“This model is a key leadership behavior we desire to foster across the UT System, to work in partnership, rather than potential silos.”
"In just over 6 months, we successfully launched the new system. We worked with staff, managers, Trade Union colleagues and our system user group to get things right.”
“It’s so easy. Users can take training whenever they want, just by opening up their laptop. It’s been very helpful.”
“We had to create a spreadsheet for each new hire. It was a very arduous process. We spent four hours a week just managing spreadsheets.”
“Using events to train people wasn’t hitting home. Millennials want access to mobile learning, on their own time.”
"To stop the insanity that goes along with multiple platforms and vendor contacts, we were looking for a unified talent management solution. Our project team unanimously recommended Cornerstone OnDemand."
“One of our executives recommended Cornerstone. I did my homework and looked at other vendors.”
"We were hoping to change the way disaster response works, but our systems were brittle and not scalable."
“Everything was manual. People would send me their reviews, and I would add them to an Excel spreadsheet.”
“One of the most important aspects of Cornerstone Recruiting is its flexibility. Every organization is different in how they recruit. The recruiting solution adapts to us.”
“With Cornerstone, we can now create a consistent message, from executives to team members, about what it means to be a leader and work at Walgreens.”
“We’ve been able to identify our core needs, possible skill and people gaps, and various scenarios that will affect our growth and future strategies.”
"Performance is an important factor in understanding how engaged people are with Hyatt. Those people who feel and know they're contributing value to the company are the ones moving Hyatt forward and taking care of our guests."
"With thousands of colleagues in the U.S., it's a challenge to make sure that everyone's career interests and development needs are being considered. Cornerstone allows us to connect those who are seeking out new career opportunities and development with our talent needs."
“Our people were getting bored by not having engaging conversations. We’ve eliminated ratings altogether. With ratings, associates would be discouraged if they scored a two out of three and think they were fine if they got a three. It wasn’t meaningful.”
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