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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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