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Leading-edge organizations are transforming the role of the HR function from a pure cost center to that of a profit driver. Over the years, the human resources (HR) function has evolved significantly. Increased usage of optimization tactics, such as shared services organizations and outsourcing, is leading to increased potential for HR to have a wider organizational impact. Executives, while continuously pressed to defend resources, are demonstrating HR’s organizational value now more than ever.
As a result, savvy executives are increasingly examining their existing processes to identify opportunities for structural and operational improvement such as:
Our HR practice assists companies with optimizing their resources by employing best practice research, benchmarking, and assessments to compare your operations with those of world-class organizations. We address all areas of HR, including:
Scott Brown, Ph.D.,
Executive Director of Global Research Operations and Consulting Services
Best Practices, LLC has developed an integrated set of tools and techniques including proprietary databases, surveys, lessons-learned interviews, site visits, multi-industry assessments, insightful decision-support tools, and unparalleled access to high-level contacts at industry-leading organizations across the globe. The results are best practice research, analysis, competitiveness reviews and insights that enable organizations to evaluate their total productivity and improve growth, cost position, process design, and overall operating effectiveness.
Over the years, Best Practices, LLC has developed expertise across a broad spectrum of human resource topics. Specific research areas include:
The business of recruiting university students and new graduates is highly competitive today, especially in technology industries that rely on this talent pool to refresh the workforce with vital new knowledge and skills. Yet many companies haven’t changed their university recruiting methods and programs in decades.
Recently, technology has changed the playing field. Some firms are moving away from traditional recruiting methods in favor of electronic recruiting, while others are adding integrated applicant tracking systems and candidate databases.
In this environment, staffing executives who are responsible for university hiring need to understand their program position relative to other companies through comparing performance metrics, processes and best practices. This benchmark package is designed to meet that need.
New Research underscores the importance of "engaging employees" in their jobs and companies as a way to foster high productivity, high morale and excellent customer service. Increasingly, companies are innovating on the traditional employee opinion survey and moving beyond simple measurement of employee satisfaction. More than ever, companies are measuring the extent to which employees are "engaged" as the best indicator of employee health.
This report by Best Practices, LLC uncovers best practices in identifying and improving drivers that are proving most effective in engaging employees in their jobs, their companies and their work groups.
The Best Practices LLC research team studied high performing staffing organizations at dozens of Aerospace and Defense and other technology-oriented companies. This comprehensive study revealed the structure, process and operational tactics that leading organizations employ to hire for large volumes of highly skilled positions with maximum efficiency and effectiveness. In-depth profiles of the most effective operations detailed how these staffing organizations established roles and responsibilities, integrated technology, and managed tasks to ensure fast and cost-effective selection and hiring of qualified job candidates. Extensive metrics demonstrate clear benchmarks for performance and quality excellence.
The team surveyed and interviewed more than 100 world-class companies to gain perspective on the most valuable operating practices for staffing, as well as detailed metrics for their own personnel levels, budget resources and job functions.
Our client was a large Aerospace and Defense company. Participants in the study included Lockheed Martin, Northrop Grumman, Microsoft, Verizon, Bank of America and Sun Microsystems.
This research bundle provides a comprehensive look at the Human Resources Administration function, with a focus on HR Service Center administrative processes and management of corporate Leave of Absence (LOA) programs, including FMLA (Family and Medical Leave Act). "Achieving HR Administration Excellence: Shared Services, Outsourcing and Cost Reduction" presents a series of structure, staffing and volume metrics that will help HR managers pinpoint their productivity gaps and determine optimal staffing levels for critical HR functions. Conversely, companies that are ramping up for growth can use the metrics to guide strategic decisions on where to increase staffing in anticipation of higher workloads.
The data presented is applicable to companies that have a large HR department, shared services companies as well as companies that outsource HR functions.
The Best Practices LLC team examined career path definition and leadership development. The study's focus was to enable companies to design and implement successful career path and succession planning systems. As our client sought to manage its "corporate bench' to meet company needs, it was critical that they identify and implement the innovative systems and practices that other top companies have used to drive performance.
Our client for this study was a pre-eminent, global pharmaceutical company. Over 30 companies were studied, including AT&T, BP, Apple Computer, Clorox, Corning, General Electric, GlaxoSmithKline, Hewlett-Packard, Intel, Johnson & Johnson, Lockheed Martin, Merck, Novartis, and SBC Communications.
Integrate disparate personnel development efforts into a cohesive system that stresses continuous learning, measurement, and advancement and recognition. Best Practices, LLC undertook this multi-industry study on behalf of a large, world-class pharmaceutical client. This project examines the best practices of employee performance management from over 70 companies in 31 industries.
At the February 2004 Global Benchmarking Council conference on Leadership Development and Succession Planning, members, speakers, and guests shared success stories and best practices in leadership development and succession planning detailed in this 41-page document. Speakers discussed the growing importance of Six Sigma, Business Process Improvement (BPI) and audit projects as key experiential learning opportunities for identified high-potentials. Speakers also shared Talent Management Models.