dashboard

- - Track Progress. Visualize Structure. Drive Decisions.
  - Tracks key development metrics for individuals and the entire organization, including skill level distribution, training hours, completions, and total investment.
  - Visualizes organizational structure with two distinct views—a graphical 'Tree View' and a collapsible 'List View'—with roles color-coded by management tier.
  - Aggregates key company-wide metrics on a single screen, including total LSS project status, completion rates, and the overall average performance score, filterable by location.
  - Enables drill-down from the high-level company overview to detailed individual reports for granular insights.
  - Shows at-a-glance status summaries for PDP, PMF, Succession, and Lean modules to instantly highlight progress and gaps.
  - It transforms raw data into a leadership control center, ensuring alignment, accountability, and faster responses at every level.
  - Outcome: Real-time, connected insights that turn scattered leadership data into clear, actionable decisions

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Why the Dashboard Matters

Without a unified view, leaders are forced to navigate between different reports, spreadsheets, and modules to get a clear picture of their organization's health. This creates data silos, delays decision-making, and makes it impossible to see the connections between development, performance, and risk. With the STRASYS® Dashboard, you transform scattered information into a single, real-time control center that provides clear, actionable insights at every level.

Key Capabilities - Dashboard

Unified Individual Summary – Provides a 360-degree view of any employee on a single screen, consolidating their skill distribution (PDP), overall performance score (PMF), succession eligibility (SUP), and Lean project completion rate (LSS).

Dynamic Organizational Chart – Visualizes the entire company structure with two distinct modes: a hierarchical 'Tree View' and a collapsible 'List View', with all roles color-coded by management tier for instant clarity.

Aggregated Company-Wide Reporting – Delivers an executive-level overview of organizational health with key consolidated metrics, including total training investment, overall average performance score, and LSS project status, all filterable by location.

Seamless Drill-Down – Enables leaders to effortlessly navigate from a high-level, company-wide metric down to a specific team or an individual employee's detailed report to investigate trends and make informed decisions.

Real-Time Data Integration – Eliminates data silos by automatically pulling and displaying live, read-only data from all other STRASYS® modules, ensuring every decision is based on the most current information available.

Overall Summary (No System vs STRASYS®)

SUP - SUCcessıon plan

- - Identify Talent. Assess Readiness. Assign Successors
  - A structured system to map successors for key roles and critical positions.
  - Tracks vacancy risk and leadership pipeline strength across all departments.
  - Visualizes gaps where no successors are available or pipeline is too weak.
  - Fully integrated with other modules for holistic talent planning.
  - Classifies successors into four clear readiness levels:
    - Ready Now – Can take over the role immediately and permanently.
    - Emergency Backfill – Can step in temporarily if needed.
    - Development Successor – Can be ready within 1–2 years with development.
    - Emerging Successor – Has long-term potential, needs 2+ years of growth.
  - Outcome: Eliminates silent leadership gaps and ensures clear readiness for critical roles.

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EQ Mirror

- - Measure EQ.Expose Gaps.Target Development.
  - Measures leadership behavior through structured 360° feedback from direct reports.
  - Focuses on emotional intelligence, fairness, compliance, and team dynamics.
  - Covers 8 categories with 32 standard questions, scored on a 100-point scale.
  - If any category scores below 70, RCA is triggered by the N+1 manager.
  - Root causes are selected via dropdowns and directly linked to development planning.
  - Feedback is anonymous. RCA data is restricted to Admin/HR.
  - Designed to detect behavioral risks — not popularity
  - The gold standard for Cultural Excellence in Pharma, now available for all industries
  - Outcome: Reveals behavioral blind spots and triggers targeted development for cultural excellence.

pmf - performance management

- - Set Expectations.Score Performance.Drive Outcomes
  - Evaluation criteria, scoring weights, and performance dimensions can all be defined.
  - Supports financials, leadership, PDP progress, location KPIs, and more.
  - Fully integrated with other modules for automatic data flow.
  - Auto-calculates final scores based on pre-set criteria.
  - Once configured, plans can be reused each year with minimal updates.
  - Delivers structured, consistent, and data-driven performance management — no spreadsheets needed
  - Fully customizable based on roles, departments, and position levels.
  - Outcome: Drives accountability with measurable outcomes — no manual data duplication.

LSS - Lean sıx sıgma module

- - Track Performance. Spot Waste. Drive Improvement.
  - A lightweight yet powerful module to simplify operational excellence and daily problem-solving.
  - ‍Built for Leaders:
    - Log, manage, and close improvement actions across the business.
    - Align Lean actions with individual or team PDPs.
    - Capture efficiency improvements, cost savings, and risk reductions
    Use it to:
    - Improve daily operations
    - Drive continuous improvement habits
    - Support cultural transformation at every level
  - Outcome: Embeds daily operational excellence and efficiency into leadership routine.

Star & focus module

- - Detect Risks. Develop Leaders. Balance Performance.
  - Detects high-potential leaders and highlights underperforming managers.
  - Uses integrated data from PDP, Performance, EQ Mirror, Lean, and Succession modules.
  - Tracks promotion readiness while exposing leadership gaps early.
  - Assigns coaches from STAR or CORE managers to guide recovery.
  - Builds 12-month coaching plans with shared development areas and milestones.
  - Focuses on a rehabilitative, not punitive, approach to leadership risks.
  - Creates a sustainable cycle where talent is advanced and risks are corrected before damage occurs.
  - Outcome: A balanced system that advances top talent, rehabilitates weak links, and secures sustainable leadership strength.

dashboard

- - Track Progress. Visualize Structure. Drive Decisions.
  - Provides a unified real-time status summary of all STRASYS modules.
  - Tracks training hours, completions, and development progress by employee and organization.
  - Generates tier-based organizational charts with position and location information.
  - Enables drill down from company level to individual level for detailed insights.
  - Shows status summaries for PDP, PMF, Succession and lean to highlight progress and gaps.
  - Delivers transparent, traceable data for quick, evidence based decision making.
  - It transforms raw data into a leadership control center, ensuring alignment, accountability, and faster responses at every level.
  - Outcome: Real-time, connected insights that turn scattered leadership data into clear, actionable decisions.

PDP-professıonal development plan

- - Customize Once. Apply Everywhere.
  - Fully customizable database covering companies, departments, designations, reporting lines, locations, skills, and training libraries.
  - Default values provided, but every field can be modified to match company-specific needs — without developer support.
  - Centralized management of roles, permissions, and access control across all STRASYS modules.
  - Enables company admins to adapt the system structure, workflows, and content to evolving business strategies.
  - Seamlessly updates across PDP, Performance, Succession, Lean, STAR, and EQ Mirror modules.
  - Designed to ensure that STRASYS reflects your organization’s unique culture, hierarchy, and leadership model.
  - Outcome: A fully tailored, company-specific system that adapts to your structure and strategy, ensuring data accuracy, secure access, and long-term scalability.

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What this means in plain terms
- STRASYS® cuts ~314–470 hours/year vs Excel for the same 10-person team, ~39–59 workdays (8-hour days).
- STRASYS® cuts ~466–634 hours/year vs No System, ~58–79 workdays. That’s one to two full-time months reclaimed.
- Lean is the biggest lever (automated Takt/Cycle/Distance/Inventory, Balanced Scorecards, Before/After, auto project generation): ~260–380 hours saved vs Excel alone.
- STAR–FOCUS drops to zero system time: instant, evidence-based STAR/CORE/FOCUS, promotion readiness, and skill-vs-role visuals that are unmanageable manually and brittle in Excel.
- PDP & PMF: standardize what used to be fragile, title-based E/I/S, one-training-per-gap, reusable KPI libraries, and objective weighting. This shrinks calibration time and eliminates hundreds of manual entries.
- EQ Mirror: anonymity + mandatory RCA + tracked action plans transform feedback into accountable improvement, not anecdote.
- Succession: readiness is data-driven (PDP/PMF/EQ feed), follow-ups are dated and tracked—no more subjectivity.
- Bottom line: Across six modules, STRASYS® replaces ad-hoc files and fragile spreadsheets with a single, auditable system, turning months of manual work into hours of automated intelligence.
Conclusion
- Percent time reduction
  - Excel vs STRASYS®: ~73–84%
    - (314.5/432 = 72.8%; 470/561 = 83.8%)
  - No System vs STRASYS®: ~80–88%
    - (465.5/583 = 79.8%; 634/725 = 87.5%)
- “4–8× faster” : where it comes from
  - Speedup = Baseline hours ÷ STRASYS® hours
    - Excel (conservative): 432 / 117.5 = 3.68× ≈ 4×
    - No System (upper bound): 725 / 91 = 7.97× ≈ 8×
- → Across the two baselines, STRASYS® delivers ~4–8× faster execution.
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dashboard

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Why the Dashboard Matters

Key Capabilities - Dashboard

Overall Summary (No System vs STRASYS®)

SUP - SUCcessıon plan

EQ Mirror

pmf - performance management

LSS - Lean sıx sıgma module

Star & focus module

dashboard

PDP-professıonal development plan

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