![]() ![]() Some companies have strict guidelines as to what information can be gathered, and whom practitioners can contact to get that information. Before undertaking a benchmarking opportunity, it is important to have a thorough understanding of the company’s guidelines. Simply stated, benchmarks are the “what,” and benchmarking is the “how.” But benchmarking is not a quick or simple process tool. Gain insight to ensure that benchmarking is in alignment with the company’s management objectives.īenchmarking is a process for obtaining a measure – a benchmark.Understand the difference between benchmarking and competitor research.Understand fully the purpose and use of benchmarking.Thus it is important for Six Sigma practitioners to: This information can then be used to identify gaps in an organization’s processes in order to achieve a competitive advantage. Note, the level of access assigned to the HR professional will determine the scope of the data sets available for query.Benchmarking is a way of discovering what is the best performance being achieved – whether in a particular company, by a competitor or by an entirely different industry. You can contact the Compensation and Classification office at UI HR professionals have access to employee data which may be useful in internal benchmarking through Employee Self Service using HR Queries. Compensation and Classification in University HR regularly benchmarks university salaries and classifications in support of recommendations for Professional & Scientific salary adjustments as well as for individual adjustments in pay level. Their office can also gather external information using their data alliance with other institutions. Ad hoc data may be requested through the Office of the Provost Information and Resource Management, which collects, analyzes, and reports on a wide range of institutional data.Data Digest (comprehensive information about various aspects of the University of Iowa).Web Caspar (National Science Foundation).US News & World Report Academic Insights.American Association of Universities Data Exchange (AAUDE) – contact the Office of the Provost for more information.Integrated Postsecondary Education Data System (IPEDS).Benchmarking requires an understanding of what is important to the organization and then measuring performance for these factors.Īdditional information about benchmarking and how to conduct benchmarking systematically can be found on the iSixSigma website.īelow are a few of the many resources available to the UI Human Resources community for benchmarking: In most cases benchmarking is best-practice-oriented and is part of a continuous improvement program that incorporates a feedback process. For benchmarking to be most effective, it requires a regular and continuous review to ensure organizations are achieving the best results.īenchmarking should be implemented as a structured, systematic process. A plan of action is set to determine where improvements can be made so that the practice or procedure is then adapted/adopted by your teams/departments/divisions with a view for improvement. ![]() Through analysis it is then determined which practice or procedure produces the best results. efficient and/or effective), and study their practices. Benchmarking can be internal, using other areas within your organization, or external, looking at organizations/teams outside your organization.īenchmarking is the process to identify those teams, departments, divisions of an organization, or comparable organization which are doing well (i.e. The intent is to compare your processes and approaches to other like organizations. It can be applied to any metric or function in a unit, department, or college. University HR Staff Recognition Programsīenchmarking is a way of comparing performance measures of two or more organizations/teams.Coping with Loss, Change, and Uncertainty.Staff Nurses and Allied Health Professionals (SEIU).Graduate Teaching and Research Assistants (COGS).AFSCME New Public Safety Bargaining Unit.Interviewing Foreign National Applicants.Immigration Status Classification Summary.UIHC and CCOM Leave and Disability Requests.Campus Support and Critical Incident Response.Work Arrangements and Performance Reviews.Recreation Membership Incentive Program.Improving Our Workplace Award (I.O.W.A.).Recruiting, Hiring, and Onboarding New Employees.Workforce and Workload Planning Toolkit.Working, Learning, and Leading Remotely.Tuition Assistance and Fee Assistance Options.Merit Probation and Salary Information by Type.Merit Supervisory Exempt and Confidential Staff.Employment Categories and Classifications. ![]()
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