A project report on benchmarking of hr practices


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A project report on benchmarking of hr practices

  1. 1. Projectsformba.blogspot.com DISSERTATION PROJECT REPORT PROJECT REPORT ON “BENCHMARKING OF HR PRACTICES" Submitted for the partial fulfillment of the requirement Of MASTER OF BUSINESS ADMINISTRATION PROJECT GUIDE SUBMITED BYProjectsformba.blogspot.com 1
  2. 2. Projectsformba.blogspot.com ACKNOWLEDEGEMENT This project has been made possible through the direct and indirect co-operationof my academic mentor, ……………….., for whom I wish to express my appreciationand gratitude for giving me an opportunity to work on this project. I would like to expressmy deep gratitude of indebt-ness to my mentor for providing valuable guidance duringthe project and the completion of the project without which it would have been difficultto achieve. I am also obliged to my mentor without whose guidance it would have beendifficult to complete project successfully. My sincere thank to all faculty members of Institute of Technology and Science,Ghaziabad for their co-operation.Projectsformba.blogspot.com 2
  5. 5. Projectsformba.blogspot.com DEFINITIONWhat is Benchmarking?"Benchmarking is a process for identifying and importing best practices to improveperformance." Benchmarking is not a simple comparative study, simply copyingpractices from other organizations, or simply assessing performance.The International Personnel Management Association and the National Association ofState Personnel Executives jointly developed the following definition for benchmarking:A comparison of similar processes across public and private organizations to identify bestpractices to improve organizational performance. The characteristics and attributes ofbenchmarking include measuring performance, systematically identifying best practices,learning from leading organizations, and adapting best practices as appropriate.Benchmarking essentially involves learning, sharing information and adopting bestpractices to bring about changes in performance. To simplify this, it can be stated as:Improving ourselves by learning from othersIn practice, benchmarking usually encompasses: • regularly comparing aspects of performance (functions or processes) with best practitioners; • identifying gaps in performance; • seeking fresh approaches to bring about improvements in performance; • following through with implementing improvements; and • following up by monitoring progress and reviewing the benefits.Projectsformba.blogspot.com 5
  6. 6. Projectsformba.blogspot.comAlan Flower (1997) lists 5 main stages in effective benchmarking: • Selecting aspects of performance that can be improved and defining them in a way that enables relevant comparative data to be obtained - in effect, producing performance indicators that will make sense to other organizations; • Choosing relevant organizations from which to obtain raw or headline data; • Studying the data to identify possible opportunities for improvement; • Examining the procedures of the best-performing organizations to pick up ideas that can be adopted or adapted to achieve performance improvements; and • Implementing new processes. Organizations usually benchmark performance indicators (e.g. profit margins, returnon investment (ROI), cycle times, percentage defects, sales per employee, cost per unit)or business processes (e.g. how it develops a product or service, how it meets customerorders or responds to enquiries, how it produces a product or service). For humanresources, three types of benchmarks are particularly appropriate (Matters, 1993). • Broad measures of performance which take an organization-level view of HR management, using broad productivity measures like sales per employee, profit per employee, volume per employee, number of employees per HR specialists, and other relevant "output-over-input" ratios; • HR practices focusing on how effectively HR programs and practices are implemented, and making comparisons with other organizations; and • HR competencies tracking the knowledge, skills and abilitiesProjectsformba.blogspot.com 6
  7. 7. Projectsformba.blogspot.com PURPOSE OF BENCHMARKING • Have an experienced HR Consultant 24/7- just a phone call away. • Establish solid HR Systems. • Ensure compliance with Federal and State Employment laws. • Get difficult, focused HR projects done accurately and quickly. • Maintain HR Systems on an ongoing basis. • Recommend systems and establish a timeline for project. • Establish workers compensation reporting, drug testing procedures, and establish working relationship with company doctor or clinic. • Assist with staffing the company as needed. • Provide assistance with interviewing, reference checking, and benefits sign-up and initial orientation of new employees. • Provide ongoing Human Resource support as needed and requested either on-site or off-site. • Train an on-site administrative person to handle day to day Human Resource tasks such as monthly benefits administration, etc. • Set up personnel files and recordkeeping systems such as Personnel Action Request Forms, Performance Review systems, job descriptions, etc.Projectsformba.blogspot.com 7
  8. 8. Projectsformba.blogspot.com NAVIGATING HR BENCHMARKINGBenchmarking ModelBenchmarking is the search for industry best practice which leads to superiorperformance. The pioneer of competitive benchmarking was the American company,Xerox Corporation. The company demonstrated the usefulness of observing and learningfrom superior performers by benchmarking their competitor. Through the knowledgethey gained they managed to dramatically improve their productivity and significantlyreduce their cost of production.Based upon the Xerox experience, Robert Camp has developed a model which can bemodified and adapted to suit any functional area, including HR management. The Benchmarking ProcessProjectsformba.blogspot.com 8
  9. 9. Projectsformba.blogspot.comPhase One: PlanningCamp has broken the process of benchmarking into 10 steps which progress through 4phases:Step 1: Identify what functions, products or outputs are essential practices and should bebenchmarked.Step 2: Identify external organizations or functions within own organization withsuperior work practices for comparison.Phase Two: AnalysisStep 3: Determine what data sources are to be used. If an organization has up to datepersonnel/payroll systems it should be able to measure a range of HR practices andoutputs relatively easily. Valuable information may also be available through personnelrecords, surveys or even interviews.Step 4: Determine the current level of performance. This will enable the gap inperformance to be identified. Camp emphasizes the importance of a "full understandingof internal business processes before attempting comparison with external organizations."Baseline measurement also provides an objective basis upon which to plan and act.Phase Three: IntegrationStep 5: Develop a vision for future operation based on the benchmarking findings. Focusshould be directed on the quality of best practice procedures/practices and how these canbe not just emulated, but improved upon by the organization.Step 6: Report progress to all employees on an ongoing basis. Communication andfeedback are crucial components of benchmarking.Projectsformba.blogspot.com 9
  10. 10. Projectsformba.blogspot.comPhase Four: ActionStep 7: Establish functional goals linked to the overall vision for the organization.Step 8 & 9: Develop action plans and implement the best practice findings. This shouldbe the responsibility of the people who actually perform the work. Periodic measurementand assessment of achievements should be put into place.Step 10: Update knowledge on current work practices. This is, in essence, the crux ofcontinuous quality improvement. The remainder of this paper will focus on how to begin step one, the planningphase, of an HR benchmarking process, i.e. Identifying what to benchmark.The discussion will primarily deal with the quantitative measurement of human resourcemanagement. Although qualitative assessment can be a valuable and informativebenchmarking tool, the ease with which agencies can define, and in many cases obtain,quantitative information makes it a practical starting point from which to develop abenchmarking process.Steps of a Benchmarking process:The basic steps of a benchmarking effort are: 1. Decide what process to benchmark. 2. Study the process in your own organization. 3. Identify benchmarking partners. 4. Analyze the processes of benchmarking partners to identify differences thataccount for superior performance. 5. Adapt and implement "best practices." 6. Monitor and revise.Projectsformba.blogspot.com 10
  11. 11. Projectsformba.blogspot.com BENCHMARKING THE HUMAN RESOURCES FUNCTIONSThe Global best practices HR tool examines 44 performance measures in 5 key areas:1. Cost and Staffing: Compare a series of cost measures, including the total cost of thehuman resources department, in addition to a series of staffing measures, including thenumber of HR staff to total employees.2. Recruitment: Assess turnover rates. Determine the timeliness and efficiency of therecruitment process.3. Training and Recognition: Review types of training offered and use of incentiveplans.4. Benefits: Understand methods used to communicate benefits information and theextent to which contributions are made to retirement plans.5. Technology and Organization: Examine the types of human resource informationsystems used, as well as methods of effective communication and employee feedback.Projectsformba.blogspot.com 11
  12. 12. Projectsformba.blogspot.com DIFFERENCE BETWEEN BENCHMARKING AND BEST PRACTICESAre benchmarking and best practices the same?No, they are not the same. Benchmarking is the process that allows one to identifypotential best practices, i.e. by identifying the best performers; one knows where to lookfor practices that might improve their own performance. However, there are differenttypes of benchmarking and some organizations engage in benchmarking in order toidentify performance targets for their own organizations rather than to look for practicesthat make other organizations so successful.What distinguishes a best practice from a better practice or a good idea?A best practice is not simply a new idea, but rather a Best Practice is one that meets thefollowing seven criteria:1. Successful over Time: A best practice must have a proven track record.2. Quantifiable results: The success of a best practice must be quantifiable.3. Innovative: A program or practice should be recognized by its peers as being creativeor innovative.4. Recognized positive outcome: If quantifiable results are limited, a best practice maybe recognized through other positive indicators.Projectsformba.blogspot.com 12
  13. 13. Projectsformba.blogspot.com5. Repeatable: A best practice should be replicable with modifications. it shouldestablish a clear road map, describing how the practice evolved and what benefits arelikely to accrue to others who adopt the practice.6. Has local importance: Best practices are salient to the organization searching forimprovement. The topic, program, process, or issue does not need to be identical to theimporting organization, however.7. Not linked to unique demographics: A best practice may have evolved as a result ofunique demographics, but it should be transferable, with modifications, to organizationswhere those demographics do not necessarily exist.Projectsformba.blogspot.com 13
  14. 14. Projectsformba.blogspot.com FACTORS ENHANCING THE CHANCES OF SUCCESS FOR A BENCHMARKING EFFORTA well-designed benchmarking process is essential. However, there are some othercritical success factors, including: • Senior Management Support; • Benchmarking training for the project team; • Useful information technology systems; • Cultural practices that encourage learning; and • Resources, especially in the form of time, funding, and useful equipment.Projectsformba.blogspot.com 14
  15. 15. Projectsformba.blogspot.com BENCHMARKING BEST PRACTICES, RECRUITMENT STRATEGIES AVAILABLE ONLINE NOWOne of the most important services an association can provide its members is theinformation necessary to improve its performance. One way to do that is by conductingbenchmarking surveys and then taking a closer look at best practices—summaries ofwhat individual agencies are doing in areas like workforce planning and healthcare costmanagement.The IPMA-HR benchmarking committee recently completed work on the HealthcareBenefits Cost Management Survey, and the results are available for free to all IPMA-HRmembers. How to handle the growing cost of providing health benefits has posed asignificant problem for public sector employers who don’t have the option of passingalong the costs to customers.In addition, five best practices summaries in the area of workforce planning are now alsoposted to the IPMA-HR Web site at http://www.ipma-hr.org/. IPMA-HR learned from theoriginal study that many organizations have not begun to tackle the looming BabyBoomer retirement crisis. For agencies that anticipate a workforce shortage in the nextfive to 10 years, workforce planning is the place to start. Take a few minutes to learnwhat other agencies are doing by visiting the IPMA-HR Web site.Projectsformba.blogspot.com 15
  16. 16. Projectsformba.blogspot.comThe benchmarking committee is also looking forward to sharing information onrecruitment and selection strategies. This is a topic that garners great interest, withhundreds of members accessing IPMA-HR research products online each month. In lateFebruary, the benchmarking committee launched a survey in partnership with NEOGOVon this important topic. Results should be available in late spring.The benchmarking Web site (http://www.ipma-hr.org/index.cfm?navid=128) and bestpractices Web site (http://www.ipma-hr.org/index.cfm?navid=127) are easily accessible.Do not forget to login to access the members-only material.Projectsformba.blogspot.com 16
  17. 17. Projectsformba.blogspot.com BENEFITS OF BENCHMARKING HR PRACTICES • Affirmative Action Plans. • HR Policy and Procedures Manuals. • Employee Handbooks. • Interviewing Guides and Training. • Human Resource Department Audits. • General on-site and off-site Human Resource Support. • Organizational development. • Teambuilding. • Performance Review Systems. • Attitude Surveys. • Wage & Salary Surveys. • Supervisory Training.Projectsformba.blogspot.com 17
  18. 18. Projectsformba.blogspot.com RESEARCH METHODOLOGYSTUDYThis research project is a descriptive type of study on the topic-“BENCHMARKING OF HR PRACTICES”.Research Design:Research Design is simply the framework or plan for a study, which is used as a guide incollecting and analyzing the data. It is the blueprint that is followed in completing astudy. As the objective of the research is descriptive in form, the research design must bemade accordingly: • Formulating objective of the study. • Designing the method of data collection. • Selecting the sample size. • Collection of data. • Analysis. • Conclusion.Descriptive research includes websites, books, magazines, observations and fact-findingenquiry of different kind.Projectsformba.blogspot.com 18
  19. 19. Projectsformba.blogspot.com DATA COLLECTIONPRIMARY DATA: Primary data helps in validation of the knowledge gathered fromsecondary data. Primary Data are those, which are collected afresh and for the first time.The methods adopted for it are as under: • Observation Method • QuestionnaireSECONDARY DATA: Secondary data provides the knowledge about the topic of theresearch and the company in terms of facts and figures. Secondary data are those, whichare collected through someone else, and users can obtain from websites, books,magazines, and articles in newspapers.Projectsformba.blogspot.com 19
  20. 20. Projectsformba.blogspot.com DATA ANALYSISOBJECTIVE OF THE STUDY: The objectives of the study are as under: • To study the purpose of benchmarking the HR practices. • To study the process and steps of benchmarking. • Defining the factors enhancing the success of benchmarking efforts. • To know the benefits of benchmarking. • To analyze the trends and best practices for using HR for competitive advantage.METHOD OF DATA COLLECTION: The study is based on the secondary data. Theresearch tools are the magazines, journals and websites.Projectsformba.blogspot.com 20
  21. 21. Projectsformba.blogspot.com ARTICLES 1. USING HR FOR COMPETITIVE ADVANTAGE- TRENDS AND BEST PRACTICESDr Keith Good all, Senior Associate at the Judge Business School, CambridgeUniversityProgramme description:This three-day programme focuses on the relationship between Human ResourceManagement and the leadership and management of successful businesses. Thedevelopment of the Human Resource function from its early role in ‘PersonnelManagement’ to the current emphasis on Human Resource as a ‘strategic partner’ will beexamined.The course is organised around case studies which detail Human Resource practices in avariety of industries. The teaching methodology includes short lectures, practicalreadings, group discussions and DVD presentations.Projectsformba.blogspot.com 21
  22. 22. Projectsformba.blogspot.comKey focus areas • Analyzing the roles of HR Frameworks developed by Harvard and Michigan to think systematically about how HR connects with business needs, with strategy, and with the environment will be deployed. • Aligning HR with Strategy what is it exactly that makes HR ‘strategic’? An understanding of strategy will be clarified and then the programme examines how HR can be aligned with strategic objectives. Each of the case studies used will give practical examples of the different ways in which HR can support the senior management team and the line. • Winning the ‘war for talent’ and retaining key staff. Starting with the McKinsey guidelines for winning the war to attract and retain key talent, the programmed then looks at a detailed case from the pharmaceutical industry. The assumption is that poor HR practices will always retain staff, but the ones that stay will be the ones you don’t want. • Building commitment. A framework for understanding commitment in a high- performance organization, as opposed to having simple compliance, will be developed. The cases will also illustrate the different ways modern organizations build commitment in the workforce. • Systems thinking. It is important for HR and senior managers to take an overview of the interactions between ‘people’ and the ‘hard’ aspects of the business in a dynamic business environment. The McKinsey/Harvard 7-S model will be used as an example of how systems thinking can be applied to the analysis of organizational effectiveness. • Change management and HR. One of the constant themes of modern management is the need for change. The case of a French cement company in China will be used to examine the relationship between HR and change management.Projectsformba.blogspot.com 22
  23. 23. Projectsformba.blogspot.comWho should attend?The course is suitable for practicing HR managers interested in benchmarking theircurrent practices against international trends. It is also suitable for senior managers whowant to use their HR function as a source of competitive advantage.By the end of the course participants will: • have practical frameworks for analyzing the roles of the HR function • understand the relationship between HR and strategy in a high performance organization • have analyzed the use of HR in different types of businesses (high-tech; service; manufacturing …) • understand HR as part of a ‘systems’ view of business effectiveness • be aware of trends and best practice in obtaining, retaining, motivating and developing staff • Understand the relationship between HR and change management.Projectsformba.blogspot.com 23
  24. 24. Projectsformba.blogspot.com2. HR PRACTICES FOR HIGH PERFORMANCE ORGANIZATIONSABSTRACT:If Australian organizations are to be competitive, more productive and economicallysustainable, they will require highly skilled knowledgeable, innovative workers and arelatively stable workforce. An increasing number of companies in the United States andEurope are implementing management systems and HR practices with greater employeeinvolvement to increase productivity and quality, and to gain the competitive advantageof a workforce strategically aligned with the organization’s goals and objectives.Critical organizational processes such as information sharing, training, decision-makingand rewards are now being moved down to the lowest levels in the organization. Thisapproach to HR puts knowledge, power, rewards, and a communication network in placeat every level in an organization. If organizations are to be sustainable in the medium tolong-term, employees must be motivated to care about the work they do, to acquireknowledge-related skills, and to perform.Greater employee involvement can only be achieved through a carefully managedprocess that strives for participation by integrating the individual with the organization toachieve high productivity and competitive advantage. This process involves restructuringthe work so that it is challenging, interesting, and motivating as possible. Employees atall levels are given power to influence decision-making.However, high quality employees do not assure an organization of having a sustainablecompetitive advantage or even a short-term advantage. If employees are poorly motivatedor if the correct organizational systems are not in place, the employees’ talent may bewasted or lost to competitors.Projectsformba.blogspot.com 24
  25. 25. Projectsformba.blogspot.comTHE FORCES OF CHANGE:The organizational events of the last ten years – out-sourcing, downsizing, re-engineering, reduced organizational levels, acquisitions and joint ventures, highmanagement turnover, broadened spans of managerial control, rapid technologicalchange and globalization – are challenging traditional HR and executive developmentpractices established since the mid-1970s.The impact can be seen in many ways: • There are fewer levels and broadened spans of organizational control which means that organizations are finding it harder to retain talented people; • Radically changing organizational structures have effectively abolished career paths and middle management in both the private and public sectors; • External recruitment of talent has risen dramatically as many HR departments and their organizations have opted for this soft option rather than developing talent from within; • Reduced budgets and more demanding shareholders and other investors have forced companies to focus developmental resources for optimum return in the short-term and invest less.Projectsformba.blogspot.com 25
  26. 26. Projectsformba.blogspot.comWHY HR IS NOW BECOMING INCREASINGLY IMPORTANT • Organizations in Australia have changed significant aspects of their employment policies during the 1990s. • The role of trade unions has declined, bargaining about employment conditions and wages has shifted to the enterprise level and increasing numbers of organizations are introducing techniques to communicate directly with their employees. • There has been a growth in pay for performance schemes, flexible employment practices, training, performance appraisals and broader job structures. • The bureaucratic and hierarchical organizational structures have given way to broader and flatter structures where self-managed work teams have become more prevalent and workers.MAJOR CHALLENGES FACING AUSTRALIAN ORGANIZATIONS.Although there has been a marked decline in the Australian dollar, the ability ofAustralian organizations to compete with goods and services from overseas competitorsmay have been impaired due to the poor economic health of many Asia-Pacificeconomies. Consequently, overseas competitors are able to provide products and servicesat a lower price to the detriment of the local industry Australian organizations now needto concentrate more on highly value-added products and services produced by a skilledand motivated workforce. This requires that Australian organizations need to take a more"strategic" approach to HR that will enable them to cope with the challenges resultingfrom rapid changes in technology and globalization.Projectsformba.blogspot.com 26
  27. 27. Projectsformba.blogspot.comHR PRACTICES WHICH ARE CRITICAL TO ECONOMIC SUSTAINABILITY • Employment security • Selective hiring of new personnel • Self-managed teams and decentralization of decision-making • High compensation contingent on organizational performance • Extensive training and development • Continuous improvement HR programs • Reduced status distinctions and barriers • Trust between management and employees at all organizational levels • Efficient and effective use of new information technologiesWHAT IS "BEST PRACTICE" IN HR?There is no single best practice to which all organizations should aspire. Rather, theliterature shows that each firm has a distinctive HR system that represents a corecompetencies required for the survival and sustainability for that particular organization.“Best practices" in HR are subjective and transitory. What is best for one company maynot be best for another. What was best last month may not be best for today. The conceptof "best" is highly subjective and non-specific.Projectsformba.blogspot.com 27
  28. 28. Projectsformba.blogspot.comFACTORS WHICH CONSTITUTE BEST PRACTICES IN HR ARE • Communications • Continuous Improvement • Culture Consciousness • Customer Focus & Partnering • Interdependence. • Risk Taking • Strategy and commitment..IMPLEMENTING HR PRACTICES AND POLICIESWhen implementing HR practices and policies, managers should note that HR practices: • Cannot be "copied" from one organization to another. • Must be implemented with regard to the organizational context of a particular firm. • Are more effective, and can produce a synergistic effect, if they are complementary to each other. • Require significant planning, resources and effort. • Necessitate that people who are expected to assist with the implementation of the new HR practices must be consulted and be a part of the planning, development and implementation processes right from the start. There must be an effective management system to support long-term productivityimprovements. Policies and training have to be aligned with HR practices.Must be broadly complementary to HR policies linked to "high-involvement workpractices" and are thus relevant to explaining the variation in the diffusion of suchpractices.Projectsformba.blogspot.com 28
  29. 29. Projectsformba.blogspot.comKEY FINDINGS AND LESSONS LEARNEDThe literature refers to some key findings from research and lessons learned. Theseinclude: • The most striking increases in high-involvement work practices are in the use of on-line work teams and off-line problem-solving groups. • Higher levels of managerial tenure had a positive and statistically significant association with greater increases in the use of high-involvement work practices. • In newly industrialized countries, investments such as increased training, performance-based pay, the elimination of status barriers, and more selective recruitment and hiring practices were assessed by the corporate parent. • High-involvement work practices may represent "competence-destroying" change, which is difficult to implement, and may lead to worsened performance in the short-term. • Plants that undergo a major disruption in their operations – creating opportunity for various organizational changes - were more likely to adopt high-involvement work practices.Manufacturing technology is necessary but insufficient, without work force commitmentto performance. Any competitive advantage will not be sustained without a skilled,motivated, and committed management team and work force. Organizations mustenhance work force ability to improve productivity. Technology without a talented workforce is an opportunity that has not been utilized enough.Projectsformba.blogspot.com 29
  30. 30. Projectsformba.blogspot.comNEW ROLE FOR HR PROFESSIONALSThe role of HR departments is being transformed as line managers assume greaterresponsibility for a number of people management activities and as HR specialists focusmore closely on integrating HR and corporate strategy. It will become increasinglyimportant for HR specialists to demonstrate that they can contribute to organizationalefficiency and effectiveness in both the short and long term.HR professionals can now play a more proactive role by: • Demonstrating that they understand these employment changes has an impact on employees and that employee’s experience organizational change in different ways. • Realigning the expectations of managers and other employees within their organizations. HR practitioners are responsible for communicating the need to understand the changing nature of work and the impact of such changes on the organization. • Monitoring how well employees are coping with employment changes where many employees do not feel that they are effectively making the transitions when organizational changes and flexible work practices are introduced. • Providing advice to executive management to adopt a long-term strategic approach to HRM that is more conducive to the development of employment relationships based on mutuality of organizational and individual goals and expectations.Projectsformba.blogspot.com 30
  31. 31. Projectsformba.blogspot.comCONCLUSIONThere is significant evidence in the literature to indicate that a strategic approach to HRpolicies and practices in Australia has been largely pre-occupied with strategy in itsnarrowest form. An explanation of this may be that strategic HR practices have been usedopportunistically rather than strategically, and the approach by HR specialists and theirCEOs has been overridden by the need to survive and grow in an increasingly complexand volatile economic environment. Unlike their financial counterparts, HR specialistsare often ignored when strategic business decisions are made. This supports the beliefthat the material considerations for long-run strategic decisions placing HR as the criticalfunction in corporate strategy do not exist.Organizations that continue to seek solutions to their competitive challenges bydownsizing, outsourcing and weakening their organizational culture are now "onborrowed time" and will not be sustainable. Organizations need to match HR policies andpractices with long-term business strategies required to compete in the global marketplace, and generate employee commitment and retention over the long-term. HRpractices are required that are incremental and collaborative and provide the opportunityto employees to make decisions affecting their work and to share in the rewards of theircreative efforts.Projectsformba.blogspot.com 31
  32. 32. Projectsformba.blogspot.comEXAMPLES OF TOP 10 BENCHMARKING FIRMSTHE TOP 10 BENCHMARK FIRMS IN RECRUITING AND TALENTMANAGEMENTThe very best companies in recruiting are constantly striving to improve everything theydo through continuous learning. One of the best learning tools at their disposal isbenchmarking, which often provides learning that can be applied immediately.Unfortunately, unlike many other professions, there is no standard measure as to whatmakes a recruiting function world class, which might provide a list of which firms arebenchmark worthy (for benchmarking to be truly beneficial, all parties involved must beable to learn from each other).The Top Ten1. First Merit Bank. Some may find it hard to believe that the most strategic andinnovative approach to recruiting isnt found inside one of Americas most recognizedcompanies, but rather from this bank headquartered in Ohio. In addition to a great referralprogram, they are the best in understanding how recruiting can adopt successfulapproaches such as data mining, customer relationship management, competitiveintelligence, and assessment metrics from other business functions.2. General Electric. Long recognized as "the" benchmark firm when it comes to buildinga performance culture, GE wins hands down as having the best overall talentmanagement strategy. They prioritize jobs and focus on "game changers." Theiremployer-of-choice brand is second to none and they are among the leaders (along withHome Depot) in recruiting from the military.Projectsformba.blogspot.com 32
  33. 33. Projectsformba.blogspot.com3. Microsoft. Giving GE a run for their money as best in talent management is Microsoft.They excel at workforce planning, redeployment, utilizing analytics, and leveraging theinternet. They are also truly world class when it comes to the effective use of contingentworkers. Microsoft was also ranked #57 on Fortune Magazines 2005 100 BestCompanies to Work for in America.4. Wachovia Corporation. This hands-down leader in diversity recruiting is also wellversed in utilizing metrics and running a fee-for-service recruiting model capable ofactually generating revenue by selling excess recruiting capacity to other organizations.Their recruiting strategy is world-class in a relatively conservative industry.5. Starbucks. Given the "less than glamorous" nature of the retail industry, the approachtaken by this coffee giant to employment branding and becoming an employer of choiceis phenomenal. They also excel at high-volume hiring. Starbucks was ranked #11 onFortune Magazines 2005 100 Best Companies to Work for in America.6. Marriott International. This hotel giant was one of the earliest adopters ofemployment branding, and one of the few companies to maintain a dedicated focus on theart. While they still excel in employment branding, their diversity recruiting and workwith the disadvantaged are world class by any standard. Marriott was ranked #63 onFortune Magazines 2005 100 Best Companies to Work for in America.7. Southwest Airlines. The clear winner for innovation in recruiting, this company notonly excels in selection but also scores huge in branding with the launch of its own TVshow (Airline). Every employee periodically receives productivity and financial reportsso they can act more like owners.Projectsformba.blogspot.com 33
  34. 34. Projectsformba.blogspot.com8. Booz Allen Hamilton. The things that set this professional services firm apart from thecompetition comprise a laundry list of "must have" programs for professional-level talent.In addition to these programs, they also excel at employment branding. BAH was ranked#75 on Fortune Magazines 2005 100 Best Companies to Work for in America.9. Valero Energy. Managing in a place "run by CPAs" requires extraordinary metrics,and Valero comes through with the best metrics in recruiting, bar none. Their use ofregression analysis for workforce forecasting is truly best in class. In addition, they havedevelopment metrics that demonstrate the relationship between recruiting effectivenessand stock price per share, and they have created a sourcing channel report thatdemonstrates the ROI in the effectiveness of their best sourcing channels. Valero wasranked #23 on Fortune Magazines 2005 100 Best Companies to Work for in America.10. T-Mobile. Excellent work in nearly every aspect of recruiting, T-Mobile is a standout in both the usage of metrics and online candidate assessment. In 2004, T-Mobile setout to demonstrate the business impact of recruiting and succeeded beyond expectations.With a largely tech-savvy target audience, they also excel at innovation in Internetrecruiting.Projectsformba.blogspot.com 34
  35. 35. Projectsformba.blogspot.com A SUMMARY OF THE BENCHMARKING INTERVIEWSThe overall trend in the delivery of modern human resource practices is to refocus thetraditional orientation of the Personnel Office from conducting transactions alone tocombining service delivery and strategic planning. For example, at Genzyme, HumanResources (HR) is 70% a business partner and 30% a service provider. Johnson&Johnson has organized HR into three segments: Thinkco, Touchco and Serveco. Thinkcois a strategic unit providing direction to individual areas; Touchco exists within thebusiness unit to deliver specific human resource practices; Serveco handles humanresource transactions across the organization.In the aggregate, three key factors are necessary for high level human resource practices:strong leadership, clear organizational values, and ongoing measurement. Successrequires faith in administrative processes, use of technology, and high-level involvementof HR in the overall strategic planning for the organization. Every organization the teaminterviewed cited the critical importance of high-level leadership to advocate for changeand to clarify the focus of future human resource practices.To better define and clarify the values of the institution or corporation, severalorganizations have specified human resource principles that provide a basis for thedevelopment and implementation of new practices. For example, one multi-nationalorganization developed a process to review practices world-wide, after which it issued astatement defining seven principles of leadership and appointed people to guide thesubsequent implementation of new human resource practices.These organizations used employee surveys, exit interviews and cross-functionalmeetings initiated by HR to measure the success of changes in human resource practices.Projectsformba.blogspot.com 35
  36. 36. Projectsformba.blogspot.comCommon ThemesCertain approaches to human resource practices were fairly common across many of theorganizations interviewed.1. Planning and AppraisalIn general, planning and appraisal processes focus on developing the individual; lettergrades are not used. Several organizations use a "360" evaluation tool in whichsubordinates, colleagues, and supervisors contribute to an individuals evaluation. Animportant outcome of this process is a training plan that links both the needs of theindividual and the goals of the organization. Positive, honest feedback is critical.2. Individual and Team DevelopmentThe key to individual and team development is training. Characteristics of successfulorganizations include: budgeting training expenses and releasing individuals to attendtraining sessions; providing centralized core training appropriate for the job; trainingmanagers, coaches, and supervisors in work and family issues; and providing trainingspecifically tailored to the needs of teams.3. Career PlanningConsistently, career planning is described as being the responsibility of individualemployees. Several organizations said, "the job belongs to the company; the career pathbelongs to the individual."Projectsformba.blogspot.com 36
  37. 37. Projectsformba.blogspot.com4. HiringTechnology is widely used by central HR for recruiting, hiring, retaining and assessingperformance and competencies. Nevertheless, screening, interviewing and final decisionsremain the responsibility of the business units. The documentation supporting thesetransactions is processed and stored electronically. The organizations believe thistechnologically enhanced hiring process is valuable to both the internal and externalcandidates.5. Succession PlanningSuccession planning is of growing importance to organizations as they come to realizethat professionals who have achieved a high level of success within a particular disciplinehave not necessarily developed all the competencies for leadership. Several organizationshave taken specific steps to develop new leadership. For example, Johns Hopkins hasestablished a Leadership Institute that may contribute to succession planning.6. Job DesignSuccessful job designs offer flexibility; are guided by what needs to be done; and meetthe demands of the marketplace.7. ClassificationJob classification remains the responsibility of central HR. Problems occur whenstandards for classification are not applied.Projectsformba.blogspot.com 37
  38. 38. Projectsformba.blogspot.com8. Compensation/Recognition/Other RewardsTotal compensation and rewards are being desegregated into base salary, discretionarybonuses, and non-financial recognition. For example, AT&T provides cash awards forideas which lead to cost saving. At Lucent Technologies, bonuses are based on acombination of individual merit, the performance of the business unit, and theperformance of the corporation.Together, the experiences of these organizations offer guidance to MIT as it works toexpand its human resource practices, to deliver base line services more efficiently and todevelop the workforce to meet the strategic needs of the Institute.Projectsformba.blogspot.com 38
  39. 39. Projectsformba.blogspot.com FINDINGSThere were many findings which were made from the study which are as follows: • Benchmarking establishes HR systems. • It ensures compliance with Federal and State Employment Laws. • It maintains HR systems on an ongoing basis. • Steps of benchmarking process are very effective. • Areas which are benefited by the benchmarking practices. • The Top 10 benchmarking and their strategies for success.Projectsformba.blogspot.com 39
  40. 40. Projectsformba.blogspot.com CONCLUSION"Benchmarking is a process for identifying and importing best practices to improveperformance." Benchmarking is not a simple comparative study, simply copyingpractices from other organizations, or simply assessing performance. Benchmarkinghelps in establishing solid HR systems and maintaining HR Systems on an ongoing basis.It also helps in recommending systems and establishing a timeline for project. It alsohelps in assisting with staffing the company as needed. There are various benefits ofbenchmarking. It helps in making affirmative action plans and thereby makes HR policiesand procedures manuals. It helps in enhancing Teambuilding. The Performance ReviewSystems are made effective by practicing benchmarking. Wage & Salary Surveys aredone to make the existing policies more effective. Hence, Organizations usually benchmark performance indicators (e.g. profit margins,return on investment (ROI), cycle times, percentage defects, sales per employee, cost perunit) or business processes (e.g. how it develops a product or service, how it meetscustomer orders or responds to enquiries, how it produces a product or service).Projectsformba.blogspot.com 40
  41. 41. Projectsformba.blogspot.com BIBLIOGRAPHYwww.benchmarkoutsourcing.comwww.gibs.co.za.comwww.globalbestpractices.comwww.osp.state.nc.uswww.dpc.wa.gov.auwww.qut.edu.auArticle Reviews:www.ere.netThe Top 25 Benchmarking firms in Recruiting and Talent Management. www.fsed.org HR Practices for High Performance Organizations. Flower, Alan. 1997. How to: Benchmarking? Personnel Management. 12 June.Projectsformba.blogspot.com 41