Uw partner tijdens het gehele traject
Het implementeren van Cornerstone Xplor is eenvoudig. Zodra u uw LMS heeft geconfigureerd, worden de brandinginstellingen, gebruikers, rechten en content allemaal automatisch uit uw LMS overgenomen om de functionaliteiten van uw nieuwe portal te voeden met zelfgestuurde ontwikkeling. Vanaf dat moment krijgt u speciale ondersteuning van zowel ons serviceteam als ons productteam. Zij helpen u om Cornerstone Xplor verder in te richten voor uw organisatorische initiatieven. Download deze services-datasheet voor meer informatie over hoe we uw ervaring met Cornerstone Xplor beter kunnen ondersteunen.
A partner on your journey
Implementing Cornerstone Xplor is simple. Once you’ve configured your LMS, your branding settings, users, permissions, and content are all automatically pulled from your LMS to power the functionalities of your new self-directed development portal. From there, you’ll have dedicated support from both our services and product teams to help you configure Cornerstone Xplor for your organizational initiatives. Download this services datasheet to learn more about how we can better support your experience with Cornerstone Xplor.
Employee goal setting template
Creating effective goals for your employees can be hard. To set effective employee goals you should: Create goals in consultation with your employee. As you discuss and refine the goals, you're exchanging "bigger picture" information about both of your expectations, and coming to consensus. Tailor the level of detail you capture to your employee's needs. A more senior or autonomous employee will need less detail than a less experienced or less independent employee. Write goals that are specific, measurable, achievable, relevant and time-bound (SMART). Make sure that goals are achievable both individually and as a group. Assigning too many goals, even though each one might be achievable on its own, sets the employee up for failure. Start with the end result in mind and clearly identify how success will be measured. Always link individual employee goals to the higher-level organizational goals they are designed to support, so the employee has a clear context for their work. To help you out, we've created an employee goal setting template that prompts you for all the information you should discuss and document when setting goals with your employees.
Sample performance review comments: Building team environment
Competency, rating and performance resources for managers Any manager will tell you how challenging it is to write consistent and richly detailed employee reviews. It's important to get the wording and review phrases just right, while providing concrete examples in the performance appraisal comments. It can take up a lot of a manager's time. A strong competency and rating framework easily enables managers and employees to communicate about the employee's current performance, and what steps they need to take to improve. Your building blocks for the most effective performance review yet Cornerstone’s performance management solution makes it easy to manage and communicate employee aptitudes by providing managers with a library of competencies – complete with detailed descriptions of the various levels of proficiency and specific sample comments that help describe and guide performance. Both give you sample employee review comments that you can use as "building blocks" for the written feedback you provide to your employees in their performance appraisal. You can then easily modify or adjust the sample comments to be even more specific to the employee, role or skill itself. Nurture a culture of performance by aligning key competencies to organizational goals. Then engage your people in the performance review process so they can develop the skills that will help them – and the business – get from where they are to where they need to be. Download your sample performance review comments to get started!
Sample performance review comments: Managing employee performance
Competency, rating and performance resources for managers Any manager will tell you how challenging it is to write consistent and richly detailed employee reviews. It's important to get the wording and review phrases just right, while providing concrete examples in the performance appraisal comments. It can take up a lot of a manager's time. A strong competency and rating framework easily enables managers and employees to communicate about the employee's current performance, and what steps they need to take to improve. Your building blocks for the most effective performance review yet Cornerstone’s performance management solution makes it easy to manage and communicate employee aptitudes by providing managers with a library of competencies – complete with detailed descriptions of the various levels of proficiency and specific sample comments that help describe and guide performance. Both give you sample employee review comments that you can use as "building blocks" for the written feedback you provide to your employees in their performance appraisal. You can then easily modify or adjust the sample comments to be even more specific to the employee, role or skill itself. Nurture a culture of performance by aligning key competencies to organizational goals. Then engage your people in the performance review process so they can develop the skills that will help them – and the business – get from where they are to where they need to be. Download your sample performance review comments to get started!
Employee feedback and coaching templates
Coach, develop, and inspire your employees to better performance Coaching employees and giving them feedback are critical management skills. Done well, they help drive employee performance, development and engagement. Done poorly, they can harm the manager-employee relationship and disengage staff. We've put together a bundle of templates, guides and tips to help managers prepare for their 1:1 meetings so that they can give truly helpful and effective feedback to their employees. Go from “managing” performance to coaching for growth It’s time to embrace a proactive coaching and feedback experience that inspires your people and improves their performance, while staying aligned to your business goals. You can learn even more about best practices for managing employee performance from our performance management product page. Download your employee coaching and feedback tips, guides and templates to guide your coaching conversations to move the needle on performance, development and engagement.
Sample performance review comments: Initiative
Competency, rating and performance resources for managers Any manager will tell you how challenging it is to write consistent and richly detailed employee reviews. It's important to get the wording and review phrases just right, while providing concrete examples in the performance appraisal comments. It can take up a lot of a manager's time. A strong competency and rating framework easily enables managers and employees to communicate about the employee's current performance, and what steps they need to take to improve. Your building blocks for the most effective performance review yet Cornerstone’s performance management solution makes it easy to manage and communicate employee aptitudes by providing managers with a library of competencies – complete with detailed descriptions of the various levels of proficiency and specific sample comments that help describe and guide performance. Both give you sample employee review comments that you can use as "building blocks" for the written feedback you provide to your employees in their performance appraisal. You can then easily modify or adjust the sample comments to be even more specific to the employee, role or skill itself. Nurture a culture of performance by aligning key competencies to organizational goals. Then engage your people in the performance review process so they can develop the skills that will help them – and the business – get from where they are to where they need to be. Download your sample performance review comments to get started!
Sample performance review comments: Communication
Competency, rating and performance resources for managers Any manager will tell you how challenging it is to write consistent and richly detailed employee reviews. It's important to get the wording and review phrases just right, while providing concrete examples in the performance appraisal comments. It can take up a lot of a manager's time. A strong competency and rating framework easily enables managers and employees to communicate about the employee's current performance, and what steps they need to take to improve. Your building blocks for the most effective performance review yet Cornerstone’s performance management solution makes it easy to manage and communicate employee aptitudes by providing managers with a library of competencies – complete with detailed descriptions of the various levels of proficiency and specific sample comments that help describe and guide performance. Both give you sample employee review comments that you can use as "building blocks" for the written feedback you provide to your employees in their performance appraisal. You can then easily modify or adjust the sample comments to be even more specific to the employee, role or skill itself. Nurture a culture of performance by aligning key competencies to organizational goals. Then engage your people in the performance review process so they can develop the skills that will help them – and the business – get from where they are to where they need to be. Download your sample performance review comments to get started!
Conversation starters managers employee 1 on 1 meetings
As a manager, you play an integral role in ensuring lines of communication between yourself and your employees remain open and healthy. One way to do this is by ensuring you and your employees participate in regular, meaningful one-on-one meetings. But sometimes, it can be difficult to know how to start the conversation – and keep it going. Here are some questions to keep conversations relevant, focused and valuable
Sample performance review comments: Ability to learn new skills
Competency, rating and performance resources for managers Any manager will tell you how challenging it is to write consistent and richly detailed employee reviews. It's important to get the wording and review phrases just right, while providing concrete examples in the performance appraisal comments. It can take up a lot of a manager's time. A strong competency and rating framework easily enables managers and employees to communicate about the employee's current performance, and what steps they need to take to improve. Your building blocks for the most effective performance review yet Cornerstone’s performance management solution makes it easy to manage and communicate employee aptitudes by providing managers with a library of competencies – complete with detailed descriptions of the various levels of proficiency and specific sample comments that help describe and guide performance. Both give you sample employee review comments that you can use as "building blocks" for the written feedback you provide to your employees in their performance appraisal. You can then easily modify or adjust the sample comments to be even more specific to the employee, role or skill itself. Nurture a culture of performance by aligning key competencies to organizational goals. Then engage your people in the performance review process so they can develop the skills that will help them – and the business – get from where they are to where they need to be. Download your sample performance review comments to get started!
Sample performance review comments: Customer focus
Competency, rating and performance resources for managers Any manager will tell you how challenging it is to write consistent and richly detailed employee reviews. It's important to get the wording and review phrases just right, while providing concrete examples in the performance appraisal comments. It can take up a lot of a manager's time. A strong competency and rating framework easily enables managers and employees to communicate about the employee's current performance, and what steps they need to take to improve. Your building blocks for the most effective performance review yet Cornerstone’s performance management solution makes it easy to manage and communicate employee aptitudes by providing managers with a library of competencies – complete with detailed descriptions of the various levels of proficiency and specific sample comments that help describe and guide performance. Both give you sample employee review comments that you can use as "building blocks" for the written feedback you provide to your employees in their performance appraisal. You can then easily modify or adjust the sample comments to be even more specific to the employee, role or skill itself. Nurture a culture of performance by aligning key competencies to organizational goals. Then engage your people in the performance review process so they can develop the skills that will help them – and the business – get from where they are to where they need to be. Download your sample performance review comments to get started!
Talent management strategy template
Transform your talent programs to create value for your people and your business In today's business environment, talent management isn't a nice-to-have; it's a requirement. According to research from Bersin & Associates, companies with highly effective talent management strategies, on average, achieve 26 percent higher revenue per employee and 41 percent lower turnover among high-performing employees.* And according to The Hackett Group, companies excelling in talent management can increase earnings by nearly 15 percent.** Establishing a talent management strategy, and executing it, is not an easy task, but definitely, one that will deliver benefits to both HR and your organization overall. And while developing and implementing a talent strategy can seem daunting, sticking with an outdated approach to talent management just to avoid change isn't exactly a sound business strategy. Create a high-performance culture with effective talent management Unfortunately, many HR groups struggle with formulating a talent management strategy that maps out their goals and priorities for the year and ties these to their organization's strategic plan and goals. The reasons why are varied, but without a talent management strategy and plan, the results are usually the same: the HR team is not seen as playing a strategic role in their organization by the C-suite, and talent management activities aren't given the organizational importance they should have. So how do you create a successful talent management strategy that engages employees, improves performance, elevates HR's role in the business, and drives bottom-line results? How to develop and implement a winning talent management strategy Often the hardest part in crafting a new approach to talent management is getting started with the right foundation. To help guide you, this template walks you through the steps required to create an effective talent management strategy. With this template, you'll have a framework for how to map out HR goals and priorities for the year that are linked to your organization's strategic plan and goals. It comes complete with fill-in-the-blank tables and examples so you can use it to draft your own HR talent management strategy. You'll gain insights into: The 6 critical steps of the HR strategic talent management planning process and how to implement them How to transform your talent management strategy and connect people development to business success Talent management best practices for improving the employee experience while also delivering on business goals Download the template today to get step-by-step guidance for creating an effective talent management strategy! * Bersin & Associates, 2009. ** The Hackett Group, 2007.
What's your career agility quotient?
Why Agility is the New Path to Success and How to Become a Career Acrobat Traditional career paths and ladders have rapidly become a thing of the past, and that straightforward, linear climb is not likely to return any time soon. After all, 85% of the jobs that will exist in 2030 haven't even been invented yet.* But while career paths just aren't as predictable as they once were, this also presents a tremendous opportunity – for those with the right approach to career development. So how can HR and learning leaders cultivate employees’ career acrobatic skills to be more versatile, flexible, and able to rapidly adapt to workplace change? The key to charting professional success in today's evolving business landscape: adopting an agile career development mindset. Take the 3-minute quiz in this guide to determine your career agility quotient - or share it with your people and encourage them to do the same. Use the results and best practices outlined to discover practical steps you can take to future-proof your career and successfully navigate the changing world of work. Get the guide to find out why career agility is the new competitive advantage – and how you and your people can become career acrobats to propel your careers to new heights! * Institute for the Future (IFTF), 2017.
Maintaining compliance and closing the skills gap in manufacturing
Manufacturing is often touted as the backbone of innovation. And, today, manufacturing plays a crucial role in driving the global economy and society's response to the pandemic. But despite its resilience, manufacturing faces some challenges that could impact its future. Chief among them: a workforce skills gap and regulatory compliance.
5 ways to deliver sustainable business leadership during a global health crisis (and beyond)
Employee health, business success and public good are more interconnected than ever in the midst of a global pandemic. Because of this, a social responsibility lies with leaders from across industries to ensure the response minimizes negative human impact. Business leaders should spend the immediate future refining, or instituting, inclusive policies that benefit every employee—and persist for years to come.
How to keep your employees from jumping ship
Learning. Empathy. Advancement. Purpose (LEAP). The key to retaining employees, especially in times of low unemployment, lies in building a company culture based on these four words. Low unemployment means that employees are in the driver's seat, choosing the jobs they want and jumping ship for better opportunities when they come along. Job openings are plentiful and employees have a lot of choice in front of them. It's a great situation for employees, but what does it mean for businesses? Retaining your top talent has become more difficult and more important than ever. Filling a vacant role by an employee who jumps ship can cost up to 150x that employee' annual salary to find, onboard, and get new talent up to speed. To hold onto your employees, your business needs to LEAP. Take a look at our infographic to get a breakdown on how to get started.
Why Cornerstone Infographic
See how HR teams are improving how employees learn, engage, and grow at work.
Why your organization needs a unified talent management system
Unified talent management systems (UTM) arent a luxury; theyre vital tools for efficiently managing workforce development; just five percent of those who use non-unified (disparate) systems feel they can make “timely, proactive decisions to support the workforce and business goals.” So how can the C-suite leverage the power of a UTM solution to drive company growth and achieve their departments objectives?
The agile leader: Tips for keeping employees engaged, connected, and productive during disruption
How can your organization thrive during a global disruption? By keeping employees engaged, connected, and productive. Your teams are looking to your organizations leadership to provide stability, updates, and vision for a future that is uncertain. Organizations with the strongest leaders are in the best position to rally their workforce behind a shared vision—and pivot quickly as requirements change. Yet, given the unprecedented disruption we find ourselves in, our traditional leadership strategies are being challenged. Agile leaders must inspire productivity through new ways of working and additional leadership interventions.
The ABC's (Literally) of Goal Setting
Why business growth comes down to driving objectives and key results. Every business experiences growing pains at some point in its life cycle. This is especially true for small- to medium-sized businesses (SMBs) as they begin to achieve their primary objectives and key results. Weve seen this story play out many times before: one day youre operating a quintessential “mom and pop,” and the next youre struggling to keep up with demand.
HR in the Age of Brexit Infographic
94% of SMEs are struggling to find properly skilled workers. This makes talent expensive to find and hard to keep but it also means upskilling your current employees is a great way to keep them around. What's the solution? Skills training!
Creating an Action Plan for Your Agency’s Skills Gaps
Times change, and agencies cannot predict when their employees will need new skills. Triggers such as new hiring mandates can leave agencies painfully aware of the abilities their workforces lack. However, there are many strategies that exist for closing these skills gaps. GovLoop and Cornerstone OnDemand put together this worksheet to help you and your agency develop an action plan for effectively filling its skills gaps. In this worksheet, you’ll gain insights into: Best practices from the public and private sectors for addressing skills gaps. The strategies for closing skills gaps including recruitment, reskilling, and upskilling. Your agency’s triggers, biggest skills gaps, and the best approach to eliminate those gaps. Download this worksheet to create your action plan to close your agency’s skills gaps.
6 Steps to creating a winning talent pool-based succession planning process
When you're implementing a succession planning program, you need to ensure you include all the right steps, so you have a best practice process. Then, as part of your process, you'll need to conduct a talent bench review to determine your employees' performance level, ultimate potential and readiness for progression and build a 9-box grid. A talent bench review helps you to take a closer look at "who's" on your bench, including who should be developed, who should be groomed for leadership or a key role and, in some cases, who should be moved to another role. The 9-box grid, a natural extension to the talent bench review, is one of the most commonly used tools in succession planning and employee development. It plots employee performance against potential. Both are useful tools for helping you determine the quality and depth of your talent pipeline. You can learn more about talent bench reviews and 9-box grids in: Proven tools for identifying and developing your organization's talent pipeline. To help you out, we've outlined the steps you need to take to create a winning talent pool-based succession planning process, and put together templates, and interpret the results.
Infographic: How the public sector can adapt to COVID-19 and beyond
COVID-19 has impacted how the world works in deep and disruptive ways. Cornerstone surveyed public sector organizations to better understand how they’re responding to this crisis as well as what resources they need to accelerate adaptability.
The challenge of non-compliance for financial services
Financial service institutions are turning away from the esoteric, paper-based and manual compliance strategies, bolstering their digital compliance initiatives. LMS's are an increasingly popular option for companies looking to mitigate risk and maintain compliance on a day-to-day basis. They provide companies with the training programs and learning tools they need to stay ahead of compliance and regulation changes and ensure reporting to regulatory bodies is streamlined, accessible and done in real time.
5 Super Skills: How to Develop Your Employees for the Future
Work is changing. Rapidly. Changing technologies are demanding new skills and even new occupations. Economies, environments and even political changes are adding to the complexity and the pace of the changes. To survive in todays rapidly changing world, you need to develop your employees to meet those changing demands. Whether you develop them through learning, encourage growth through stretch assignments or even seek to hire talent with the new skills, its critical that all your efforts are future-focused. Development of our employees ensures that our organizations achieve our vision and our strategic and business outcomes—which are all future-focused. Thus, what we use to shape those development efforts must also be future-focused. Rather than define competencies or skills designed to help you be successful today, you must focus on those that will be critical for success tomorrow. Consider the future challenges, expectations, and deliverables that will be required for the individuals and craft an effective strategy to develop those skills. What are these skills? How can we know whats coming next? How can we help prepare our employees? How do we continue to be successful? Cornerstone, in partnership with the Institute for the Future, identified five super skills through extensive research. These super skills will help you and your organization meet the coming demands of the future of work. Even further, weve identified subsets of the super skills that will give you clarity on how to develop each of them for the future. Finally, weve highlighted a number of helpful courses that correspond to each subset. See how to develop each skill and stretch yourself – for the future is closer than you think!
Regulation Changes Checklist
Regulatory changes affect how a business operates, interacts with customers and clients, the organizations financial wellbeing, and corporate values and culture. These changes, in turn, have a direct impact on the nature of work, the organizational structure, and the ability to sustain and grow a productive, engaged workforce. The checklist below includes specific actions that address the most critical human capital areas affected by regulatory changes, including attracting and retaining talent, managing learning and performance, and embracing modern compliance.
Infographic: People work > Paperwork
You were meant for more than paperwork. How to get back to being a people person. Talent management software enables HR professionals to spend less time on tedium and get back to working with people. What would you do if only you had the time?
5 Pillars of progressive talent development
Attracting high-quality talent is important, but there must be a balance between candidates’ ability to do the job and their ability to thrive in the work environment.Attracting high-quality talent is important, but there must be a balance between candidates’ ability to do the job and their ability to thrive in the work environment.
Top 10 Tips & Strategies for Learning Management Success for SMBs
We talked to Cornerstone SMB Learning clients to pull together a list of top 10 tips and strategies they would recommend for Learning Management success!
The Leadership Guide to Empathy in the Workplace
Yet, 58% of CEOs say they struggle with consistently exhibiting empathy in the workplace. Its not that leadership doesnt understand the importance of empathy or want to change. In fact, 72% of CEOs say the state of empathy needs to evolve. The struggle comes from the “how.” How can leadership demonstrate empathy in the workplace?
Mergers and Acquisitions Checklist
Three human resource issues that organizations face when engaging in merger and acquisition (M&A) activity are: Common negative psychological and emotional responses of employees. High levels of turnover partially due to the organizations failure to manage these emotional and psychological responses. Growing talent and skills gaps that impact leaderships ability to execute their business strategy fully. The following checklist includes five recommendations for managing the human factor of an M&A more effectively and steps to take under each. This plan will help manage the emotional and psychological responses that employees typically feel, reduce unwanted turnover, and mitigate the risks from the current and future skills and talent gaps.
Four essential strategies to grow your business
Getting a new business off the ground is no small feat; it means carving out a space in a dynamic and competitive marketplace and finding your own unique voice within it. And once youve managed to do so, theres no time to rest of your laurels. Growth is a necessity for survival and success for any businesses. Naturally, its not going to be easy. Planning where your business will be in three to five years can be complicated. There are natural growing pains that come from taking your business to the next level. Not to worry though, difficult doesnt mean impossible. All you need are the right tools. Here are four tips to maximize your chances of success in growing your business.
Developing a talent management solution provider shortlist
Choice overload – many HR professionals face difficulty deciding on a talent management solution for one reason: there are too many choices! How do you feel confident in your decision when there are so many options to weigh? Well, this checklist will help you determine your companys needs and find the solution to best fit those needs, so that you can move forward with confidence. Let's start exploring your options.
Talent Management Vendor Evaluation Checklist
Whether youre choosing a talent management solution for the first time or making the switch from a vendor that just didnt work, investigating various vendors and evaluating which one is right for your business is a daunting task. And its important to find a partner thats not just right for you today, but also in the future as your business grows and changes. To help make your decision, weve broken out the four most important areas to investigate.
Manual vs Automated Performance Management
Manual performance reviews are rarely a welcomed activity for managers. Not only are you under the wire to submit all your employees reviews on time, but youre also faced with hours and hours of recalling each employees performance details throughout the last few months.
Performance Review Infographic
Cornerstone conducted a survey of businesses with under 1,000 employees about their current practices surrounding performance reviews. Based on our data and studies from other sources, we can see that performance reviews are broken, and the key to creating a business culture with meaningful feedback will come from two things: Managers and Automated Performance Management Tools.
The Official Year-End Performance Review Checklist
Whether you're a seasoned HR pro or are implementing a new year-end assessment process at your company for the very first time, there are a number of things you can and should do to make annual reviews season a huge success for everyone involved. However, as a small- to medium-sized business, you may not yet have the resources or bandwidth to tackle performance management in as systematic as a way. (And that's ok!) Little by little you can build and grow a program that makes performance management a year-round conversation that provides more opportunities to assess your entire company's progress against goals, identify areas for growth, discuss career pathing, and a lot more. There are a lot of moving parts to this process. So, to help you get moving in the right direction, we've created this handy performance review checklist to make your life easier!
Top 10 Tips & Strategies for Performance Management Success for SMBs
We talked to Cornerstone SMB Performance clients to pull together a list of top 10 tips and strategies they would recommend for Performance Management success!
Continuous Performance Management: the shift from accountability to development
Imagine the day when someone in a horse and buggy saw an automobile for the first time. That person must have thought, “There's a better way; I'm looking at the future.” That's the way we create things from technology to new ideas: first, we crawl, then learn to walk and finally run. In the workforce, our version of crawling was to regard employees as assets to be held accountable by stick or carrot via annual performance reviews. The iterations of how to motivate, engage, and retain employees grown and changed over the decades. Now, finally, we are taking our first steps at a run with a philosophy and practice called Continuous Performance Management. Year-end performance reviews are increasingly no longer a best practice because they don't reflect the needs of modern workers. In one study, 95% of employees are dissatisfied with the annual review process and 90% don't believe they provide accurate information.
The 5 Most Common Types of Toxic Employees and Why They Can Wreak Havoc on Your Culture
How to deal with a toxic employee before bad behaviors turn into bad habits. As HR professionals and business leaders, you work hard every day to create a work environment and company culture that drives productivity, boosts engagement, and supports employee happiness. This is critical for running a successful business for the long-term. No one ever wants to work in a toxic environment—and for good reason. It creates emotional stress, increases apathy, and literally sucks the joy out of the air. That's why its not uncommon for employee turnover to skyrocket in companies where toxicity prevails, regardless of the source: from oppressive managers to team members who don't pull their own weight to abusive senior leaders (and everything else in between). Good work and great results are never a byproduct of a negative work environment. Never. Here's why this matters as well as why you should care. You've taken the time and used valuable resources to recruit, interview, hire, and train your employees—most of them chosen to fill a specific role because they are the best at what they do. Therefore, its up to you to continue nurturing them to succeed and thrive in the workplace.