Benchmarks continue to be an immensely strong aspect of building and optimizing HR technology and processes. Comparing your HR costs, staffing, and service levels to peer-comparator data in total and by function provides meaningful diagnosis of where you are today and roadmaps that take you where you need to go tomorrow.
Data-driven assessments are important, but leading with your specific employee needs will allow us to accurately assess what your company needs and how that compares to companies your size. While using benchmarks and data is crucial, we do not hold that as an absolute standard. We use them as a tool, not as an end all be all.
We believe it’s important to start with what your company goals are in regards to your HT department. Are you aware of your employee engagement rate? Do you want to lower your cost-per-hire? Is your turnover rate steadily going up?
Making your way through inconsistent HR processes and systems in a cost-effective way can be a struggle. Planning your enhancements in waves, or leapfrog gaps in technology or automation can be a challenging roadblock. Optimizing HR processes can drastically change how day-to-day operations are seen and completed. We make sure that even if processes do change, we make sure that change reflects exactly what your company needs. We believe that there are around 10 or so technologies and processes that if optimized correctly, can be a turning point in how employees feel and how often they feel motivated to contribute meaningful work.
