Success Experience Using CSOD for Performance and Succession Planning
Updated March 03, 2018

Success Experience Using CSOD for Performance and Succession Planning

Maynor Venegas | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User

Overall Satisfaction with Cornerstone OnDemand

CSOD was used to drive the performance management and succession planning process. Talent management and talent development is critical, so we redesigned the entire process following best practices and conducted an RFP process to select the best tech solution to support that. CSOD was selected and implemented, achieving significant improvements and efficiencies for these critical talent processes.

  • The system interface is intuitive and flexible; so users can be proficient in the system without any training and the system can adapt to the necessary requirements very well.
  • This is a "true" cloud solution, dependable and easy to manage by the system administrators that don't need to be technical personnel from IT/IS. CSOD has grown over the years as an organic system that is fully integrated and consistent across the different modules.
  • Customer support and on-going account management is excellent, they help you by keeping your processes up to date and following best practices.
  • Finally, the CSOD team is very visionary and is always bringing useful and practical innovations to their systems and services.
  • CSOD should continue growing on areas related to Talent Management (entire cycle from acquisition to development), since there are significant synergies to that can be realized by their customers.
  • Being able to align the company goals and priorities is the main achievement we realized, it is hard to give it a number, but our leadership team (from the CEO and below) really appreciates the ability to do that.
  • By moving to electronic performance and succession processes, from paper and Excel, we saved hundreds of hours for our employees, managers and HR personnel. The main achievement though, is to focus on performance and not "checking" a box for those processes.
  • Finally, the company productivity really goes up as you can align and focus your efforts across the company, with clear goals and priorities.
During the RFP process we analyzed very much all the available solutions in the market. For us, they were the best fit because CSOD exceeded on flexibility, simplicity of the user interface, integration with our HR system and the level of service they provide. All of that was provided at a very competitive price.
Cornerstone OnDemand (CSOD) is very well suited for global companies, with operations on multiple states and countries, that require multiple languages. Another competitive advantage is how cost effective they are, allowing HR departments to have a cost effective system platform while providing best-in-class technology.

Cornerstone OnDemand Feature Ratings

Corporate goal setting
Subordinate goal setting
Individual goal setting
Line-of sight-visibility
Performance tracking
Performance plans
Plan weighting
Performance improvement plans
Review status tracking
Review reminders
Workflow restrictions
Create succession plans/pools
Candidate ranking
Candidate search
Candidate development

Using Cornerstone OnDemand

All functions in the company, from client facing (i.e. sales) to administration personnel (i.e. finance and HR).
Since CSOD was used for performance management, every employee in the company did their goal panning, development planning and performance review in the system.
The other important used was succession and development planning, here the target population was included executives, VPs and directors globally.
2 - The system administrator had a general systems understanding and deep knowledge of the business area, in this case talent management. We trained this individual on the system implementation and on-going maintenance, so the system could be effective supported.
The back-up, analytics analyst, was tasked with providing system administration coverage when necessary and was focused on providing analytics around talent management, for that strong skills on reports and analytics were required.
  • Simple and capable; simplicity to use the system was key and at the same time a rich system in terms of available capabilities.
  • Mobility was important, since many of our employees and executives are on the move and have limited time to spend on their computers.
  • Easy to implement and maintain, since the our business needs and best practices continue to change, it was critical to stay ahead of that.