Cornerstone 360 Feedback
da Cornerstone OnDemand
Quem usa esse software?
SMB, Mid-Market, Enterprise level organizations.
Avaliações médias32 avaliações
- Geral 4 / 5
- Praticidade 4 / 5
- Atendimento ao cliente 4 / 5
- Recursos 4 / 5
- Relação qualidade/preço 3.5 / 5
Detalhes do produto
- Versão gratuita Não
- Avaliação gratuita Sim
Nuvem, SaaS, web
24 horas por dia (representante ao vivo)
Dados sobre o fornecedor
- Cornerstone OnDemand
- Fundada em 1999
Sobre o Cornerstone 360 Feedback
Cornerstone 360 Degree Feedback ushers in a more peer-driven approach to talent management by providing employees with a social media-style newsfeed where they can exchange valuable insights on projects and send messages about each others' accomplishments. Stakeholders can gather these comments for a more in-depth and honest assessment of employee performance, since they're given by the people who matter most - their peers and colleagues.
Recursos do Cornerstone 360 Feedback
- Aceita avaliadores externos
- Biblioteca de perguntas
- Perguntas personalizáveis
- Portal de autoatendimento
- Rastreamento de avaliadores
- Relatório de resumo do grupo
- Relatórios agregados
- Relatórios comparativos
- Relatórios individuais
- Seleção de avaliadores
As avaliações mais úteis do Cornerstone 360 Feedback
Avaliado em 26/03/2019
Versatile Performance Management System, But Not Intuitive
Comentários: 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.
Vantagens: 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.
Desvantagens: 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.
Avaliado em 03/03/2019
JUDGING PERFORMANCE AND BEHAVIOR
Comentários: 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.
Vantagens: 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.
Desvantagens: 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