, more than 3,500 people from 299 companies access digital learning content through the Lloyd’s University. Commercialised training: By creating a ‘learning in a box’ solution, Lloyd’s has a cost-effective, demanddriven learning proposition to offer brokers and managing agents working in the Lloyd’s market. It can now make cost-savings – and even generate income – by reducing outsourced learning and moving towards a self-funding Lloyd’s University. Lloyd’s hopes to use its extra income to generate even more diversified content and encourage collaboration by producing more content from Lloyd’s experts. Previous page Page 1 Page 2 Page 3 Page 4 Page 5 … Page 12 Next page Talent solutions that power the future ready workforce with a system of work that works for everyone. 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