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Benchmarking People Practices - A survey
     
  Client: A large IT organization commissioned the Survey on People Practices. The Survey covered 8 other IT companies in Bangalore.

The Assignment: The objectives of the Survey were to provide data on people practices in other comparable IT organizations and compare and contrast the people practices to understand:
  • Industry norms and metrics in the various areas of HR
  • Best Practices in HR
In order to define the scope and create the Survey, we first gathered data extensively within the client organization. Through interviews with the HR team and review of various relevant documents, we designed the Benchmarking Questionnaire. The Questionnaire covered quantitative metrics for each area as well as Qualitative sections to enable understanding of the context in which HR processes and practices had been created.

Post the pilot of the Questionnaire with the client organization, we then polled 8 other organizations who had been invited to participate in the survey. Data was gathered through interviews with relevant managers in the HR Department responsible for different sub-functions. In most organizations we met with at least 2-3 HR managers as well as the Head of the HR function.

The following areas were covered in the survey:

  • Organization Design
  • Structure and Role of the HR function
  • Performance Management
  • Recognition and Rewards
  • Promotions
  • Career Planning
  • Succession Planning
  • Competencies and Skills
  • Leadership Development
  • Talent Management
  • Employee Training and Education
  • Employee Surveys
  • Employee Welfare and Wellness
  • HRIS
  • HR policies
  • Safety and Ergonomics
  • Internal Communication

As is traditional, all participating organizations received a copy of the Benchmarking results (with the source identity concealed). Feedback received form the client as well as the Benchmarking Partners, even a couple of years after the exercise indicated that the Report was still being used extensively to help review and modify and craft key talent management and development systems, policies and processes.

 
     
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