It is very likely that you have never heard of the benchmark or benchmarking. And if you know something about this business tool, you may not know how to apply it to Human Resources. Melt Group will provide you with the necessary keys to improve the HR department of your company or organization. To do this, we always look for avant-garde and innovative resources that allow us to grow with our clients.

The key to benchmarking is that it provides us with great knowledge of the business world, achieving specialization in very specific sectors. This basically helps us to improve the results of our own company, through the study of data and quality metrics.

We could say, therefore, that the benchmark is a constant measurement process, which enables us to compare relevant data from leading companies in a specific sector, in order to optimize our results, actively learning from the competition.

In the field of Human Resources, the purpose is very similar. It is about applying all these techniques to the HR sector, in order to optimize the recruitment of personnel and improve ongoing training in the company, among other issues.

What is the benchmark or benchmarking?

It is a process of measuring data and metrics that takes place over a long time. You choose services, products or areas of a leading company in its sector, to analyse and compare them with those of your company. The ultimate goal is to become one of the leading companies in the sector through data analysis.

Obviously, the basis of the benchmark is not to focus on copying what the competition does, but on observing and improving. The idea is to determine what another company is doing correctly and then improving it in our own.

Benchmarking benefits

  • Healthy competition between the department of the same company is encouraged.
  • Improving employee performance.
  • Optimization of strategies to improve all company processes.
  • Thorough and ongoing data analysis.
  • Obtaining quality information, through different methods.
  • Stimulating healthy discussions within the business environment on how to improve business processes.
  • Improving competition, inside and outside the company.
  • Improving communication between company departments.

3 types of benchmarking

Depending on the type of information and data that we obtain, there are three different types of benchmarking:

  1. Internal benchmark

Without a doubt, this is the simplest form of benchmarking of all. Instead of looking at and analysing data from rival companies, what we do is choose the most successful department of our own company to analyse the data in this area and thus improve that of the rest of the company, learning from what is done correctly.

As you need to collect information from the company, it is a simple technique because it is not necessary to search for the data outside of the business. Access to information is the order of the day in the internal benchmark.

  1. Benchmark in the competition

In this case, what we are looking for is to have access to relevant information from leading companies that are our direct competitors. The purpose of all this is to analyse which aspects our organization should improve and by looking at the successes of our competitors.

The problem with this type of benchmarking is that we need to have access to relevant data and information that, in many cases, the competition will not want to provide us. Therefore, we are often faced with scarce resources to obtain a clear and quality measurement.

  1. Functional benchmark

This type of benchmarking is quite interesting. It is about comparing a specific area of our company with that of another company that is achieving significant revenues. They need not be companies in the same sector, so access to information and obtaining resources could be more feasible because there is no direct competition.

For benchmarking in the Human Resources sector, this type of option is a fantastic alternative. We can set our sights on the HR departments of various companies in order to learn and improve our own department.

Benchmark in Human Resources: benefits

  • Greater knowledge about the company’s workers and their situation with respect to the competition.
  • Analysis of strengths and weaknesses of our employees.
  • Creation of a team that is enthusiastic about business-level improvement.
  • Better information about the HR department and its employees.
  • Constant improvement in specific Human Resources practices in order to optimize team dynamics.
  • Adoption of innovative techniques and tools, ideal for achieving leadership through the HR department.

Melt Group can help you apply the benchmark or benchmarking to the Human Resources sector. The main objective is to identify what the business shortcomings are in this regard, to apply cutting-edge techniques and constant improvements. Thanks to this you will avoid the famous talent drain and optimize each service offered. Contact our HR team and discover everything we can do for your company.

People are essential for companies and at Melt Group we work with and for them. Recruitment of personnel is our passion, but you need to know the keys that are available today to attract the best talent within your sector.

Our Human Resources consultancy has quality tools, specially designed to optimize the recruitment of personnel. The key is to choose effective and efficient employees who are a perfect match for both the company and the job position in which they will work.

Having specialists in personnel recruitment is essential to form a perfect work team. Discover with us the keys that you should take into account when starting the recruitment phase.

10 keys to improve staff recruitment

The perfect recruitment process

  1. What does the company need?

The first step in a personnel recruitment process is to carefully analyse what the organization’s needs are. Therefore, a priority is carrying out a thorough analysis, which allows you to identify possible staff shortcomings.

  1. Search and recruitment

Having clear the needs at the personnel level, you must begin the active search for talent. Here are two options when it comes to recruiting workers:

  • Passive recruitment: analyse the curriculums that the candidates themselves have sent to the organization’s Human Resources department.
  • Active recruitment: the expert HR team is responsible for searching for specific talent, based on the parameters previously analysed. There are innovative tools that can be used for this process. Melt Group has the most up-to-date technology in Human Resources such as specific management software, which enables us to offer unique recruitment solutions.
  1. Analysis of curriculums

Depending on whether you have opted for an active or passive recruitment process, how you will receive the Curriculum Vitae of your candidates may vary. If you have chosen to actively search for job candidates, you should pay close attention to your Human Resources department databases.

  1. Pre-selection of personnel

Pre-selection of personnel is very important because it enables you to screen all active candidates. It is up to the Human Resources experts to create filters to remove profiles that do not meet the requirements established by personnel recruiters.

  1. Selection tests

The design of the tests for the short-listed candidates is very important. These tests should provide useful information about the skills which candidates actively demonstrate. These tests also include psychological tests, specially designed by HR experts.

  1. Job interview

The job interview phase is essential in any personnel recruitment and selection process. This step is very important to personally verify candidates’ aptitudes and analyse how they are put into practice. At Melt Group, we prepare the interviews, depending on the needs of the position to be filled.

  1. Making the decision

Although it may sound simple, making decisions after all the previous phases of the recruitment process can be somewhat complex. Therefore, it is important that the interviewer, together with the rest of the Human Resources team, have given a positive score to the possible candidates.

  1. Hiring the candidate

All the preceding process enables us to choose the perfect candidate, who will bring the necessary talent to the job position that you have to fill. It is important to know how to inform the new employee, explaining all the specificities related to the position to be filled.

  1. Work Induction

After the employment contract has been signed, the candidate becomes an employee of the company. The Human Resources department must ensure that the new worker is welcomed by their colleagues and begins their career on the right foot.

  1. Follow-up

The last step in a quality staff recruitment process is to carry out a complete follow-up of the worker after the first days of performance of their job.

Contact Melt Group if you need to carry out a quality personnel selection and recruitment process in your company. Our Human Resources Consultant offers innovative tools in the search for talent for your business.

Social Media Auto Publish Powered By :