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Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
Pt net dimensions-performance-4jun2013-org
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Pt net dimensions-performance-4jun2013-org

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  • 1. NetDimensions Performance. Knowledge. Learning
  • 2. Agenda 1. About NetDimensions Performance 2. User & job profiles 3. Competencies & competency models – Competency assessments 4. Goals & goal alignment – Performance appraisals 5. Dashboard & reporting 6. User Interface
  • 3. Agenda 1. About NetDimensions Performance 2. User & job profiles 3. Competencies & competency models – Competency assessments 4. Goals & goal alignment – Performance appraisals 5. Dashboard & reporting 6. User Interface
  • 4. NetDimensions Performance A modern & practical Performance Management system (part of the NetDimensions Talent Suite) for a dynamic, ongoing talent management model that includes everyone in the organization (Talent for All) and provides: • Organizational & personal goal alignment • Hierarchical competency modeling & assessments • Single- and multi-rater performance appraisals • Career & succession planning • Talent analytics reporting
  • 5. Our Approach: Talent for All – Shifting the Middle
  • 6. Our Approach: Talent for All – The Role of Learning & Performance
  • 7. The NetDimensions Vision
  • 8. Expanding Product Portfolio
  • 9. NetDimensions Learning An award-winning, multilingual LMS to: • Manage the entire learning and development process from enrollment & delivery to tracking & reporting • Provide a highly personalized learning environment with individual development plans, competencies, licenses & certifications
  • 10. NetDimensions Performance A modern & practical Performance Management system that provides: • Organizational & personal goal alignment • Hierarchical competency modeling & assessments • Single- and multi-rater performance appraisals • Career & succession planning • Talent analytics reporting
  • 11. NetDimensions Exams A powerful exam engine to author, schedule, deliver, track & report on examinations used by organizations in high-stake environments to regularly assess individual qualifications around: • • • • • Competencies & skills Knowledge & recurring training Regulatory compliance Licensing & certifications Quality management
  • 12. NetDimensions Analytics A sophisticated cloud analytics offering designed to put more power & flexibility into the hands of users and enable actionable decision making based on: • • • • Flexible reporting Dashboarding with drill downs Multiple data source integration Predictive analysis of talent & HR data
  • 13. NetDimensions Talent Suite Architecture
  • 14. NetDimensions Talent Suite Architecture
  • 15. Your Typical Personas Employee Business Line Manager HR Manager Administrator
  • 16. Agenda 1. About NetDimensions Performance 2. User & job profiles 3. Competencies & competency models – Competency assessments 4. Goals & goal alignment – Performance appraisals 5. Dashboard & reporting 6. User Interface
  • 17. User Profile (1/4)
  • 18. User Profile (2/4)
  • 19. User Profile (3/4)
  • 20. User Profile (4/4)
  • 21. Job Profile
  • 22. Agenda 1. About NetDimensions Performance 2. User & job profiles 3. Competencies & competency models – Competency assessments 4. Goals & goal alignment – Performance appraisals 5. Dashboard & reporting 6. User Interface
  • 23. Why Competency Management is Important • According to The Aberdeen Group … – Best-in-class organizations are 32% more likely than industry average organizations to have defined organizational core competencies (75% vs. 57%) – Best-in-class organizations are 73% more likely than industry average organizations to assess individuals against their skills and competencies required for their job role in order to determine gaps (71% vs. 41%)
  • 24. Managing Competency Hierarchies
  • 25. Creating A Competency
  • 26. Setting Competency Ratings
  • 27. Defining Competency Acquisition Methods
  • 28. Linking A Competency to Learning Objects
  • 29. Using Competencies in Job Profiles
  • 30. Integrating Learning & Performance • With NetDimensions Performance … – All employees have access to easy-to-use training gap analysis for their own career planning leading to improved employee engagement – The system automatically assigns training plans to address competency gaps leading to improved employee performance – Managers have access to in-time workforce readiness reports based on employee job roles & required competency levels
  • 31. Getting Employee Involvement Employees are engaged and involved in their career planning
  • 32. Agenda 1. About NetDimensions Performance 2. Competencies & competency models – Competency assessments 3. Goals & goal alignment – Performance appraisals 4. Dashboard & reporting 5. User Interface
  • 33. Launching A Competency Assessment - Choosing Employees
  • 34. Launching A Competency Assessment - Choosing Template
  • 35. Launching A Competency Assessment - Choosing Reviewers Primary and secondary reviewers
  • 36. Launching A Competency Assessment - Choosing Competencies Dynamic search of competencies to be added in the assessment
  • 37. Launching A Competency Assessment - The Review Process Employee’s self-review of his competency Appropriate evidence justifying the achievement of a competency on a particular level
  • 38. Launching A Competency Assessment - The Review Process Employee, primary and secondary reviewer in a multi-rater assessment Final rating controlled by primary reviewer
  • 39. Launching A Competency Assessment - Tracking Progress Reviewer’s competency assessment screen displaying status and percentage completed
  • 40. Launching A Competency Assessment - Analyzing Results (1/4)
  • 41. Launching A Competency Assessment - Analyzing Results (2/4)
  • 42. Launching A Competency Assessment - Analyzing Results (3/4)
  • 43. Launching A Competency Assessment - Analyzing Results (4/4)
  • 44. Taking Action for Improvement Training plan auto-generated after completion of a competency assessment
  • 45. Key Points  Quick & straight-forward way to assess competencies at any point in time  Flexibility in assessment processes from very simple to very specific to each organization  Clean interface to show employee strengths & weaknesses  Auto-assignment of training to improve performance  Transparent training gap analysis to improve engagement
  • 46. Agenda 1. About NetDimensions Performance 2. User & job profiles 3. Competencies & competency models – Competency assessments 4. Goals & goal alignment – Performance appraisals 5. Dashboard & reporting 6. User Interface
  • 47. Why Goal Management is Important • According to Bersin by Deloitte … – Organizations that revise goals frequently (at least quarterly) are nearly 50% more likely to have above average customer satisfaction – Organizations that revise goals frequently (at least quarterly) are 65% more likely to be above average • However, 54% of organizations revise once per year or not at all
  • 48. Tracking Performance Goals
  • 49. Setting a Performance Goal (1/2)
  • 50. Setting a Performance Goal (2/2)
  • 51. Aligning Performance & Organizational Goals • With NetDimensions Performance … – Linking performance goals to organizational goals enables up-to-date reporting on the progress of organizational goals – When organizational goals change, employees with linked performance goals are informed of the need to adjust their own goals to the new business priorities – This way employees can better understand how their activities support the business which leads to higher employee engagement – And this further leads to improved business performance
  • 52. Navigating Organizational Goals
  • 53. Goal Charting (1/2)
  • 54. Goal Charting (2/2)
  • 55. Goal Alignment Report Company goal Performance goal
  • 56. Goal Progress Report Drive ongoing Performance Management with regular reporting on the progress of performance goals
  • 57. Agenda 1. About NetDimensions Performance 2. User & job profiles 3. Competencies & competency models – Competency assessments 4. Goals & goal alignment – Performance appraisals 5. Dashboard & reporting 6. User Interface
  • 58. Customizing the Template Drag-and-drop feature on Template Editor
  • 59. Defining the Workflow Drag-and-drop feature on Workflow Editor
  • 60. Launching A Performance Appraisal Manager launching a performance appraisal for an employee
  • 61. Past Achievements Employee’s view of past achievements section of their appraisal with auto-populated active goals
  • 62. Past Achievements Manager’s view of past achievements section of the appraisal
  • 63. Future Planning Employee’s & Manager’s views of future planning section of the appraisal
  • 64. Sign-Off Sign-off page of the employee
  • 65. Sign-Off Sign-off page of the manager displaying Succession Planning questionnaire
  • 66. Average Performance Ratings Report Report provides a view of employees’ average appraisal rating
  • 67. Key Points Quick & straight-forward way to create new goals or update existing goals dynamically Hierarchical navigation of goals across the organization Transparency & organizational goal alignment for improved employee engagement Flexibility to customize templates and workflows for performance appraisals via an easy-to-use, intuitive editor
  • 68. Agenda 1. About NetDimensions Performance 2. User & job profiles 3. Competencies & competency models – Competency assessments 4. Goals & goal alignment – Performance appraisals 5. Dashboard & reporting 6. User Interface
  • 69. Streamlined Dashboard Controls
  • 70. Workforce Readiness w/ Competency Drilldowns Immediate view of compliance status OK Non-compliant Within grace period Drill down through Job Profiles and Competencies to view the status of all associated training and/or assessments
  • 71. Other Out-of-the-box Performance Reports Performance appraisal reports Performance appraisal goal average rating report Competency reports
  • 72. Report Wizard (1/2)
  • 73. Report Wizard (2/2)
  • 74. Agenda 1. About NetDimensions Performance 2. User & job profiles 3. Competencies & competency models – Competency assessments 4. Goals & goal alignment – Performance appraisals 5. Dashboard & reporting 6. User Interface
  • 75. Seamless Navigation between Learning & Performance Learning Center Career Center
  • 76. Seamless Navigation between Learning & Performance Learning Center Career Center
  • 77. Universal Search Search extended to:      Learning Reference Resources Competencies News Users
  • 78. Summary – Why an Integrated Approach? • • • • • • • Seamless user experience & unified processes Engaging for employees, business line managers & HR Easy to manage and administer No integration hassles or costs Enterprise scalability and security Attractive Total Cost of Ownership Single source code that is organically developed – No client left behind
  • 79. DEMO

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