Navigating the New Frontier: AI and Learning at Cornerstone Connect Live

I'm on a brief hiatus from the Punk Rock HR Podcast , so I ventured to Chicago in one of my many part-time jobs as an analyst with Aptitude Research for the Cornerstone OnDemand Connect Live event. The gathering showcased new learning and AI products, such as the Cornerstone Galaxy workforce agility platform, but also envisioned the future of work by focusing on a fresh approach to learning, skills, and people management.

With a deep-rooted history in HR and a profound connection to employees and job seekers, I approach technology with curiosity and caution. Although technology isn't my first language, understanding people is. This framework shaped my perspective on every conference announcement, demo, and interaction.

Cornerstone OnDemand (CSOD) serves various clientele, from Nevada car dealers to global tech giants and government bodies. The day started with engaging talks with CEO Himanshu Palsule and Chief Product Officer Karthik Suri . Still, the real standout was the customer panel hosted by Chief Customer Officer Toya Del Valle , where customers showcased their success with hyper-personalized and immersive learning and development methods.?

Fun fact:?Did you know that Exact Sciences , the company behind Cologuard, which is experiencing record-setting growth, is a CSOD client? I learned that the best colon cancer test is the one you take. Consider getting screened ASAP.

What consistently draws me to CSOD is its innovative use of learning to redefine the employee experience. It means seeing a worker for the skills they have today, enhancing and developing the skills they could build tomorrow, and where their career might go within an organization. It's not just about creating more productive workers, it's about developing better human beings and providing them with tools and services to improve their work and, ultimately, their lives.

At most conferences, the most enriching discussions often happen over lunch. That's where I dove deep into AI's implications with customers and prospects.

Here's what stood out:

• Who Asked for AI??One attendee asked a series of super prescient questions: Who asked for AI? Can't we cure cancer first? How about ending famine? Where are our flying cars? Wow, how do you disagree with that? But here's my take: The only constant isn't change; it's disruption. My tablemates and I discussed historical disruptions like the steam engine, which displaced horses, and contemporary art, which few appreciate until at least 20 years later, emphasizing that just because nobody asked for disruption doesn't mean it's not worthwhile. It's the same thing with AI. The challenge is managing AI's integration thoughtfully to minimize harm and maximize societal benefit. The consensus around the table was cautious but curious, which is much more than I can say for the HR marketplace 12 months ago. But I think it's wise for HR tech companies (in general) to start making a better case for AI other than faster x better x cheaper = more profit.
• Ethical AI: A Necessity, Not an Option. Another attendee raised a valid question: Why do we need ethical frameworks and guardrails if AI is supposed to benefit humanity? I appreciate a cynical point of view, and it's not entirely wrong. But I also appreciate CSOD leaders like Anna R Goldberg , Akshay Chouksey , and Hitesh Dholakia . They dedicated significant time to discussing AI's ethics, data integrity, and the importance of constructing safe and reliable systems and even skills frameworks. This focus on safety and ethics is a reassuring sign of the collective commitment to a safer future in AI development—even if it's just a moment in time and we eventually screw this up.
• Bridging the Gap with Public-Private Partnerships: I loved this discussion at our table: Though AI has benefitted from federal funding for decades, there's a palpable need for stronger collaborations to navigate tech-induced disruptions. My lunch discussion highlighted how nonprofits (and even HR teams) will again be called upon to bridge the gap and care for displaced people because of disruption. But what role can HR leaders play right now? Can companies like Cornerstone act as conduits in these partnerships beyond telling people to upskill and reskill for jobs that don't even exist just yet? If you benefit from taxpayer money, you have a responsibility to help manage disruption to the taxpayer base and not look elsewhere to help with the fallout.

As the convergence of AI and HR technology gains momentum, it's inspiring to see that we're all beginning to speak the same language. Cornerstone's message was crystal clear: HR technology is evolving from standalone tools to integrated platforms with omnipresent AI. The shift will not only streamline work processes but also act as a bedrock for broader business strategies. And the shift suggests that HR tech is no longer a sideline but a central player in business technology, sparking new possibilities and opportunities.

Here's my take: As we tread through these "halcyon days" of HR and AI, I appreciate how companies like CSOD prioritize people and learning. We enhance our work lives by fostering environments rich in education and growth and arm ourselves against potential AI pitfalls. And it's through education and understanding that we can coexist with—and perhaps outsmart—the looming complexities of our future silicon/carbon workplaces and bosses.

Now that you've read my perspective, please go and read more about the product launches and the things that CSOD showcased here if you're curious: https://www.cornerstoneondemand.com/company/news-room/press-releases/cornerstone-redefines-learning-talent-management-launch-ai-powered-workforce-agility-platform-cornerstone-galaxy/

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Laurie Ruettimann was not compensated for this piece, but Cornerstone onDemand provided her travel to and from the event.