Hi All,
Pls help me with the Benchmarking, As i am Working on a Benchmarking exercise for my company. We are a Captive BPO in Pune with a strenght of 500 People. So far i have managed to get the official meaning of Benchmarking, and why we do it.
Rgds
Maksood
From India, Pune
Pls help me with the Benchmarking, As i am Working on a Benchmarking exercise for my company. We are a Captive BPO in Pune with a strenght of 500 People. So far i have managed to get the official meaning of Benchmarking, and why we do it.
Rgds
Maksood
From India, Pune
Benchmarking is done to control some activities like we do standardization of salary, designations i.e we draw a line to fix package or designation of an employee so that there is no ambiguity in the pay package or designations.
Regards,MANOJ KUMAR
1Regards,MANOJ KUMAR
Thanks Manoj,
standardization of salary can be one of the areas where we can do benchmarking.. i did not get your point in regards with designation.
also, is benchmarking only confined to salary and designation are these only 2 areas on which we compete on with our competitors.
Pls help me with your important views.
Maksood.
From India, Pune
standardization of salary can be one of the areas where we can do benchmarking.. i did not get your point in regards with designation.
also, is benchmarking only confined to salary and designation are these only 2 areas on which we compete on with our competitors.
Pls help me with your important views.
Maksood.
From India, Pune
I am attaching some articles.hopefully these will be useful
Benchmarking Model
Benchmarking is the search for industry best practice which leads to superior performance.2 The pioneer of competitive benchmarking was the American company, Xerox Corporation. The company demonstrated the usefulness of observing and learning from superior performers by benchmarking their competitor. Through the knowledge they gained they managed to dramatically improve their productivity and significantly reduce their cost of production.
The Benchmarking Process
Phase One: Planning
Step 1 Identify what functions, products or outputs are essential practices and should be benchmarked.
Step 2 Identify external organisations or functions within own organisation with superior work practices for comparison.
Phase Two: Analysis
Step 3 Determine what data sources are to be used. If an organisation has up to date personnel/payroll systems it should be able to measure a range of HR practices and outputs relatively easily. Valuable information may also be available through personnel records, surveys or even interviews.
Step 4 Determine the current level of performance. This will enable the gap in performance to be identified. Camp emphasises the importance of a "full understanding of internal business processes before attempting comparison with external organisations." Baseline measurement also provides an objective basis upon which to plan and act.
Phase Three: Integration
Step 5 Develop a vision for future operation based on the benchmarking findings. Focus should be directed on the quality of best practice procedures/practices and how these can be not just emulated, but improved upon by the organisation.
Step 6 Report progress to all employees on an ongoing basis. Communication and feedback are crucial components of benchmarking.
Phase Four: Action
Step 7 Establish functional goals linked to the overall vision for the organisation.
Step 8 & 9 Develop action plans and implement the best practice findings. This should be the responsibility of the people who actually perform the work. Periodic measurement and assessment of achievements should be put into place.
Step 10 Update knowledge on current work practices. This is, in essence, the crux of continuous quality improvement.
regards
From India
Benchmarking Model
Benchmarking is the search for industry best practice which leads to superior performance.2 The pioneer of competitive benchmarking was the American company, Xerox Corporation. The company demonstrated the usefulness of observing and learning from superior performers by benchmarking their competitor. Through the knowledge they gained they managed to dramatically improve their productivity and significantly reduce their cost of production.
The Benchmarking Process
Phase One: Planning
Step 1 Identify what functions, products or outputs are essential practices and should be benchmarked.
Step 2 Identify external organisations or functions within own organisation with superior work practices for comparison.
Phase Two: Analysis
Step 3 Determine what data sources are to be used. If an organisation has up to date personnel/payroll systems it should be able to measure a range of HR practices and outputs relatively easily. Valuable information may also be available through personnel records, surveys or even interviews.
Step 4 Determine the current level of performance. This will enable the gap in performance to be identified. Camp emphasises the importance of a "full understanding of internal business processes before attempting comparison with external organisations." Baseline measurement also provides an objective basis upon which to plan and act.
Phase Three: Integration
Step 5 Develop a vision for future operation based on the benchmarking findings. Focus should be directed on the quality of best practice procedures/practices and how these can be not just emulated, but improved upon by the organisation.
Step 6 Report progress to all employees on an ongoing basis. Communication and feedback are crucial components of benchmarking.
Phase Four: Action
Step 7 Establish functional goals linked to the overall vision for the organisation.
Step 8 & 9 Develop action plans and implement the best practice findings. This should be the responsibility of the people who actually perform the work. Periodic measurement and assessment of achievements should be put into place.
Step 10 Update knowledge on current work practices. This is, in essence, the crux of continuous quality improvement.
regards
From India
Hello Maksood,
As Per Our recommendation,there's a Hard Core HR Work Force Mgmt. Software which will take care of all the organisation HR activities by implementing will definately increase not only the performance of the work force but also will help in incresing the eficiency as well as the growth of an organisation in large.The price of the Software is also designed are affordable & attractive .
Unlike other HR products in the market HR Align permits seamlessly
integrate Workforce management with the best in class HR practices to
unleash the hidden potential and latent talent of your human capital. A lot
of effort has gone in to make this software process friendly by linking People,Strategy and Performance in an organized and efficient manner. It improves performance and accountability, by providing a matrix of critical tools; workflow and information that helps companies drive business results from your HR-activities.
They will be reached at 09967200517/9892022091 .
Contact Person - Vaibhav Dongare
- Taran Bhatia
Regards,
HR Experts
As Per Our recommendation,there's a Hard Core HR Work Force Mgmt. Software which will take care of all the organisation HR activities by implementing will definately increase not only the performance of the work force but also will help in incresing the eficiency as well as the growth of an organisation in large.The price of the Software is also designed are affordable & attractive .
Unlike other HR products in the market HR Align permits seamlessly
integrate Workforce management with the best in class HR practices to
unleash the hidden potential and latent talent of your human capital. A lot
of effort has gone in to make this software process friendly by linking People,Strategy and Performance in an organized and efficient manner. It improves performance and accountability, by providing a matrix of critical tools; workflow and information that helps companies drive business results from your HR-activities.
They will be reached at 09967200517/9892022091 .
Contact Person - Vaibhav Dongare
- Taran Bhatia
Regards,
HR Experts
Hi Vrishi,
Thank you very much for your valuable suggestions on Benchmarking,
My plan is to Benchmark the comparison companies on the various procedures viz; Recruitment and selection, The Induction Process,
Performance appraisal, Learning and Development, Employee relation/rewards and recognition, various channels in communication,
Salaries,retention strategies,Coaching and mentoring. etc...
My concern is on how to make a ground work for the above mentioned areas. And how to initiate this process (i mean how can i extract the information on above practices from the competitors as these are very confidential).
Would appreciate your comments on the same.
Rgds
Maksood.
From India, Pune
Thank you very much for your valuable suggestions on Benchmarking,
My plan is to Benchmark the comparison companies on the various procedures viz; Recruitment and selection, The Induction Process,
Performance appraisal, Learning and Development, Employee relation/rewards and recognition, various channels in communication,
Salaries,retention strategies,Coaching and mentoring. etc...
My concern is on how to make a ground work for the above mentioned areas. And how to initiate this process (i mean how can i extract the information on above practices from the competitors as these are very confidential).
Would appreciate your comments on the same.
Rgds
Maksood.
From India, Pune
Have recently joined the forum.
I work for a pvt ltd company - small size -- 100 employees - power sector(UPS) -also consult with a small size IT company. Salary benchmarking is an overall need.
TO my mind a good idea would be to benchmark salary against certifications and experience.
eg a 10/12 class + diploma/ certificate/ ITI at an entry level in UPS Service industry would probably get 4-8K pm (depending on company profile) while the same person after 2 yrs of work exper. would be eligible for a salary of 6-10K
would anyone be willing to share salary details like this for IT companies.
:)
I work for a pvt ltd company - small size -- 100 employees - power sector(UPS) -also consult with a small size IT company. Salary benchmarking is an overall need.
TO my mind a good idea would be to benchmark salary against certifications and experience.
eg a 10/12 class + diploma/ certificate/ ITI at an entry level in UPS Service industry would probably get 4-8K pm (depending on company profile) while the same person after 2 yrs of work exper. would be eligible for a salary of 6-10K
would anyone be willing to share salary details like this for IT companies.
:)
Hi, Please help me with Benchmarking, I am working with IT Company means 50 employee are working with our company. can i using benchmarking concept for my company.
From India, Pune
From India, Pune
Hell0 rishi,
I am Swathi, a new member to this forum.Even I am working on "Benchmarking Of HR practices in IT industry" as a part of my PHD research work.I am confused about how to decide on the best company to benchmark with. Say for Example I am trying to benchmark all the HR practices in it industry how do I take a company as a benchmark from among the group of top IT companies like IBM,TCS,WIPRO,etc.,.What should be basis for such selection of the benchmark company.please suggest and it is urgent.
Thank you in advance
From India, Hyderabad
I am Swathi, a new member to this forum.Even I am working on "Benchmarking Of HR practices in IT industry" as a part of my PHD research work.I am confused about how to decide on the best company to benchmark with. Say for Example I am trying to benchmark all the HR practices in it industry how do I take a company as a benchmark from among the group of top IT companies like IBM,TCS,WIPRO,etc.,.What should be basis for such selection of the benchmark company.please suggest and it is urgent.
Thank you in advance
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Compensation Benchmarking Survey.doc
WHAT IS BENCHMARKING.pd f