Cornerstone Learn Reviews

I am a senior implementation consultant so my focus is on the implementation of this solution.

The interface offers a good user experience. There are new releases every three months that keep up with industry standards and meet the needs of the customer.

From an API perspective, this is a very robust platform that offers integration with many other platforms including Linkedin and Salesforce. 

The support for this solution could be improved. 

I have used this solution for six years. 

This is a stable solution. We have never had an outage and are told upfront when releases and patches are going to take place. 

This is a scalable solution. Our clients have up to 100,000 users. 

There are certain support staff who are extremely knowledgeable and helpful and others who are not as good. 

Neutral

Cornerstone offer three portals for implementation. We configure everything on the pilot portal and once everything is signed off on the UAT process, we start moving things into production.

This solution offers competitive pricing. 

Before Cornerstone, we used Modal. The primary reason why we switched from Modal to Cornerstone was for improved security and to keep up with the latest trends. Because Modal is an open-sourced system, it becomes resource-intensive in terms of keeping up with security patches and functionality. 

I would advise those considering this solution to review the learning content they have and consider all the criteria for successful implementation before getting started. It is good practice to have a governance system in place for any learning management implementation. This provides guidance on what functionality to make use of at what times as well as determining how new changes are rolled out.

I would rate this solution a nine out of ten. 

Cornerstone covers learning, recruitment, succession, and performance. For me, Cornerstone is the best for learning and performance. It has the core functionalities, but it's not a module in itself. It just has some data, and this data helps to use other modules, such as LMS. 

Its user-friendly interface is most valuable. You can configure your welcome page and design it the way you want on your own. 

It is the best one in the market for learning. It has a good functionality where you can follow your learning, stop learning, and remove learning. You can do a lot of actions. They invest a lot in learning. Every three months, there is a release, and any bugs that we have found are solved every three months. They have a good support team.

A minus is that Cornerstone doesn't provide the admin the ability to create their own content for learning. So, you can just manage the content.

They don't invest a lot in some of the other modules. For instance, Succession is a very good module, but it is still a small module. You cannot do everything that you want. Similarly, with the HR module, it is complicated to put all the strategies in Cornerstone because it is very hard to find a workaround.

They should also work on the Recruitment module. There are a lot of bugs in this module. From my experience, even their support team is not proficient in this. They don't have a level-three support team experienced in the Recruitment module.

Its stability varies. It is a stable solution. If you have found a bug, you can escalate it to support. They have a very good support team, and they can solve it, but sometimes, it can become unstable. When Cornerstone releases some patches, they can have an impact on the solution. If a fix is already implemented, they create a patch, but they don't inform. They just publish a paper on this patch, and if you don't go and look for this information, they will make it live, which can have an impact on the solution.

You have a lot of rules. You need to be a little bit experienced to know all the tips to have a good implementation without a lot of bugs. So, it's stable when you have all the support of the team so that if you have any bug, they can find a solution very quickly. On the other hand, like any other solution, when they do new releases, sometimes, these releases can have an impact on what you have already done.

It is definitely scalable. Cornerstone is built for big companies. Mostly, all people in the clients' organizations use Cornerstone. They have a portal, which is like a virtual HR. It depends on the module, but they can see their career and their training.

When Cornerstone is for the whole company, it's just the rules that change. You have end-users. You have managers, and you have functional HR managers. The visibility is different from one user to another. You can put a function in the solution that's deployed for all.

It depends on the client because it's a part of the package. All the clients do not have support, but if they do, it is a good thing because you can communicate with someone who can find the solution for you.

Their support is good. There is also a help page, and you have all the functionalities on the help page. Sometimes, you just need to go to the help page, and you can find the bug or issue that you are facing.

I am a consultant. I go to companies that have other information systems, and they change to Cornerstone. They usually change because it's simple. The budget might also have a role to play in it, but it's more likely because Cornerstone is very well-known for learning. Sometimes, they change just for learning. They try the Learning module, and then they find it better to also take the Performance module so that they can link both modules and have more information about all the paths for the career of the employees. So, it starts with the Learning module, and then they start to deploy everything. They end up deploying Performance, Recruitment, Succession, and other modules.

Like any information system, it has ups and downs, but for talent management, it is a good solution where you can find several functionalities to help HR. I saw the value of Cornerstone when I worked with other information systems.

A plus point of Cornerstone is that they give you the steps to deploy the solution for each module, which makes the process easier because you have the methodology. You just need to follow the steps, but it also depends on the client. You cannot follow the same process for all clients. So, you take the key steps of the methodology, and then you adapt it for your client.

The number of people required for deployment varies. Sometimes, you need more than 10 people. For instance, for a company here in France dealing with water and waste, we needed about 20 people for the project. It also depends on whether it is the first deployment. If it is the first deployment, you would need at least five people. You would need one to two junior consultants for implementation, and you would need others to better understand the need of the client and analyze the impact. Cornerstone is super, but it cannot do everything. So, you need to analyze the project.

The implementation can take a year and a half if you don't have anything else previously, or if you have another information system and you want to move everything to Cornerstone.

When we deploy Cornerstone, sometimes, we first deploy it on a small scale to see how they react. That's because we need to do change management for the users, but we can extend it to the whole company and business worldwide. The more we extend it, the more interesting it gets because we have a lot of information and reports regarding the whole company.

Clients do see an ROI but not in the first year. They need to wait for two years at least to have some data and start seeing the improvement in learning. They can see that people are doing more learning because they have more reminders. They can see the performance and the percentage. It helps to have a global idea.

I can recommend the product, but you need to find a good consultant to implement it. That's because the first implementation will play a big role in the future of the tool. If you implement it in a good way, you don't need to hire someone to fix all the bugs later on. So, the first deployment has a big impact on the future usage of the tool. You have security rules and other things in Cornerstone, and if you don't know the solution very well, things can get very hard in the future.

I would rate it an eight out of ten.

We use Cornerstone Learning for managing learning in corporate environments.

The most valuable features of Cornerstone Learning are how they organized the management of the different content types is good. They are done in different ways which is a benefit. Additionally, the reporting 2.0 and playlist functionality are very good.

Cornerstone Learning could improve the curriculum function by giving it more flexibility. I'm managing the solution and I adding content to the system, and overall, the backend of the system looks a bit dated.  Cornerstone Learning has focused a lot on the user experience and less on the backend operational administrative experience. This could be improved overall.

I have been using Cornerstone Learning for approximately eight years.

Cornerstone Learning is a reliable solution.

The scalability of Cornerstone Learning is good.

We have approximately 5,400 end-users and 100 operations and administrators using this solution in my organization.

Cornerstone Learning is used widely in my organization for compliance training, and leadership managerial training. We are looking to increase engagement with Cornerstone Learning over the next year or two.

The support from Cornerstone Learning is good. They have an online forum, we have a customer service manager and technical support that are good.

The documentation of Cornerstone Learning is detailed and comprehensive. They are available to anybody, they can be found with a quick internet search. The documents are very detailed about how you can accomplish tasks. There are times the information covers less of why you would use certain functionality and the pros and cons of using that functionality.

My organization had two separate systems, and as part of a merger, it was decided to choose only one system because one of the systems didn't have the capacity for all of the offices for the entire two organizations. The problem was more about scalability and functionality. That's why the decision was made to use Cornerstone Learning.

It took approximately six months for us to fully implement Cornerstone Learning. However, this timeframe was not necessarily a negative reflection of Cornerstone Learning but how we were implementing it.

There were approximately five people were involved in the deployment.

Cornerstone Learning requires some maintenance and we have two people that support the solution. I am one of the two that support Cornerstone Learning.

We have received a return on investment for Cornerstone Learning. There is a more coherent view in terms of the management of training, auditing of training, tracking of learning, and the way that learning is presented to people. It is a positive return on investment.

The pricing of Cornerstone Learning is reasonable, but my knowledge of the cost is limited. I've had some discussions about licenses. I suppose we've had to push them a little bit to be more flexible about the licensing. For example, someone said they could only give us licenses in a batch of 500, but we found out that it wasn't true. We were able to negotiate a different amount.

There are some additional features that you can purchase. All the additional features are easily laid out and they have made everything transparent if knowing exactly what features you will receive.

My company evaluated three or four different learning management systems, and Cornerstone Learning came out top. This is why we are using it.

My advice to others is they need to define what their existing learning landscape is and go around your organization to inform everyone of the things that are going to be taught and how things are going to be managed. Aspects of the system have to be determined, such as what other learning management systems are there, for example, spreadsheets. It is important to define what's going on at the moment, how much of that is learning, and what is it that is being taught. In the end, you can determine what learning has to go into the new system.

I rate Cornerstone Learning an eight out of ten.

Cornerstone Learning's most valuable features are the keyword search, filters, and add-to-favorites option.

Cornerstone Learning could be improved with more e-learning content. I'd also like to see smaller modules for assessments and assignments.

I've been using Cornerstone Learning for about a month.

Cornerstone Learning is stable.

The initial setup was very smooth and easy, and deployment took between twenty and twenty-five days.

We chose to use Cornerstone because it's a global LMS that's user-friendly and has a good track record of training. I would rate Cornerstone Learning seven out of ten.

Cornerstone Learning has helped our company by enabling us to use reporting and learning.

The most valuable features of Cornerstone Learning are how extensive the configurable the solution is. 

The recruitment module needs to be improved in Cornerstone Learning. 

In the next release of Cornerstone Learning, they can improve the inconsistencies.

I have been using Cornerstone Learning for approximately six years.

Cornerstone Learning is a stable solution.

The scalability of Cornerstone Learning is good.

We have approximately 60,000 people using this solution.

Cornerstone Learning is being used intensively and we don't expect it to increase.

I rate the technical support from Cornerstone Learning a three out of five.

We were using other similar solutions previously but we switched because we wanted to stop using many solutions to one.

The initial setup of Cornerstone Learning is complex. The process took approximately six months.

I rate the initial setup difficulty level of Cornerstone Learning a four out of five.

We used the vendor for the implementation of the solution.

I rate the ROI of Cornerstone Learning a four out of five.

I rate the price of Cornerstone Learning a four out of five.

There are not any additional costs other than the standard licensing fees.

I evaluated other solutions before choosing Cornerstone Learning.

My advice to others would be for them to create user stories.

I rate Cornerstone Learning an eight out of ten.

It was our learning management system. I was responsible for all the GCP training for the entire organization. So, we used the Cornerstone system to create and assign training for the whole company.

It was on the cloud, and it was global.

It was better than the previous learning solutions we had. We liked that it was global. We liked that you don't have to be logged into the company network to be able to use it. Those were really big benefits for us. 

Dynamic assignments were valuable.

There is a need for quite a bit of improvement. The reporting side of things definitely needs a lot of improvement. At the moment, it gives you a data dump. You have to open it up in Excel and filter out the bits that you don't want and need.

The whole system itself is not so user-friendly from an administrative side. The way we used it is that we assigned curricula to our learners. So, if there were due dates on a certain learning object, those due dates weren't shown at the curricular level.

Another thing that we found was that where we used groups, the groups were attached to the assignments for the curricula. For example, if you have a group with about 30,000 learners in it, and if a learner left that role and moved into another role, you literally have to scroll through the pages one by one or three at a time to find that learner and remove that learner from the group. That's the only way that you could get them out of the group so that they were no longer assigned to that curricula. We spent a lot of time doing that. We asked for simply being able to search in the group for a learner and be able to remove them that way. We should be able to just remove people a lot easier. We should also be able to just delete a group. Certain people, such as super users and super admins, should be able to delete the groups. At the moment, there's no way that you can delete them. There should be a way to remove them to keep the system clean. 

It was so vast in terms of what we could do in the system, but there was a lot of the functionality we didn't need, and we had to bypass that. From that aspect, it would be nice to have a default so that those selections are not available to us. That stops people from doing things wrong in there.

I used it for two years. I used it in my last role, which ended on the 31st of March. I'm not using it at the moment.

There were times when things didn't work. For example, if we had training that had a due date on it, we had to put the due date on the learning object level, and some learners didn't see the due date. They didn't realize there was a due date because not all our training had a date. The Cornerstone people we liaised with did recommend that we don't use any due dates at all because they were aware of that problem, but we had to. As a compliance company, we had to make sure that we have due dates for our training. So, there were times when those due dates didn't show, which was a problem.

It depended on what task you were working on in the system. For example, if we were administrating the groups or the assignments, it worked fine. If we were working on curricula, for some reason, the system was really, really slow. It took a long time to actually find the curricula, and it took a long time to do anything in that. It would depend on what time of the day you went in there. If you, for example, went in on a Sunday, or you went in on a Saturday evening, the system worked fine, but if it was like a normal workday on a Monday at about three o'clock in the afternoon when there were more people using the system, the system was really slow. So, for that particular task, it was slow, and you wouldn't want a lot of people to be in there.

We had first-level support, which was someone in our organization. They then liaised with the technical team. There were quite a lot of issues. That was because of the complexity of our organization and the sheer number of people who were going into that system to use it.

It was complex. That could be because of the way we used the system, but it was very complex.

It was done by the organization. HR decided on Cornerstone for the company. It was the learning management system that we had to adapt to and use, but the way that we used training in the GCP environment was quite complex. So, there was a lot of added complexity for us.

I'm not aware of the costs. It must have been something for which we paid.  Every single employee in the company had some kind of access to Cornerstone because that's how they got to their training.

I would advise really thinking about how you're going to set it up and your training in there. Try and make it as uncomplicated as you can. Once you are in there and you've added your own complexities to that system, it is quite difficult to then try and rectify or improve anything. For example, if you create groups, you can't delete those groups.

I'd rate it an eight out of ten. That's because when it works well, it's brilliant. 

We are using this solution for employee learning.

The reporting feature is fantastic, and I also like the dynamic learning assignment feature. 

It is interactive and user-friendly. It is also highly stable, automated, and customizable.

Its dashboard and analytics must be improved. Currently, we get the data, but we don't get anything from the insightfulness perspective. Analytics is where it requires a lot of work. We definitely expect some good dashboard features, which are currently lacking in this solution.

From a technical perspective, they need to open access to all HTML tags. It currently doesn't support many HTML tags, which makes it challenging to create HTML pages.

I have been using this solution for about eight years.

It is highly stable. 

In terms of usage, we have approximately 18,000 users. We always focus on improvising. Of course, we cannot guarantee the increase in the number of users, but for the headcount we have, we definitely plan to increase its usage. This is where the areas of improvement come into the picture.

We have the in-house capability to manage this solution, and we also have access to their technical support. Their technical support is very good. They provide real-time support.

It is a little bit complex because we have to do the SSO integration, but after the setup is done, the processes are very easy.

We have the in-house capability to do the integration. We didn't need an external vendor.

Quality always comes at a cost. I would not rate it as expensive. It provides value for money.

If you are looking for a highly automated and highly customizable solution that is excellent in user experience, this is the solution to go for. You are definitely on the right path in getting this product. You should ensure that it meets the overall learning objectives for your learners. 

I would rate Cornerstone Learning an eight out of ten because I see a lot of improvement areas.

We deploy learning to a mostly corporate environment and external providers. We have 1,500 users. I'm the senior manager of HR systems. 

I would like more robust reporting or more flexibility and scalability around the reporting side. Certainly the way it manages SCORM packages could be improved and that could be because there's so many providers or vendors that provide learning content. I think there needs to be more collaboration between those developers and how Cornerstone utilizes them because our main problem is managing how those packages work within the tool from an employees' perspective and user perspective.

We have been using this solution for nine years. 

Stability and scalability are good. They have four releases every year of which learning is a big portion of that. They're constantly refining and defining and they're embedding a lot of new technology into it all the time.

As an end user, I would rate this solution an eight out of 10.