Workforce Planning Tools

Data-driven workforce planning software

Align your people to organizational goals and better plan for the future.

Proudly trusted by 6,000+ organizations across the globe

intertek
allegis
rsm
trinet
alaska airlines
ups

Align talent to strategic objectives

Adapt and align for success
Scenario modeling
Advanced permissions
Compliance tools
Intuitive visualizations
Real-life 
success stories from Cornerstone customers

Real-life 
success stories from Cornerstone customers

“ Creating and updating our charts saves us time equivalent to one full-time employee – time that we can now spend on more value-adding activities. ”
Morten Rossing

Morten Rossing

People Systems Manager, Novo Nordisk

Connected Experiences

An individualized & self-driven growth experience for people

Open Architecture

Designed for seamless connections and maximum flexibility

Aligned Growth

A skills platform that connects everyone and everything

Intelligent Insight

Purpose-built AI engines that do the heavy lifting for you

Connected Experiences

An individualized & self-driven growth experience for people

Open Architecture

Designed for seamless connections and maximum flexibility

Aligned Growth

A skills platform that connects everyone and everything

Intelligent Insight

Purpose-built AI engines that do the heavy lifting for you

Cornerstone is more than a product. We’re your partner.

Cornerstone is more than a product, we're your partner.

For more than two decades, we've been at the forefront of talent and people innovation, helping our customers stay ahead of the curve. Our team of experts deeply understands your unique talent challenges and opportunities with an unwavering focus on our customers' success. Together, we will work hand-in-hand with you to deliver extraordinary experiences and the results that matter to your organization.

Related Resources

Want to keep learning? Explore our products, customer stories, and the latest industry insights.

An extraordinary business takes all kinds of people

Datasheet

An extraordinary business takes all kinds of people

When your organization embraces diversity, equity, inclusion and belonging (DEIB), you not only build a culture where people feel they belong but also outperform your competition. Why invest in DEIB training? Put improving your DEIB first on the initiative list using our curated online training subscription library. When you support a more inclusive and equitable workforce, you'll facilitate career mobility and elevate diverse voices across your organization.

Siemens delivers modern learning experiences

Customer Story

Siemens delivers modern learning experiences

A critical part of delivering development to large organizations like Siemen includes seamless integration between learning platforms and e-learning content. Siemens leverages the combined strength of the Saba Cloud development platform and OpenSesame's comprehensive learning content. With the seamless integration of these eLearning courses into Saba Cloud Learning, Siemens can provide its employees with real-time access to cutting-edge content matched to their learning plans. As a result, Siemens has achieved efficiency and productivity gains, while also providing the modern, agile learning experience its employees crave.

#MillennialMatters: How to Get Your Coworker Fired

Blog Post

#MillennialMatters: How to Get Your Coworker Fired

My coworker once discovered that our colleague was blogging about us on his Tumblr account. He wasn't writing anything scandalous — the morning meeting was dull, he timed our bathroom breaks — yet it was in violation of our corporate policy. So as gossip spread through the workplace, we debated whether or not to turn him in. It turns out this predicament is common among my Millennial-aged friends. There's one who sees his friend in Facebook photos smoking pot. There's another who sees her friend hanging out at the beach when she called in sick. With ever-changing digital and workplace guidelines, what is considered acceptable and unacceptable to report to HR? After all, no one wants to be a tattletale, but at the same time, no one wants to get in trouble for not notifying corporate HR about behaviors that might damage their livelihood. It turns out there's no consensus among HR managers about specific social media policies. Larger firms tend to adhere to stricter no-tolerance guidelines, while smaller shops are more lenient, but all agree that HR departments need to be proactive about addressing social media usage. "Many of our employees don't see anything wrong with talking about their lives at work, so during orientation, just as I talk about vacation or healthcare, we talk about best practices," says one HR executive with an entertainment company. Indeed, HR managers believe "don't do stupid things" is the best approach to social media. Coworkers don't need to tattle if their colleagues aren't doing inappropriate things. "It’s really an issue of common sense ... everyone has the right to free speech so from a social media perspective, we can’t tell people what to say or what not to say. And frankly, given the nature of our business, we encourage our employees to be very active on social media — to share experiences, highlight events, share new perspectives, raise awareness," says HR manager Alison Moriarty, SVP, Group Director, Starcom MediaVest Group, a network under advertising holding company Publicis Groupe. There are still times when employees may see things that they wished they didn't. And when that happens, HR managers prefer these workers err on the side of more rather than less disclosure. "As an employer, it is critical for us to protect the interests of our clients, our people and our business," says Moriarty. These violators may face punishment, but HR managers say they won't penalize workers for not telling them about coworkers. Several say that this open, as-you-see-fit policy encourages young employees to come forward. That said, many managers realize that Millennials may not view many situations as problematic — or that they fall into a grey zone of uncertainly. As such, many recommend setting up a way to anonymously report situations that then allow others to take control. "It's all about transparency. Let me know the good and the bad and let me be the judge," says one executive with an advertising agency. Ultimately, anonymity is how my colleagues and I handled our blogging worker. We left a note that led to HR eventually deciding that his behavior was unacceptable and he was let go. Full disclosure: we still read his blog.

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