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:
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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

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:
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Learning
Reference Resources
Competencies
News
Users

78. Summary –
Why an Integrated Approach?
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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

79. DEMO