The more you know about your workers’ skills, the faster your company can move.
That was a critical motivation for Gainwell, a leader in cloud technology in the healthcare field, when it turned to SkyHive by Cornerstone to improve talent management. Gainwell needs to move people from project to project fairly quickly as it gets new contracts with states or private companies. The company wants to improve both recruiting and retention, so better internal mobility and a skills-driven culture is a must.
“We really need to be able to staff positions quickly as we flex up and down,” says Julie Moore, Principal, Talent & Development. “If we’re working on a project for a state or client and that comes to an end, we need to be ready for the next one. Plus, we have a lot of priority roles, and with the right skills always in short supply, we can’t always fill them from the outside.”
But to do that, Gainwell needs to know the capabilities of everyone in its workforce.
It turned to SkyHive by Cornerstone.
A Quick Rollout
Implementing SkyHive Enterprise meant learning the skills of the entire Gainwell workforce, and examining the skills needed in each role. From there, Gainwell can see the skills each employee needs to learn to bridge the gap between what they know and what they need to know to progress in their careers.
発売は2022年3月だった。ゲインウェルは社内では、革新的なスキルインベントリーシステムを "G>Force "と呼んでいました。
ゲインウェルの目標は、従業員 の80％が少なくとも10個のスキルを記載したスキルプロファイルを完成させることでした。そして、社内報やイントラネットを使ってG>Forceを売り込みました。6月末には、その80パーセントを達成した。プロフィールを完成させた10,600人（従業員 ）の平均は、1人あたり22スキルでした。
Building employee profiles was only the beginning of Gainwell’s skills transformation journey. Leaders encouraged employees to get the most out of G>Force, and in July the company launched the training, career pathing, and mentoring modules. This means employees indicate their desired career path. From there, employees can find mentors, courses, projects, and new internal jobs all based on the skills they want and need to add.
Mentors, Courses, and Career Paths
2022年末には、ゲインウェルの83％がスキルプロファイルを持つようになった。
従業員 がトレーニングやプロジェクトを完了したり、認定資格を取得したりすると、新しいスキルや追加された熟練度でプロフィールが更新されます。ムーアのチームは、従業員 、最低でも四半期または半期ごとに見直すよう促しています。
さて、G>Forceで、11,000-従業員 の会社です：
- Has a skills inventory to identify internal employees to fill open positions and promote from within
- 成長と機会の文化を提供することで、リクルートとリテンションを向上させています。
- 従業員' の専門知識を重要なプロジェクトで活用。AWSやアジャイルなどの分野で誰がスキルを持っているのかがわかるようになった。
Employees are happy, too. In a recent survey, G>Force scored a strong Net Promoter Score of 39. Said one employee: “The Skill Profile Development is an amazing tool. Whenever I get a chance I go into it, add skills I've developed, and seek more.” Another survey respondent said, “Gainwell University helped improve my skills development and other free online courses through G>force. It’s a wonderful tool that every employee should use to their advantage.”
To learn more about Gainwell’s skills transformation journey, read the full case study.
Are you ready to become a skills-based organization? Book a demo with SkyHive by Cornerstone today.
