Case Study: Transforming Learning and Development at Mahindra Group with AI

Mahindra Group revamped L&D with AI, enabling personalized, data-driven learning and boosting engagement, adoption, and workforce readiness.  

The Challenge: A Workforce Ready for Change

Mahindra Group, a global powerhouse spanning over 20 industries with a workforce of over 260,000 people, faced a growing challenge: how to modernize its Learning & Development (L&D) strategy in the face of an evolving workforce and fast-changing business needs. The traditional approach of classroom learning and top-down training simply wasn’t cutting it anymore.

The company’s diverse workforce, scattered across different regions and business units, needed a learning experience that was flexible, inclusive, and engaging. However, Mahindra encountered several hurdles before they could take the leap into the future of learning:

  1. Shifting from Physical Classrooms to Digital Learning: The company noticed a significant decline in learner attention over the years. The old method of in-person training sessions was no longer effective in keeping employees engaged. The group recognized the need to move to a hybrid or fully digital learning format.
  2. Expanding Learning Access: Traditionally, L&D initiatives at Mahindra focused on high-potential talent, but the company wanted to widen the net. They understood that fostering a culture of growth meant providing equal learning opportunities for all employees, regardless of their role or grade.
  3. Promoting Self-Directed Learning: Mahindra wanted employees to have more control over their learning. The goal was to create an environment where people could pursue their personal development, set their own learning goals, and follow paths that suited their individual needs and career aspirations.
  4. Breaking Down the Fragmented Learning Ecosystem: With multiple learning systems across various business units, employees were struggling to navigate a fragmented and cluttered learning environment. The need for a unified platform was clear.
  5. Data-Driven Insights for Better Decisions: The group realized that decisions about L&D should no longer be based on guesswork or intuition. They needed actionable data to guide content investments, measure engagement, and drive continuous improvement.

It was clear that Mahindra Group needed a bold, innovative solution to transform its L&D strategy and meet these new challenges head-on.

The Solution: A Unified, AI-Powered Learning Platform

The solution arrived in the form of an AI-powered Learning Experience Platform (LXP) implemented by Cornerstone. The partnership aimed to overhaul Mahindra’s L&D ecosystem, helping them build a workforce ready for the future. Here’s how the AI-driven platform tackled Mahindra’s challenges:

  1. Unified and Seamless Integration: One of the first things Mahindra needed was a platform that could integrate with existing systems and consolidate all learning resources in one place. Cornerstone’s LXP provided a streamlined, user-friendly interface that connected disparate learning tools and content into a single hub.
  2. Personalized Learning Paths: The AI-powered platform didn’t rely on outdated systems that grouped employees by job title or grade. Instead, it created tailored learning journeys based on employees’ unique personas, learning styles, and career aspirations. This personalization ensured that each learner received content that was relevant and engaging, no matter where they sat within the company.
  3. Empowering Self-Directed Learning: The platform gave employees the tools to customize their learning experience. With a focus on autonomy, Mahindra employees could now take ownership of their professional development, choosing courses that aligned with their personal goals and skills.
  4. Learning in the Flow of Work: To ensure that learning didn’t disrupt the workday, the platform embedded learning experiences directly within commonly used applications like Microsoft Teams and Google Search. Employees could access learning materials without ever having to leave their regular workflows.
  5. Data-Driven Decision Making: The LXP’s analytics capabilities gave Mahindra real-time data about learning patterns, content effectiveness, and employee progress. This allowed the L&D team to make informed decisions on how to improve training programs, where to allocate resources, and which content was most valuable to employees.

The Transformation: Navigating Challenges and Driving Adoption

Implementing the new system wasn’t without its challenges. Mahindra’s journey to AI-powered learning was met with hurdles that required careful attention and a proactive approach:

  1. Change Management: Moving from traditional methods to a digital-first strategy required more than just technology—it required a shift in mindset. The company launched extensive awareness campaigns to communicate the benefits of the new platform and provide the necessary training to both leaders and employees.
  2. System Integration: Integrating the new platform with existing ERP and HRMS systems was a significant task. With the help of Cornerstone’s automated integration tools, Mahindra ensured smooth compatibility and minimal disruption during the transition process.
  3. Driving Adoption Across a Global Workforce: Mahindra’s geographically dispersed workforce presented a unique challenge. To ensure widespread adoption, the company focused on intuitive onboarding, personalized content, and clear communication about how the new platform would benefit employees on an individual level.

Despite these obstacles, Mahindra was able to successfully roll out the LXP across its organization, setting the stage for long-term success.

The Results: A Transformative Shift in Learning & Development

The impact of the AI-powered LXP was evident almost immediately. Mahindra achieved remarkable success in terms of both engagement and outcomes:

  1. Adoption & Deployment: In phase one, the platform was rolled out to over 24,000 employees, with an impressive 80% adoption rate within six months. This early success demonstrated that employees were embracing the new digital learning experience.
  2. Engagement & Learning Outcomes: Engagement levels remained high, with 64% of employees actively participating each month. In total, over 2 million content items were completed, and the course completion rate reached an outstanding 71%.
  3. Employee Satisfaction: The platform’s Net Promoter Score (NPS) of 8.7/10 reflected a high level of employee satisfaction, suggesting that the LXP was not only effective but also highly valued by users.

Qualitative Impacts:

  • Personalized Learning: Employees were no longer lumped together based on titles or grades. The new system grouped them according to their learning needs, fostering a culture of individualized growth.
  • Future-Ready Workforce: With role- and skill-specific content, Mahindra equipped its employees with the tools needed to stay ahead of industry trends and tackle emerging challenges.
  • Seamless Integration: The platform’s ability to integrate with Mahindra’s existing systems resulted in a smooth user experience and reduced friction, allowing employees to access learning content effortlessly.
  • Data-Driven Insights: The platform’s analytics allowed Mahindra to refine its L&D strategy, focusing on high-impact content and ensuring continuous improvement in training programs.

Lessons Learned: Key Insights for AI-Powered Learning Initiatives

The success of Mahindra’s AI-driven learning transformation offers several key lessons for companies looking to implement similar initiatives:

  1. Personalization Drives Engagement: AI’s ability to personalize learning journeys makes it possible to cater to individual preferences, which drives higher engagement and more meaningful skill-building.
  2. Unified Platforms Ensure Seamless Learning: A single, integrated platform that connects various learning resources creates a smooth, efficient experience for employees and encourages widespread adoption.
  3. Leverage Data for Continuous Improvement: Real-time analytics allow organizations to make smarter, data-driven decisions about content, resources, and learning strategies.
  4. Change Management is Essential: Clear communication, proper training, and leadership involvement are crucial to overcoming resistance and ensuring that employees embrace new technologies.

As Nishchae Suri, Managing Director-India at Cornerstone, noted: “AI becomes a strategic enabler of growth, transformation, and resilience. It aligns individual learning goals with organizational objectives, unlocking the full potential of the workforce.”

For Mahindra Group, the journey with Cornerstone’s AI-powered LXP has marked the beginning of a new era in learning and development—one that is more personalized, inclusive, and adaptable to the ever-changing needs of the global workforce. The results speak for themselves: a highly engaged workforce, a more agile and future-ready team, and a strong foundation for ongoing success in the digital age.

Share on