There is much talk in recent years among HR professionals about the value of Human Resource Management (HRM) benchmarking, where HR departments compare policies and practices with those of other organizations, aiming to learn from best practice and improve. Estimates show that over 1,000 human capital indices are in use for reference, including absence figures, employee engagement surveys, data on grievances and disciplinary incidents, staff turnover and feedback from exit interviews. The abundance of measures, however, does not guarantee that benchmarking will always produce positive outcomes, nor that it will help the organization to learn and improve…
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