Cornerstone


 * Market: HCM technology
 * Social media: Twitter,
 * Website: https://www.cornerstoneondemand.co.uk

Cornerstone helps organisations to recruit, train and manage their people. They also offer an HR system that facilitates organizations in these processes.

Oneliners

 * Cornerstone helps the world's learning organizations release the potential of their people.

Talent management strategy
According to Cornerstone you need a talent management strategy and you can only be succesfull if you put that strategy into action. In 2017 Cornerstone created a PDF with ten tips:
 * 1) Start with your outcomes in mind: Look at the objectives of the three key layers - the individual, the team and the organisation. Be clear about what you are trying to accomplish at each level and get a clear set of objectives.
 * 2) Find the pain and look for the gaps: Where is the greatest need? What are the skills gaps, key competencies and needs today and how will these change over time? Make sure your chosen areas of development are aligned with longer term business goals.
 * 3) Make it centralised & consumerised: When choosing a platform, remember you'll get greater adoption and faster results if all learning content is in one place and as easy to engage with as the sites people use every day. Think Google, Apple, Facebook and Amazon as your barometer for simplicity. Don't just compare features. Compare the user experience.
 * 4) Get tech savvy: Understand what new technologies are out there and what they can do for developing talent in your organisation. This could range from mobile to video to games to virtual reality. Think about how you'd apply these in context of your own learning and development objectives.
 * 5) Create a pilot project & secure your funding: Run a dedicated pilot project around a chosen area of employee development. This helps to sanity check your processes, and lets you use the results to demonstrate the need, value and ROI to secure funding. Then you can get busy using learning to drive employee development and impact objectives in all areas of the organisation.
 * 6) Rev up your stickiness: You'll get much faster uptake if you create content that is sticky. That means relevant and engaging. Whether you use videos, animation, games or quizzes, both the content and the employee experience should be baked into your program from the outset. Employees will judge it by the value and experience it delivers so make sure it's up to par.
 * 7) Get collaborating: Encourage employees to get involved and stay involved in their development journey. Today's social learning tools foster a culture of inclusion and engagement by enabling employees to share information, tips and content; get and provide colleague feedback; and apply learning to real life scenarios.
 * 8) Deal with the short shelf-life: It used to be that what you learned was relevant for years. Now knowledge and skills can become obsolete within months. This makes the need to learn rapidly and regularly more important than ever. Make sure your content keeps pace. Put a content calender in place to encourage continuous engagement.
 * 9) Big it up: Many L&D initiatives are widely publicised internally at the outset of the program and then go guiet after they've been launched. It's important to keep a continual, steady drip feed of updateds on success, milestones, and the path to value, as well as a fresh content and new features as on-going reminders trhoughout the year.
 * 10) Be agile & get feedback: We all learn better through collaboration. Talent development programs are no different. Mare sure you get feedback from all three levels of the organisation early in the process (and remember to use social learning tools to help get the feedback you need). If something's not working, be agile and willing to adapt it.

To-do

 * Contact Cornerstone and tell them about the HCM tribe and GROW. In August Timboliu999 has a meeting with somebody from the Amsterdam office.