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
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:
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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:
•
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Flexible reporting
Dashboarding with drill downs
Multiple data source integration
Predictive analysis of
talent & HR data
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%)
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
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
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
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
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
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
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
78. Summary –
Why an Integrated Approach?
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•
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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
