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MonikaMegenney
Sr. Business Systems Analyst at a financial services firm with 1,001-5,000 employees
Real User
Top 20Leaderboard
Automation and strong reporting improve efficiency and shorten compliance-training completion time
Pros and Cons
  • "Combining everything together, our on-time completions have gone from the mid-sixty percentile to over 99% on-time completion."
  • "The automated ticketing system for technical support often has a response time that is quite long, which is something that should be improved."

What is our primary use case?

In my current organization, we use Cornerstone strictly as a learning management system. We use it to deploy all of our compliance training, which includes IT compliance, corporate compliance, and human resource compliance. We have a lot because, in our industry, there are a lot of compliance requirements.

We also use it for on-demand training. We have a couple of integrations with LinkedIn Learning and Skillsoft, just for skills training an on-demand, professional skills training.

How has it helped my organization?

Cornerstone has been around for a long time and they've put a lot of work into the compliance piece, specifically. They've really perfected how to deploy assignments, as well as how to redeploy assignments. This is important because we have a lot of compliance that has to happen annually and Cornerstone is the only system that I have found that can really do this successfully. It allows me to program a dynamic assignment that is ongoing and automatically reassigns compliance training on a schedule.

This makes my life infinitely easier and I would say automates 80% of what typically would be manual for other administrators. It really frees up my time to focus on development and strategy, as opposed to audit and manual tracking.

We deploy our training in quarterly bundles because there are about 30 of them per year and you don't want to assign all of them at one time. The system is capable of splitting it up and then reassigning it on a reoccurring basis until I instruct it to stop.

Combining everything together, our on-time completions have gone from the mid-sixty percentile to over 99% on-time completion.

What is most valuable?

The most valuable features are automation, analytics, and strong reporting.

The email digest that informs people about upcoming training is very helpful. If somebody has five training sessions scheduled then they receive a single email notification, rather than five separate ones.

There are reporting dashboards for managers that allow them to clearly and easily see where their team stands with training.

They have a Client Community Success Center, where clients can share ideas and interact with each other. People receive help for problems they are facing after asking for help or opinions or ideas on what to do.

What needs improvement?

My understanding is that they are working on the interface, which is something that is needed. The user interface and user experience could certainly use an update. The fact that it is a work-in-progress is obvious because it is strange to see one modern-looking page that is immediately followed by one that looks like it is from 1999.

The automated ticketing system for technical support often has a response time that is quite long, which is something that should be improved.

Something that I would like to see in the future is customizability for the Learner Homepage. This is an interactive web page for your training, and my company has chosen not to create a separate welcome page for the system. If it were customizable then I could, for example, have an inbox widget there. As it is now, the actions that a user can perform and not in a centralized location.

For how long have I used the solution?

I have been using Cornerstone Learning for eight years, on and off, in different environments.

What do I think about the scalability of the solution?

Cornerstone Learning is absolutely scalable. It can do as much or as little as you want it to, so it's really just about determining what each client wants out of the solution.

We have between 6,000 and 7,000 users and that includes every employee, consultant, contingent worker, and contractor that we have. The roles range from our C-Level executive suite to our most entry-level workers. I don't expect that our usage will grow considerably in the near future.

How are customer service and technical support?

Out of all of the software providers that I've worked with, in the talent management space, and there have been many, Cornerstone is the most client-responsive. They're really driven by our feedback and our suggestions. They are receptive, responsive, and very dedicated to the long-term success of their clients.

With respect to technical support, they are very good. However, there is one thing that can be improved and it is related to the automatic ticketing system. If you open a ticket and just wait for a response then it will take quite a long time.

What I have found, and I usually suggest it to other clients, is to first open a ticket and then call into the global support product line right afterward. By doing so, it really expedites everything. I don't think that this is very clear to clients and I think that it should be made more so. If instead, you don't follow up on your own, then it will be a long turnaround time. If you do follow up then it will be resolved in a matter of hours, or perhaps one day at the most. That is unless it is something extremely complicated that has to be escalated to the engineering team.

Which solution did I use previously and why did I switch?

I have used several similar solutions in the past. Some of these include Saba LMS, Adobe Captivate LMS, and SAP SuccessFactors.

Compared to these other solutions, Cornerstone is very simple to use. They have really optimized the ability to "click and drag" things over. Even when it comes to uploading content or creating your own content within it, this solution makes it easy. There are a lot of diagnostic tools and solutions. I also think that the support is unbeatable.

How was the initial setup?

I have seen this solution set up many times and I'm not going to say that it isn't complex. In fact, it's very complex. However, I think that Cornerstone has probably made it as simple as it can possibly be.

Cornerstone does a really good job of educating their clients, impressing upon them that they need to be dedicated to this system because they're always improving and always updating. I am a very hands-on administrator and I actually serve as a volunteer client community expert who advises other Cornerstone clients on how to use the system.

It gets complex because some clients expect an out-of-the-box, ready-to-go solution and that's not the case. It can't be the case with software like this because it's made to be customized to your business. Sometimes, clients aren't prepared for that or aren't quite aware of that. As somebody who has visited many different companies to help them leverage the system, I feel it's simply that the clients don't truly understand that they need a dedicated person on the ground. They need a dedicated resource who is really going to learn about the system and know how to take care of it, long-term. Often, clients feel that it will just take care of itself.

What about the implementation team?

I maintain this solution on my own.

What's my experience with pricing, setup cost, and licensing?

I was not involved in the financial negotiation for our contract with this company, but in the past, I have seen the fees run between $10 USD and $11 USD per user. You can add different modules as well, which increases the cost. For example, you can add a performance module, and these extras come at different costs. You can also bundle items together, which gives you a pretty significant discount.

Once you pay for that, it is all you need unless you want to add content and subscription services. You can do that through Cornerstone and they have a wonderful subscription service if you want additional pieces of training. There are costs for this and they vary depending on the number of users and how many different products you're purchasing.

What other advice do I have?

In the past two years, they have totally revamped the reporting module. It is called Reporting 2.0 and it is absolutely incredible. The administrator can create custom reports that are as granular or as wide as you want. You can share it with specific users or with entire groups of users. You can have the system email reports, which is very helpful because as an administrator, I am asked for reports constantly. Even when reports have been generated, stored, and are available for people to read, they still email me requests for updated versions. Reporting 2.0 has allowed me to program the system to email it to them on whatever cadence I choose. So, for example, every Wednesday at noon, a specific group of people will have a certain report emailed to them. There are lots of things that can be done with Reporting 2.0, where is it like a miniature version of Power BI. The difference is that your data is already in the system and it doesn't have to be imported.

It is helpful to understand the automation that Cornerstone provides because I often coach people on how to use it. They do things manually without realizing the potential for saving themselves work.

My advice for anybody who is implementing this solution is to designate a person or team, and then focus and invest in their development and education with the system. Cornerstone offers lots of free training but they also offer paid training. If the company does not have experience with it then I would suggest designating a team, flying them to Santa Monica or Salt Lake City, and visiting one of the offices in person to attend the training seminars. This needs to be followed up with time to practice those skills. Then, after this, take more training that's on their client success portal. I say this because administrators have to have all of the tools and then need time to practice the skills.

It can be very complicated and it doesn't matter what module you purchase. Whether it is learning, performance, or a full-stack solution for all of your talent management, this is really important information. It is sensitive data and a lot of the time it is audited. This demands that you really give yourself enough time to plan that properly.

The biggest lesson that I have learned with this solution is to always keep abreast of what's happening. Do not ignore their quarterly release notes and do attend the quarterly release webinars. All of the information that any administrator or system owner needs to know is provided. The important part is that you have to be receptive to taking it in, analyzing it, testing things, and being involved. Do not make the assumption that it's an out-of-the-box solution that will always work the same way because they are always improving.

As far as I'm concerned, Cornerstone is the absolute top learning management system on the market. They are client-centric and client-focused. They really take the time to educate people and involve them. The user interface is great and the support team is amazing. Their future is very bright and my only real complaint is about the response time for tickets that are generated, and how they are addressed.

I would rate this solution a nine out of ten.

Which deployment model are you using for this solution?

Hybrid Cloud
Disclosure: I am a real user, and this review is based on my own experience and opinions.
Director at a financial services firm with 1,001-5,000 employees
Real User
Top 20
It reduces the administrative burden and provides better visibility in reporting on benefits
Pros and Cons
  • "It helps the users to enroll for the benefits automatically and update their life events without the involvement of HR individuals or back-office staff. It enables a person to take action on their own. It reduces the administrative burden on HR and puts the ownership on the person that is going through the life event, whether it is having a child, taking a leave of absence, or something else. There are easy ways to integrate Workday with your common benefits. At least in the USA, it can be integrated with common benefits providers such as Fidelity, Blue Cross Blue Shield, Aetna, etc. It has got a connector that is able to connect with the vendor or the third party to which you are trying to send the eligibility file. It basically allows us to automate or set up the tool, and the integration with the provider is a lot quicker than competing tools. When it comes to reporting on just eligibility and SLSA, it is a lot more user-intuitive. Depending on the purpose of what you are doing, you can grant security rights or roles, for example, you can control whether someone is a benefits administrator doing an independent audit. Workday makes it very easy to do that. It significantly simplifies the reporting process."
  • "It is very unique as compared to other tools in terms of the employee master data and how it is organized. That's why sometimes the information needs to sit in two different systems because, in Workday, it is organized differently. This issue is not related to benefits. It is more or so related to how you categorize employees. I don't think this is a problem that could be solved. Workday is aware of this. It is one of those kinds of situations that you just got to live with."

What is our primary use case?

Workday is an HR management or a talent management tool. It is basically the full suite of HR core processes. It has got modules within it for benefits for HR administration and talent acquisition. 

How has it helped my organization?

We have been able to reduce the administrative burden of HR so that HR can focus more on strategic activities rather than administrative work. It also provides better visibility in reporting on benefits.

What is most valuable?

It helps the users to enroll for the benefits automatically and update their life events without the involvement of HR individuals or back-office staff. It enables a person to take action on their own. It reduces the administrative burden on HR and puts the ownership on the person that is going through the life event, whether it is having a child, taking a leave of absence, or something else. 

There are easy ways to integrate Workday with your common benefits. At least in the USA, it can be integrated with common benefits providers such as Fidelity, Blue Cross Blue Shield, Aetna, etc. It has got a connector that is able to connect with the vendor or the third party to which you are trying to send the eligibility file. It basically allows us to automate or set up the tool, and the integration with the provider is a lot quicker than competing tools. 

When it comes to reporting on just eligibility and SLSA, it is a lot more user-intuitive. Depending on the purpose of what you are doing, you can grant security rights or roles, for example, you can control whether someone is a benefits administrator doing an independent audit. Workday makes it very easy to do that. It significantly simplifies the reporting process. 

What needs improvement?

It is very unique as compared to other tools in terms of the employee master data and how it is organized. That's why sometimes the information needs to sit in two different systems because, in Workday, it is organized differently. This issue is not related to benefits. It is more or so related to how you categorize employees. I don't think this is a problem that could be solved. Workday is aware of this. It is one of those kinds of situations that you just got to live with.

For how long have I used the solution?

I have been using Workday since 2013.

What do I think about the stability of the solution?

It is very stable, but obviously, it is all about how you set it up and configure it. At the end of the day, the technology works. It is all about setting it up the right way.

What do I think about the scalability of the solution?

We use it across the organization for all 10,000 employees. As we hire more or acquire more companies, it is definitely going to be used more.

We have around 10,000 users, and about 4,000 of them are back-office employees. That would be HR, finance, supply chain, and IT. The other half of the organization is using it sparingly, but this is the revenue-generating workforce that is sitting in the field. These could be plant workers, plant supervisors, and craft labor. Basically, we just log in to look at their paycheck and other things, but we use the app to look at their leave balances.

How are customer service and technical support?

They do a great job of selling the tool, but for support, you are kind of on your own. You either decide to go with a vendor to support you, or you build capabilities in-house. It is a common model. I know it sounds like they are leaving you out to dry, but in today's day and age, this is a common model with most providers.

If we need additional stuff that we are not getting, they are great at providing that. In terms of supporting the application, I can't even rank them because, frankly, they don't do it. It is something for which we have to pay an external vendor to provide the service.

Which solution did I use previously and why did I switch?

We went from Legacy ERP to Workday. We switched because of its simplicity, ease of use, and a lot simpler and easier user interface.

How was the initial setup?

The initial setup was complex but manageable. I have worked on a couple of deployments. The last one within the last year was supposed to take eight months, but it took a year and a half. That was mainly because of the integrations taking a lot longer than I anticipated and problems with the vendor who was implementing it. The vendor did a series of missteps that didn't help.

What about the implementation team?

We had an implementation partner who didn't do a very good job. We have 10 to 20 people to maintain it, but it depends on the complexity of your configuration and builds. 

What's my experience with pricing, setup cost, and licensing?

You have the license fee per module, and then you have a kind of annual training fee, which is a kind of add-on. I wouldn't say it is exhaustive; it is minor. Licensing is pretty transparent for most of the part.

Which other solutions did I evaluate?

We considered all the top leading HCM solutions, such as SuccessFactors, Oracle HCM, and UltiPro. It was a $5 million to $10 million investment for us.

What other advice do I have?

I would advise making sure that your HR data is clean. Take your time. Everybody is eager to implement a new shiny toy, but a lot of cleanups are required to get your house in order. You have got to clean up your HR data and make sure that there are no duplicate employees, people are assigned to the right job descriptions, and there are no such people who are terminated but still sit in your organization. When you actually migrate the data, all such issues will create a lot of problems. 

It is a leading talent management tool, and it has got the largest market share. I would rate Workday a ten out of ten.

Which deployment model are you using for this solution?

On-premises
Disclosure: I am a real user, and this review is based on my own experience and opinions.
Sajan Nair
IT Director at a manufacturing company with 5,001-10,000 employees
Real User
Top 5
Very flexible and can be configured in multiple ways; high user satisfaction from our employees
Pros and Cons
  • "In general, the solution is very flexible and can be configured in multiple ways."
  • "The mobile app and web page user experience could be more user friendly."

What is our primary use case?

This solution is being used for the core HR payroll, it's self-service for our 6,000 employees.  They have access to the solution and can do anything on it; request vacation, check their payslip, anything related to business trips, basically everything that goes through the system. All HR-related services are online for users to access from their mobile phone, computer or through a chat bot. It's also connected to a biometric solution, where attendance is pushed into Ramco so if there is an attendance correction required, it can be approved by the manager. The core HR team runs the payroll and all other HR activities. These three core areas are covered through the solution. We are customers of Ramco HCM and I'm the company IT director. 

How has it helped my organization?

This solution has saved the company a lot of time. It used to be that if you wanted to request vacation and you were in a remote location, it could take up to 45 days to complete that process. Now it can take a couple of days and maximum a couple of weeks, depending on the approval number. Everything is online, transparent and usable for all the employees.

During our initial process, we identified one of the major reasons for our employee attrition rate, was due to issues of this kind. Employees were not happy with their travel visas and 73% were unhappy with the manual forms. It was one of the main reasons for implementing the solution. 

What is most valuable?

The flexibility of the payroll aspect is a key feature and we haven't had a single issue related to that. In general, the solution is very flexible and can be configured in multiple ways. We have a lot of expatriates working here in Saudi Arabia, so the payroll is quite complex with the variety of requirements for different types of employees. It's all configurable in the system without any issues and not a single point was left out which used to happen when we were using SAP. 

Not all of our employees have access to computers so it's helpful that the system works well on a mobile application as a chat mode or using the mailing function. When a request comes in you can directly respond, which is very much appreciated by the senior management team because they don't have to log in to a solution to approve something.

What needs improvement?

The one area where I would like to see some improvement would be the mobile app and web page user experience which could be more user friendly. 

What do I think about the stability of the solution?

We went live and a month later COVID started and there were a lot of issues. That said, we've been able to manage everything without any trouble. 

What do I think about the scalability of the solution?

Scalability is good. We started the solution immediately with all our 6,000 employees and performance is stable. It has required some fine tuning for the department sectors. Next year we'll go for the phase two implementation and add two more modules, which is recruitment and training, and performance management.

How are customer service and technical support?

There is a portal which mostly runs on Jira. We create a ticket and there is an agreed timeline and we have an escalation metric in case of problems. We have an account manager assigned to us, so we talk to them in case we require some priorities. There is usually a monthly scheduled meeting where we review all the scheduled tickets and statuses. We haven't had many issues since we went live. 

Which solution did I use previously and why did I switch?

We previously used SAP HCM. 

How was the initial setup?

The implementation was very smooth compared to an SAP implementation. We had a project team made up of HR staff, IT, finance, and representatives from all project areas. Mostly it was driven by the HR team and one consultant from Ramco on site. It was very straightforward. 

What was our ROI?

From an employee satisfaction perspective we do have a ROI. This is the first time we have a solution which is running across the board and the HR team are happy. Their salaries are going out on time and they are happy. The solution doesn't make money so a ROI calculation is difficult to judge. 

What's my experience with pricing, setup cost, and licensing?

The license is not a subscription model. It's not the SaaS subscription model, but otherwise it runs like an SaaS. They have three or four different licensing models, but we opted for a perpetual license. We own the license and it's hosted and managed by Ramco. It's very straightforward, you could choose a public option or something that's on an SaaS subscription model or you can have your own hosting and your own license. The third option, which we chose, is to have your license hosted by Ramco. We pay the standard, one-time license fee, annual maintenance, and management and hosting charges.

What other advice do I have?

For anyone in the Middle East, I would strongly recommend this solution over SuccessFactors or Workday as the payroll feature is very much localized for the region and it supports all the business requirements without any additional modification. It's very important to prepare yourself, your team and the organization structure data, job descriptions and things like that, before you start the implementation. The master data management is where we had some problems due to discrepancies in job descriptions. We realized that when we uploaded and started building the organizational structure.

I would rate this solution an eight out of 10. 

Which deployment model are you using for this solution?

Hybrid Cloud
Disclosure: I am a real user, and this review is based on my own experience and opinions.
IT PMO at a financial services firm with 10,001+ employees
Real User
Top 10
It simplifies everything for human capital management and is stable and scalable
Pros and Cons
  • "It simplifies everything for human capital management, and all users can do self-enrollment for leaves and those kinds of things. The employee self-service feature is quite a powerful feature for me. You can install it on your mobile phone or iPad and do your employee service activity there."
  • "I'm currently working for a state-owned government company, and we need to follow some standards and regulations. We also have a strategy to be followed. Sometimes the template and the format are not available in the SAP HCM, so we have to work around this limitation. The tax also sometimes changes in my country, and we have to redo everything to change the payroll calculations, benefits, and things like that. The talent management feature can be improved. It is currently very simple in SAP HCM. SAP is also very hard to integrate. In terms of monitoring, there are no monitoring tools, but as long as we take care of the disk capacity, there is no problem."

What is our primary use case?

I used it for learning and talent management, employee self-service, and the n2n process for HRIS.

What is most valuable?

It simplifies everything for human capital management, and all users can do self-enrollment for leaves and those kinds of things. The employee self-service feature is quite a powerful feature for me.

You can install it on your mobile phone or iPad and do your employee service activity there.

What needs improvement?

I'm currently working for a state-owned government company, and we need to follow some standards and regulations. We also have a strategy to be followed. Sometimes the template and the format are not available in the SAP HCM, so we have to work around this limitation. The tax also sometimes changes in my country, and we have to redo everything to change the payroll calculations, benefits, and things like that.

The talent management feature can be improved. It is currently very simple in SAP HCM. 
SAP is also very hard to integrate. In terms of monitoring, there are no monitoring tools, but as long as we take care of the disk capacity, there is no problem. 

For how long have I used the solution?

I have been using this solution since 2014. 

What do I think about the stability of the solution?

It is quite stable because we run it on the IBM AIX platform, which is quite powerful. The CPU allocation is maintained by us. We use the DB2 database. In terms of power, machine performance, and availability, it is quite stable.

What do I think about the scalability of the solution?

It is definitely scalable because we have an on-premises solution. It is very simple to add memory, processor, or disk capacity.

How are customer service and technical support?

We got the principal support from SAP. We also have support from a business partner to do all the implementation and maintenance. We don't have any issues related to support.

Which solution did I use previously and why did I switch?

I am also using SuccessFactors. SAP HCM has got talent management, but it is not as detailed as in SuccessFactors. In terms of HR management, SAP HCM has got more features and more details than SuccessFactors.

How was the initial setup?

It is totally customized. The full deployment or rolling it out fully takes one to two years.

What's my experience with pricing, setup cost, and licensing?

SAP is expensive, but if you're using the product, then the expensive product becomes inexpensive. Considering its performance and features, I find it quite reasonable.

What other advice do I have?

The best thing to do is to identify whether you will need integration with other applications or solutions. If you don't look at this aspect in terms of future implementation, it will give you a hard time later on while doing the integration.

I would rate SAP HCM an eight out of ten.

Which deployment model are you using for this solution?

On-premises
Disclosure: My company has a business relationship with this vendor other than being a customer: partner
HR Operations Manager at a tech services company with 10,001+ employees
Real User
Top 5Leaderboard
Quite stable, easy to setup, and it has good support but it does not synchronize well with other ERP tools
Pros and Cons
  • "The most valuable features are that we can upload documents and download them on demand."
  • "I would like to have a better and more user-friendly interface."

What is our primary use case?

We are using IBM Kenexa for onboarding employees.

How has it helped my organization?

It reduces the amount of time it takes to share drives and search for a person. It is quicker joining documents when you can just put in a person's name and find the entire onboarding history and recruitment options. 

That makes it easy because it's all centralized, it's easy to download and navigate.

What is most valuable?

The most valuable features are that we can upload documents and download them on demand. This is very useful. It could be joining documents, or employment screening, or your employment history. 

It's easy enough to upload, find, and retrieve whatever you are looking for.

What needs improvement?

It does not synchronize well with other ERP tools, such as SuccessFactors or Workday.

I would like to have a better and more user-friendly interface. It needs to be a bit more intuitive. It's not as intuitive as SuccessFactors.

In the next release, I would like to see a better user interface, better speed, and a bit more customization without having to reach out to IBM.

What do I think about the stability of the solution?

It is quite stable. There have only been a few IT downtimes. 

Also, it is quite dependent upon how SAP functions. 

It is more or less stable most of the time and in general, I do not have any problems with stability.

What do I think about the scalability of the solution?

It's pretty scalable. It's currently onboard deployment.

As long as you have the server capacity, it's scalable.

My current team supports approximately 20,000 employees. The data for approximately 20,000 employees is uploaded on it, year on year 20,000 to 25,000 a year. We also have 35 people who are active administrators on any given day.

At this moment, we do not have plans to increase our usage because our hiring has come down due to the COVID. There are no current expansion plans, at least until the middle of 2021 maybe 2022, given the current trend.

How are customer service and technical support?

Technical support has been fantastic. Anything that we raise is generally resolved in 24 hours. 

Complicated issues might take a while, but we haven't had many or even any in the last year.

Which solution did I use previously and why did I switch?

I have not used another solution prior to IBM Kenexa. I have been using Kenexa for a while.

How was the initial setup?

The initial setup is pretty straightforward.

The deployment was done in-house.

This solution requires maintenance. We have a team that is designated to maintain this it.

What other advice do I have?

I would recommend this solution to others, but I would say make sure that you have the basic infrastructure and training for the people. It's essential.

I would rate this solution a seven out of ten.

Disclosure: I am a real user, and this review is based on my own experience and opinions.
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