The HR Benchmarking study offers you clearly arranged results from the research of key indicators for managing human resources on the Slovak market including information focused on the performance and effectiveness of the HR management system in the surveyed companies, as it is connected with the performance of the whole organization. The implementation of a HR management system should always be linked to the organization’s particular overall business strategy. Our study focuses on the strategic role of human resources, the performance of the personnel system, and behaviour in the company.
HR Scorecard – Diagnosis of HR Management
In this part of the study you can find the HR Scorecard tool for comparing the settings of your internal system for managing human resources with the market results, which can serve as a comparable statement for HR management. It is based on modern concepts that describe the possibility of managing human resources as having strategic value to an organization, and thus demonstrate its contribution to the company’s financial success.
Databank of Necessary HR Indicators
The strategic role of human resources is an important area for measurement. The typical indicators include the decision-making potential of HR managers, their position and powers within the organization, the ability to implement the company’s strategy, the existence of a personnel strategy and its particular priorities (e.g. increasing productivity, changing the corporate culture, changing the wage system, and others), and linking the personnel strategy with the corporate strategy.
Personnel systems and their performance constitute another area. In this case, the following basic HR processes act as quantitative indicators:
- Recruitment and selection of employees;
- Remuneration;
- Performance assessment;
- Education and development,
- Behaviour in the company.
Behaviour in the company is also a standard area for measurement. Here, measurement reveals the satisfaction, motivation, and competences of staff, as well as obstacles in implementing the corporate strategy that are directly related to employees (e.g. absences due to incapacity for work, staff turnover, or insufficient qualification).
The information gained from the output report and your own comparison with the market by means of the HR Scorecard tools will help you set personnel checking indicators, review HR management strategies, and optimize systems in individual personnel areas as well. They will also serve as inspiration for defining new indicators for measuring performance.
