Wer nutzt diese Software?

Kleine, mittelständische Unternehmen und Unternehmen auf Konzernebene

Durchschnittliche Bewertung

32 Bewertungen
  • Gesamt 4 / 5
  • Benutzerfreundlichkeit 4 / 5
  • Kundenservice 4 / 5
  • Funktionen 4 / 5
  • Preis-Leistungs-Verhältnis 3.5 / 5


  • Kostenlose Version Nein
  • Kostenlose Testversion Nein
  • Einsatz Cloud, SaaS, Web
    Mobile - iOS Native
    Mobile - Android Native
  • Training Persönlich
    Live Online
  • Kundenbetreuung 24/7 (Live Vertreter)
    Support während der Geschäftszeiten

Angaben zum Hersteller

  • Cornerstone OnDemand
  • http://www.cornerstoneondemand.com
  • Gegründet 1999

Über Cornerstone Performance

Cornerstone Performance misst, wie effektiv und wertvoll Mitarbeiter für die Gesamtziele des Unternehmens sind. Mit diesem Tool können Stakeholder die Mitarbeiterleistung durch Zielsetzung und -nachverfolgung, anpassbare Überprüfungsformulare und -skalen, 360-Grad-Feedback von Kollegen in sozialen Foren, Kompetenznachverfolgung und mehr eindeutig einschätzen. Diese Funktionen arbeiten zusammen, um Führungskräften ehrliche, objektive Bewertungen zu liefern.

Cornerstone Performance Funktionen

  • 360-Grad-Feedback
  • Anpassbare Vorlagen
  • Benutzerdefinierte Bewertungsskalen
  • Beurteilungen der Kompetenzen
  • Bewertungszyklen tracken
  • Entschädigungsmanagement
  • Gewichtete Leistungskennzahlen
  • Individuelle Entwicklungspläne
  • Kollegen-Bewertungen
  • Laufende Leistungsverfolgung
  • Selbsteinschätzungen
  • Self-Service Portal

Alternative Produkte

Die hilfreichsten Reviews für Cornerstone Performance

Versatile Performance Management System, But Not Intuitive

Bewertet am 26.3.2019
Vice President, HR Operations and Insights Manager
Bankwesen, 501-1.000 Mitarbeiter
Verwendete die Software für: Mehr als 2 Jahre
Quelle des Nutzers 
3 / 5
5 / 5
Eigenschaften & Funktionalitäten
4 / 5
3 / 5
Wahrscheinlichkeit der Weiterempfehlung:
Unwahrscheinlich Äußerst wahrscheinlich

Kommentare: Overall, it meets our fairly complicated needs for performance management, but I wouldn't make the decision to go with Cornerstone if I could do it all over again.

Vorteile: This system is highly customizable - pretty much any type of performance process can be plugged into this product. The system comes with several ideal features out of the box, such as inappropriate word filters (the bane of HR's existence when managers complete reviews), simple and complex individual or team goal structures, and a simple, easy to use interface for employees.

Nachteile: Because this system is so customizable, plan on spending at least 3-6 months configuring the system for use. Even after 3 years of using this system, we still regularly find things that need to be set up differently or that we didn't even know existed. Additionally, the performance tasks are rigid once deployed. For example, you cannot change the verbiage in a notification email once the performance task is deployed, so if you want to word something differently or made a mistake when setting it up - you're stuck with it until you either delete the task (and roll out a new one), or until the task period expires.


Bewertet am 3.3.2019
Asfand J.
Hochschulbildung, 13-50 Mitarbeiter
Verwendete die Software für: 1-5 Monate
Quelle des Nutzers 
4 / 5
5 / 5
Eigenschaften & Funktionalitäten
4 / 5
4 / 5
Wahrscheinlichkeit der Weiterempfehlung:
Unwahrscheinlich Äußerst wahrscheinlich

Kommentare: Employees can have a look at the performance feedback through 360-degree feedback from numerous sources as being fair and reliable – and are most probable to change their behaviors and increase their performance if they got the idea about the feedback coming from various sources. Apart from being subjective, it assists the employees in growing and developing by increasing the real-time input from the individuals that work near to them. This software also helps the managers to get a productive understanding of the employees’ performance and supports the remote workers.

Vorteile: 360-Degree Feedback Software is best for the identification of behavior gaps and performance. When I use this software, it gives me a clear picture of how performance and behavior are interlinked in the workplace. It expands my range of information through the recording of all the relevant information among different evaluations. When properly implemented and designed, I use this software to encourages multidirectional and personalized responses that provide an overview of the behavior of employees. It is also involved in my agreement upon expectations.

Nachteile: Once the questions of 360 survey are poorly implemented and designed, the received feedback was of no use for me. The questionnaires answered with the negative queries that inquire what an employee should be or does not do, doing both do not encourage the honest feedback and make the subject feel defensive when they are reviewing the answers. If I include impersonal questions that are inquiring the behavior in general terms as compared to the specific ones, it results in producing unhelpful results. Designing of a 360 feedback process is a time consuming and lengthy process for me, but the implementation is also a daunting task

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