Name: Navigating 2025 with Cornerstone Galaxy: The Playbook to Drive Employee Development & Retention
Uploaded: 2025-04-24T18:16:09.205Z
Duration: 49 min 23 s
Description: Navigating 2025 with Cornerstone Galaxy: The Playbook to Drive Employee Development & Retention

Transcript for "Navigating 2025 with Cornerstone Galaxy: The Playbook to Drive Employee Development & Retention": Welcome, everyone. Excited to have you here for today's session on how to win in 2025 with Cornerstone Galaxy. I'm Baxter from product marketing joined by Debbie and Laura from solutions consulting, also Michael Mosgrove here. Today, we'll really be zeroing in on Cornerstone Elevate, which is our solution that helps you retain and mobilize your talent, upscale your workforce, improve the ROI of your talent development strategy. We're really thrilled to be here and wanna remind you that today's about learning. It's about asking questions and getting a more in product detailed understanding of how Cornerstone Solutions can really better support you and your business. So please, like Lindsay said, don't be shy. If you have any questions, drop them in the chat. We'll also reserve some time at the end to answer, any last minute burning questions you might have. So before diving into the demo, I wanted to level set on some of the challenges that we're all facing today. In 2025, talent shortages are accelerating. We know it's really difficult to find the right talent with the right capabilities and skills at the right time to fill open roles. If 2024 actually showed us anything, it's really that the workforce isn't keeping pace with demand. And in 2025, the gap is set to grow even wider. More people are leaving the workforce than they are entering it. And we know it's also difficult to implement the right systems and processes to actually deliver continued development opportunities for employees. With five generations in the workforce right now, meeting each individual where they are and meeting their expectations for growth is this ongoing challenge. And lastly, we know that piecing together various technologies, systems, processes makes it even more difficult to address those first two challenges in an efficient and effective way. Data is really siloed. Systems aren't talking to each other. It's actually hard to know what even needs to be done to satisfy employee expectations while still delivering on the organization wide priorities that you might have. And you're probably trying to do this with limited resources, maybe limited headcount. And so when all of these challenges aren't addressed, it actually leads to higher attrition, increased hiring costs, loss of productivity, and even slowed innovation due to this high turnover. And this is exactly where Cornerstone Elevate comes into play. What Elevate does is it empowers today's workforce, one that's hungry for growth, feedback, and purpose by enabling employee driven and manager supported development. It really helps answer the questions your top talent is asking. How do I grow and where might I go? And it gives leaders the answers they actually need. Who's ready? Where are the gaps? And are we getting ROI from our development investments? By aligning individual goals with business outcomes, Elevate helps you grow your people and your organization. It seamlessly connects your learning and internal mobility activities to employee performance and succession planning to ongoing skill development. And it does so by enabling this continuous performance management, succession tracking, gigs and projects and mentoring, even sourcing talent in a more connected and unified way. And this is a view of Cornerstone. You've probably seen this slide and image a couple times before. And if you're on this call, you are already part of the galaxy. We orient our products in this way to better deliver outcomes and experiences you, our customers, actually care about. And so here's what you get with Elevate. You get the ability to find the right talent with the right skills. You have continuous performance tools that keep employees aligned and really growing within their career. You have personalized development plans and upskilling paths. You have career pathing that is powered by AI, and you also have succession capabilities to proactively fill critical roles. These capabilities create this really powerful engine of retention, talent mobility, leadership readiness. And so with Elevate, what you're doing is you're supporting your people and investing in the future of your organization. And before we jump into the demo, I wanted to actually bring this to life. So if we meet Alicia here in this top left hand corner of the slide, she's a new hire. And seamlessly through her experience as a candidate, including her onboarding, With Elevate, you can help her set goals that align to her and your organization's objectives, give her the bill the ability to acquire and grow her competencies and skills through assigned and self selected learning, deliver ways that she can easily meet with her manager and colleagues consistently throughout her tenure from any device anywhere, and be able to connect those activities to her performance reviews and measure her progress before and after she completes learning. And then as she grows in her in her role at the organization, she continues on her development journey that your talent program enables, which also encourages career exploration and delivers personalized career pathways as she grows within within your org. And then maybe she moves into a new role or gets promoted. And, ultimately, you as HR talent development leaders can then take a step back and see that this continuous unified employee development cycle you've enabled opens doors for you to actually proactively succession plan. So with that being said, I wanna actually pass this over to Debbie so she can walk you through in product what you just saw with Alicia. So first off, I wanna thank you, Baxter, for the introduction. I'm excited to spend the next forty five minutes with you all exploring how Cornerstone Elevate can help organizations like yours accelerate employee growth, foster career mobility and development, close the critical skill gaps, and prevent turnover before it happens, as well as boost your retention. All of this can now be handled within a single holistic holistic experience. So I wanted to start, and everyone, I hope, one second. Everyone, I hope, can see my screen. You should be seeing the Galaxy logo in the top left hand side. And in the bottom, you should see, like, a little teardrop on the bottom right. If anyone's having any issues, please, please put post that in chat or raise your hand, if you're not seeing that. I'm assuming my team, everyone can see. K. So I'm logged in as Betty Mitchell. She's one of our experienced customer service managers within the Galaxy organization, and she's been within the organization for some time and is really known for her ambition. Debbie is always looking for ways to grow, develop her skills, and explore new career opportunities within the company. So when she first logged in, she's logged into, her home page. Now this is a unified home page. It's one place where she can easily access her training for those of the those that are on the phone that are part of our Cornerstone Learn, Galaxy. And now with Elevate, there is even more that she can see and do from this one central place. So one thing I'll point out is that this page is highly configured, guiding your users to the most relevant parts of the platform with a personalized experience tailored to their role, their interests, and their development goals. Also, part of Galaxy, in the center of it is built in AI, which powers these intelligent recommendations and skill based insights, helping users grow with purpose and discover new opportunities and advance efficiently. So to help the system better understand Debbie needs, Debbie can easily share information about herself, her interests, as well as skills and her career goals by completing a profile. Now when individuals typically first log into the solution, they're going to be prompted to update their profile. And as they provide more information, the AI begins generating personalized development recommendations tailored to their unique needs and goals. So for example, Debbie might upload her resume, or if Debbie anything like me, my LinkedIn profile is more up to date, and so I could also use LinkedIn. The system is going to parse that information to identify key skills and insights helping you shape a more accurate and customized learning experience. So as you can see, she might have uploaded her LinkedIn profile. She has some customer experience there. She can also add additional experience that maybe might not have been on LinkedIn or might not have been on her resume. Now as she, goes in and and continues on through the workflow process, the next step is looking at current skills where she can see what AI is recommending based on her current role and her work history. Now, she sees some suggested skills up here that she may want to add. And as she clicks on those suggested skills, she's empowered to explore these specific skills and identify interest and set clear goals of the level of expertise that that she might want to achieve. So maybe around in coaching, she might want to become an intermediate, proficiency level out there. So we're kind of starting to teach the system. Now as I save and continue and move on to the next step, she's presented with the develop skills area. This is where she can identify what additional skills she's interested in developing and to what levels does she want to build her expertise. Moving on through the process, she's then presented with her career preferences. So this allows individuals to reflect on their future aspirations. They can identify if they would like to have more responsibility, pursue full time or part time work, or explore management roles. Based on these preferences and goals, the solution leverages AI and machine learning to generate personalized recommendations that align with her career ambitions. So as I come back out to the home page, for those of you that are utilizing Cornerstone, you'll notice this carousel once here on the today's insight. So again, if you're utilizing the learning, solution today, this is tailored to the user's goals, of of developing. So if she's identified that she wants to develop her in innovation management or customer retention, she's identified that as one of her skills or goals that she wants to pursue and become more proficient in. The system is making these unique recommendations, letting her know that, hey, here's a video or here's a course that you might wanna consume. And as she consumes that course, we can update her proficiency levels. So really allowing, allowing us to focus on, on the the skill levels. So while our focus today is on the Elevate, I just wanted to highlight how skills and how you're going to start seeing skills are part of the central part of our platform, and they're integrated throughout every aspect of the solution that you'll see today. So in addition, I wanted to come up here and also talk to you about everybody that's utilizing the solution will have a profile, and Betty's no exception. So when she comes into her profile, she's presented with an overview about herself where she can come in and update any additional information. But you'll also notice that she has a skills profile, and this is where the solution begins to assess various aspects of the individual in their role. What Betty is seeing here is, on the left hand side, critical skills. Now these are skills, that essentially, are are for Betty's role, that she needs to have based on her role. She can assess whether her whether she meets, exceeds, or fall short of the required skills, but these skills can actually be rated by her managers, peers, or the solution itself using a weighted value based on her work history. All of these assessments can then be tracked and recorded like you're seeing here. To the right of that, you're seeing skills proficiencies. These are skills that Betty acknowledges having along with the levels at which she believes she excels. As I scroll down the page a little ways, you're gonna see some additional things in regards to skills. So this is where she can continue to add additional skills. And as I go in to add these skills, AI has recommended some skills that they deem potentially valuable for Betty's development. So if she wants to focus on artificial intelligence, she can go ahead and easily click on any skills that she'd like to add, to being developed. Now Betty can see all the skills that she's developing, and she might choose to edit some of these. So where we're looking at analytical thinking, her current proficiency, or artificial intelligence, maybe her current proficiency is intermediate. She can go in and edit this and sit there and say, you know what? I really want to become an expert in this area, or I am an expert. And so she can go through and update her skills, very easily, add additional skills as she deems, needed. The process effectively compiles all this relevant information, allowing us to clearly understand what she needs to focus on for her development. Now I might not have mentioned that Betty plays multiple roles within the organization. So not only is she an employee, but she is also a manager. And she manages a small team at Galaxy and wants to understand not only what her own skills are, but also wants to be able to have visibility to assess those of her team members. So as I mentioned, Betty has, three team members, Stephanie Steven. I'm sorry. Steven, Patricia, and Richard. And she can come into the skills matrix to assess her team's skills. Now from here, she can go in to view all of her team's critical skills that they currently have based on their roles, and she's able to sit there and and identify, very quickly areas of strength such as maybe the problem solving where everyone is marked as a green, where the team might excel in that that area. She's also able to, see areas of improvement. So time management, everyone's kind of doing okay, but maybe we can improve that a little bit. And then we also can see things, in this particular example where her team is really below target when it comes to customer service skills. So she might want to start upskilling her team. So she can easily go in and maybe look at Patricia Williams. She might decide that she wants to view Patricia's whole skill profile and be able to go in and make some updates and identify what she thinks her proficiency levels are. Or she may want to focus on an individual skill, that Patricia has and maybe identify, some learning that she might or I might want to assign to her. So as I come in to look at that skill detail, I'm presented with an overview. It gives me a little bit more detail about that skill. I can also go into the ratings to see what the what I've rated her as a man manager, what the employee has rated themselves. And then I also have the ability to look at the resources, and these are available, resources that maybe manager might wanna assign to Patricia in order to get the skill level up to a target level that we might have. Now these resources could include things like different learning objects that you might have within the system that I might decide that, hey. Maybe she's more of a micro learner or macro learner. I could kinda go and identify what is gonna be the best fit or what I think would be the best fit and assign that to my individual team member. But you'll also notice down below, I can also connect her with individuals that have top rated, proficiencies here in the organization that might be able to do a little bit of mentoring for her to help her, get upskilled. So what you're seeing is that skills are a key to driving recommendations for continuous development and upskilling. Now Debbie is committed to her own growth and typically has regular, check ins with her manager, to discuss her development, but she's also focused on developing her team. So to to support that development and growth, Debbie has weekly one on ones with her manager, but she also schedules weekly check ins with each of her team members. So again, because of the unified platform, she has quick and easy access and insight into her team's team meetings out here. So give me just a second. So typically, we would be able to sit there and see all of the check ins right here. It's it's thinking about things. I'm gonna see if I can get there another way. One moment. She can go ahead and check it, click on the the view all and be able to see all of these, check ins where she's presented with a dashboard. Now this dashboard is important because, again, she can see her upcoming meetings. This upcoming meetings would also show on on the home screen as well. So she can either drill into those individual meetings and, start completing templates and whatnot that to help drive those discussions. But also from this particular page, she's able to see any notifications related to these check ins, any follow ups that she might have for herself or for her team members. Now as I mentioned, she's focused on, filling out this template for an upcoming meeting that she might have with her manager. So as she drills into that template, you'll notice on the left hand side, she has a history of all of her prior conversations. In the middle, she's presented with this configurable template that helps drive the conversation and allow her to understand a variety of different elements that could be discussed. So in this particular example, I need to identify, you know, what am I currently working on? I might have to identify how are how are you doing? Is there anything blocking your work or in progress? I can easily go in here and sit there and say, yeah, what I'm working on is hiring three new CSR, employees. So I can go in there. I can decide that I want to, make this an action item. I could, bold things. I can also add links, that I might have that that I wanna share with my manager of resumes or whatnot that I may have. But I can go ahead and add, any additional comments in any of these different areas. What you'll also notice that I can, do very easily is that from here, where I see this new hire enablement that I'm also working on, I can turn it into an action item. Or I can come in here at any point in time and mark it as a growth area or mark it as an achievement, meaning that I've already completed it. So if I turn it into an action item, this might be something that I, that I want to follow-up on and might have a due date, for our next meeting. Maybe I want to select who I'm going to assign it to. I'm assigning it to myself, so that I can track it and we can have some discussions with my manager. Now on the right hand side of this, you're going to see some little icons out here. These are giving you the ability to go in and, again, before that conversation you're having with your manager, to be able to access your goals, update your development plans, see the skills that you're currently working on. During this check-in, she wants to be able to discuss her skills and identify her critical skills with her manager, and she also wants to make sure that she's on track. Whether she's not on track and and needs to work on certain skills, add it to her development plans, those types of things, it provides her that visibility as an individual. But also note that because this is a meeting or a check-in with her manager, her manager also has similar access into this information. So this gives me insight to see, okay, these are all the things that I'm currently working on, and and and here's a couple of skills that I'm below target on. I can easily go in there and and drill into it and find learning that I might want to consume to help, promote that and upskill myself. So these check ins are very useful when it comes to midyear, end of year reviews to make sure that there is no surprises on those types of reviews. These check ins are more frequent informal conversations that are also useful to help drive development conversations. Again, as I mentioned, you can configure these templates to be what you want. If you want to have a thirty, sixty, 90 degree template, you can absolutely do things like that as well. But again, they're utilized to help drive those conversations, within your employees. So you can see that Debbie has some check-in history also on the left hand side. I know that I do check ins regularly with my boss, Michael, who's on the telephone today. And we we have years of of check ins. So what's nice about this is that if I'm getting ready for my performance review or getting ready for, my one on one with with my manager, I don't wanna go through each individual check-in to identify what we have been discussing. So we can utilize AI to start summarizing those check ins. And I can go back three months or I might go back, six months or a year. I can generate a draft of the conversations that we've been having and and be able to review that very quickly. Again, helping me save some time and, helping me drive those discussions out there. It takes just a second. Let's see if we can get some. And I apologize. Yeah. Before her check-in, with, with Lindsey, her manager, she wants to be able to review and update her goals progress as well. So, again, right within this particular check-in, she has access into those goals where we're able to sit there and see, hey. Here's all the goals I'm working on. Here I can, visibly see my percentage towards completion, for each one of those particular goals. But I also have the ability to manage, these goals, which allows her to view and update these particular goals. So as I'm coming in here Here we go. As we're coming into the goal section, I'm able to see all of the goals that I'm currently working on, my percentage towards completion. But within each one of these goals, I can also see I have specific tasks associated to them. If I need to update any of these tasks, I can easily do so by threading the needle and maybe moving that to an 82%, making any comments that I need to. And notice as I save this, it automatically will update my overall goal towards completion. Now again, I may want to go into my overall goal and edit. And when I come in here to edit, you will notice that I also, can make, you know, type in a description and and have the AI that's built in rewrite, different areas of my goal. I can add additional tasks that might help me achieve the average resolution time, or I can come in here and, align this goal to somebody else within the organization as well. Now in addition to updating my goals, I also may need to create additional goals if it's that time of year. So this allows me to create a goal, and I can create that goal and manually put inputs in here where I can put in a a title of leadership, training. Maybe I'm not sure what I wanna write in my description, so I can go ahead and have AI help me craft, something within, that that might be useful in here. I can also associate my tasks and targets, and assignments if this is assignment to myself or if it's something I want to assign to other team members out there. If I'm not feeling really great about creating my goals, you also can have access into a library where I can just select a goal that I might want to work on, and that would populate in this area on the left hand side. Or I might choose to use a SMART goal wizard that will walk me through creating those specific, measurable, actionable, and relevant types of goals out here, making it super simple for individuals to create those goals, align those goals to other people within the organization. Now lastly, because because Betty is also a manager, not only is she able to update and, have visibility into her goals, but she also can view her team goals. And as she comes into this, she's presented again with a dash board that provides her insight into her team's completion of goals. We can also see the gas gauge on the the middle portion of the screen where it provides insight into the number of goals on track or that are are are behind target, schedules. She also has that ability to see her team and see how their overall progress is to their percent towards completion. But as a manager, I also have the visibility and accessibility to go in and update goals for my team. So if I believe that Patricia's further along on decreasing average first, reply time for email support, I, as a manager, can go in there and move the bar. And, as I oops as I go in and I save that, again, it's going to update that, that overall, percentage towards completion for my overall goal out there. So now that Betty has updated and prepared her check ins and she's updated her goals as well as updated her team members' goals, she remembers receiving an email notification in regards to performance reviews. And those performance reviews are typically more structured than, like, a typical check-in, would be. So she can go in to look at her, reviews. Now as this comes up, here she is presented, with with some different reviews. Some of those reviews might be that, hey. She has a self review that she needs to complete, but because she's also a manager, she has reviews for her team members that she needs to complete. As she's going in there, on the left hand side, she's able to see, all of the folks that she needs to perform reviews for. On the right hand side, she's able to see an overview about why this is all important and also the workflow that these reviews are going to need to go through. So she decides to start on through her progress, and as she starts, she comes up with Patricia where Betty can now start to identify things like, hey, let's look at her goals, and let's identify how she's proceeding with her goals and possibly rate those different goals out here. She also has the ability to go in, and if she wants to go manage goals and make changes to those goals right from here, she's able to do that as well. So here, she can put comments in regards to how Patricia's doing in her goals over, the year, and she also has the ability, to move on through the process, and she comes up to the values. So the important thing to know on the left hand side is really that performance review template, and you have that ability to configure the template to meet the needs of your organization. You may have less sections. You may have more sections out there, but but really allowing you to have that more formal midyear, three sixty feedback types of reviews within the system. Now as she comes into the values, these are really any sort of competitive values, organizational values that you might want to associate in a review. Again, allowing her to come in and rate those different, values that she has, as well as if she wants to find out more detail about what this actually means, she can find out that detail and write any comments. The next section she might be reviewing is how well Patricia is doing, on her activities in regards to skills, how I can help improve, maybe assigning some learning out here, putting some comments in here in regards to, those skills that she's declared, even adding additional skills. This can then drive a development plan where you can identify and you can see that we've already got some, some development opportunities here. But not only can we identify maybe learning opportunities that she might have, but we can add additional tasks, that she might need to complete out here as well. So I can go out and search for learning to add to her development plan, or I can add action steps that might happen throughout the year. And then lastly, it comes up with a summary. And this summary, is based upon weightings and ratings of the review. We can sit there and clearly see here, is Patricia a top performer or not? These can feed into compensation and succession planning as well. Now I will say that our customers have shared powerful stories of how Cornerstone OnDemand has transformed their approach to performance management, regular check ins, and goal setting. From streamlining performance reviews to enhancing employee engagement through continuous feedback, organizations are fostering growth and alignment. These successes success stories highlight how setting clear goals and maintaining consistent check ins can drive individual and team performance, ultimately leading to higher retention, skill development, and business success. Now, as I mentioned, this information from a performance review can tie to succession planning where you can identify your team members' potential. So as I come into the succession planning, this really allows, your managers to pull in that information from performance reviews and place individuals in relevant places on the grid here. So you can start to identify where their where your team members, actually sit in in this performance grid. This is a performance versus potential. But you also can utilize the filters on the left hand side, to identify maybe your probability of impact of loss, compared, to other things that you might be tracking. So this is very easy because I can sit there and see where people are plotted, but I also can drag and drop individuals into other boxes, as needed, to start really working on, where my team sits and who's good performers, who is someone we may wanna speak to in case there's opportunities for those particular employees. So customers have shared how Cornerstone OnDemand supports effective succession planning by identifying high potential talent, aligning skills with future leadership needs, and fostering internal mobility. Now these stories show how strategic planning drives employee development and strengthens retention and ensures leadership continuity. As I mentioned, this is very much a top down tool that follows through. However, there is opportunity for people like Debbie to have a bottom up approach as well. So as I mentioned earlier at the beginning of the demo, Debbie super ambitious. She's thinking about where her next opportunity sits within the organization. So as she comes into exploring different careers, she's presented with a welcome page, which allows Debbie to look at the talent marketplace here where she can start to define what her career might look like. So she can see what her current role is. She's able to see and view her career preferences and basically going in and identifying if she hasn't already. Does she wanna be full time? Does she wanna be part time? Do I wanna move? Do I move move up in the organization? Do I wanna move laterally within the organization? She's also able to identify aspirational job roles, that she's identified, and she's also able to see things like projects that that she is working on, or she's part of. Also being able to see mentoring opportunities where she has a mentor and that person helps to identify skills and upskill her, as well as job vacancy. If she's applied to opportunities with an organization, where do they sit and what do they look like here? So she's able to go in and and have have that clear visibility, in regards to starting to work on her career. And this is all great looking, from an overview perspective. But if Debbie is thinking, where do I wanna go and what's my next opportunity, she can go over to career exploration. And from this galaxy view, she's able to see what potential opportunities within the organization there is. She can see a few opportunities that have been, maybe recommended that she might be a good fit for indicated here with the little smiley faces. She's also identified some careers as career aspirations, things that she might aspire, to move into out here. But looking at this, maybe, this customer service director, it looks like it's a good fit for for for Debbie. She might wanna learn more about this customer service director position. So as she goes in, she finds out not only description, but she can easily also see how she matches and compares up to, that particular job. And she can see that, yeah, she has some skills that she she is on target for. There are some additional skills that she could go ahead and and upskill for. She can look at her experience and her career path. It looks pretty good. But maybe she needs to update some of those skills and career preferences in order to be looked at if this job opens. But she's also able to see what her career path is. So it's basically from the role that she's in. There's a direct path up to that customer service director. But not everyone wants to follow that direct path. In this case, Debbie might be interested in another, position out here, maybe the director of customer success. So she can go ahead and look at that director of customer success, see that she is a low match for that particular job. And as she goes into that learning more about where she has a match, what the description is, but what you'll notice here is that she has potential for some different paths that she could take. So she could take path a, which is pretty direct. She could go with path b, which is a couple of, jobs before that particular role, or she could go with path C. No matter what path that I click on, you're noticing on the left hand side that the system is going out and recommending learning or, projects or mentorships that I might want to consume in order to upskill myself. So if she's interested in a project, she can drill down into that particular project to be able to see not only a description of the project, but also, related skills to the particular project, any related job roles. And if she's super interested in being part of that project, she could go ahead and apply. And, if accepted, she can go ahead and be part of the project. And once she's completed that project, we can upscale her, with the skills that she would attain. In addition, she may also wanna be, looking for some mentorships, as well. So as we continue to scroll down, we might see, there are, a couple of mentorships that she might want to, reach out to. So as she goes in there, again, providing her a description to see, hey. Are we a good fit? If if this is gonna be my mentor, I'm gonna be having upskill me, seeing what types of skills, that we have, other mentors that might have similar skills that I might wanna be interested in. If I find somebody, I can absolutely go out and request mentorship. So you can see that we have multiple ways individuals can upskill and develop through learning, projects and gigs, and or mentorships. Maybe Debbie gone through some of these things, but she also wants to have insight into, you know, what possible, job roles there might be within the organization or what particular job vacancies there might be. So that when Debbie is ready, she can go forward and maybe apply for these different vacancies. Now these vacancies that you're seeing can tie into any ATS. This happens to be tying into the, Cornerstone ATS solution. But again, it can work with any ATS. If she sees something that she is interested in applying for, she can drill into that particular requisition, and she will be able to see a description. She will also be able to identify whether she is, see what the match details are. And she can apply for that job very easily, but you'll also notice that, hey, these are the related skills that we're looking for in in this particular job. And if she wants to give it some time, she can go out there and grow her skills. And this is where she is presented with not just, you know, maybe learning recommendations, but maybe projects that she might be interested in consuming or mentors that she might want to, ask for mentorship. But you'll notice that she can also go in and say, hey. I really wanna up skill in communication. What's available in regards to that? And the system can go out and make recommendations of different learning that she may consume in order to upskill, again, projects or mentorships so that when that time comes that she's ready to move and apply for that job, she is very well, rounded and and has upskilled herself to be looked at as one of the top hires. So there are lots of great ways to navigate her career and look for development opportunities. Our talent marketplace has transformed talent mobility within organizations by connecting employees with new roles, projects, and learning opportunities. Organizations are enhancing career growth, increasing internal mobility, and improving employee engagement. These success stories highlight the value of offering personalized opportunities that drive both individual and organizational success. So today, I was able to focus on one part of the galaxy, which was Elevate and how Elevate will help organizations like yours accelerate employee growth, foster career mobility and in development, and help close those skill gaps, and as well as prevent turnover before it happens and increase retention, all within a holistic unified platform. I wanna thank everyone for your time. Are there any additional questions in the chat that we can answer that haven't been answered at this time? Yeah. Yeah. Thanks for that, Debbie. That was great, a great demo. And there are a lot of great questions in the chat. One that just came through, Debbie, maybe you can help answer this, is, we use UKG Pro as our HRIS. Is there an API that can sync role information between the HRIS and Galaxy? This was asked by Jared. Absolutely. We have that delivered integration, with UKG through our marketplace. Great. Amy also just asked, how does Galaxy determine the appropriate skills for job roles? It is configured is it configured on the admin side? K. Pat, should we repeat that question? I just completely do it right. And if anyone on the team I don't know. Laurie, if you wanna also pipe in on this. No worries. The question was, how does Galaxy determine the appropriate skills for job roles? Is it configured on the admin side? So we have, we have a a skills taxonomy, that you can actually utilize and we can also bring in skills from other solutions as well, that that have been mapped but you can also configure those as well. And I don't know, Michael or Laura, if you wanna add in. Yeah. Debbie, the only thing I wanted to add was, yeah. The short answer is yes. That would be managed on the administrative side. You could within the, within the administration of Cornerstone OnDemand Galaxy, you can manually align skills to jobs, if you would like to. We do also have an AI tool for aligning skills to jobs that can help take care of that for you. It's, we acquired a company called SkyHive that is designed to use labor market insights. We ingest 28 plus terabytes of data a day to keep our labor market insights and algorithms up to date on the latest trends in skills. So we actually have an AI tool that's designed to help customers do exactly what you're describing. So we have multiple options, depending on what route you wanna go down. I definitely suggest talking to your account manager for how we could get you set up on skills. Yeah. And, Michael, just a follow-up to that. Melissa just asked, does it have to be one or the other, or can we use our own skills for and what Skyhive recommends? That's the beauty of it. All the above. Yep. So part of what we do, especially with SkyHive engagement is a process called normalization. So we will actually take the, because I imagine you may you might also have different HR systems that have different skills in them, in addition to your own custom skills, third party skills, libraries that you may purchase, the cornerstone taxonomy. The good news is through our normalization process, you can actually sync them up so that you have one common skills language across your entire HR tech HR tech infrastructure, Cornerstone or any other systems that you may be using as well. And speaking of skills, Nathan earlier on asked, and Michael, he responded to it, but I wanted to give you an opportunity to expand on it if possible. But he asked, how does how does this handle technical skills? We have an extensive competency package of skills that need to be observed by a competent person, tech engineer example. You said, certainly, are you all using observation checklist today? Yeah. Did you wanna expand on that? We kind of taken that and, he did, privately messaged me as well, and I'm gonna work on our response there because that's also as, some total question. Great. Okay. I think another common question we're not seeing any new ones coming in, but another common question that we get often, it's a nice reminder, but, it's where do I fit in with the Galaxy? Debbie or Michael, do you have, a good answer for that? What Do you wanna get Where do you fit in yeah. I can go first. Where do you fit in in the Galaxy? I mean, the nice thing is is that we can meet you where you are. So if you're currently using, our learning solution, it might be that, you wanna add in parts of Elevate. You don't have to add in all of Elevate. You could add in performance first. But you're seeing here by having that holistic approach is really gonna help to drive upscaling engagement, and development, with that single platform. Michael, do you have The only other thing I would add in response to that is if you own a cornerstone product, you are in the cornerstone galaxy. Honestly, sometimes I even like to tell customers, like, the Galaxy is a holistic solution. The learn portion that we talked about last month, elevate this month, transform that we'll be talking about here in the near future as well. Each one has different modules and products that comprise that. It's really just our way of organizing, and kind of telling the cornerstone story. But if you, whether you own the learning management system, performance and goals, like what Debbie was demoing today, if you own our content, if you own our applicant tracking system, all the above, any piece of that is Galaxy. So then that kind of fits into what Debbie was saying is we'll meet you where you're at. If there are particular pieces that are of interest, then that's, we can I definitely encourage you to talk to your account manager about other opportunities within the galaxy? Great. And I think that answers a new question that just came in from Jessica about purchasing elements of elevate a la carte. So I think that, perfectly answers that. Mhmm. Another question that came through when you were speaking, Michael, it was, what are the other ways to capture current skills other than letting users complete their profiles? Complete their profiles? Yeah. So there's a few different ways in the system, because and different customers have different strategies and approaches to this. Some people want that kind of employee filling it out, and updating. You may want to do have some sort of validation process to that as well. So having, like, check skill checks, things like that. If you want managers or maybe HR admins to go in and be the ones who are responsible for adding skills to profiles, everything in Cornerstone OnDemand is roles and permissions based. So you're able to control who can do what within the system. There's also all sorts of validation tools again using AI, and the Skyhive tool to valid, for which skip who has what skills in your organizations. So, again, it really just depends on what approach you and your organization are comfortable with for how skills will get on someone's profile. Great. I think that, answers all the immediate questions that we've just had rolling through the chat. If there are any other burning questions, please put them in the chat now. Otherwise, I think we can kind of wrap up. Lindsey Benson, did you wanna come back on stage to wrap us up or, any final things about housekeeping? Yep. So just wanted to thank you all again for coming. Like I said, this session was recorded. We will send out a follow-up email that has the slides along with the recording. If there was a question that you guys wanted specific information on and or needed us to follow-up on, please feel free to reach out, to someone from your account management team. We're happy to follow-up and answer any of the questions that maybe you heard someone ask else ask that you're curious about. We're definitely able to answer those. I do see if there's one more One more candidate. Come in. So it said from Jessica said, you had shown how the skills are tied to specific roles. Are there also other ways to highlight skills of a leadership level such as a supervisor, manager, director? The short answer, yes. Absolutely. There you go. Yes. Alright. Perfect. Well, thank you guys all again for joining us today, and we hope that you have a great day. Thanks, everyone. Bye. Thanks.