UDC 331
DOI: 10.51409/va2023.03.01.013

Authors

N. V. Gromova,
Cand. Sci. (Econ.), Associate Professor, Head of the Department of human resource management, Synergy University, Moscow, Russia

Abstract

The purpose of the work. This article discusses the concept and essence of such a modern business improvement tool as benchmarking. It is shown that the use of HR benchmarking as a tool for assessing the effectiveness of HR departments allows companies to carry out the process most effectively of analyzing and integrating the best HR practices and experience of such departments in order to improve the work of HR departments in organizations.
Materials and methods. For each stage of the study, a certain set of scientific research methods was used, which provided a complete and correct solution of the tasks. The research methodology consists in the analysis of literary sources on the problems of using HR-benchmarking in the aspect of business development, as well as the analysis of scientific definitions within the scope of the research.
Results. The paper formulates groups of indicators by which it is possible to evaluate the effectiveness of the work of HR departments.
Conclusion. HR benchmarking involves comparing an organization with leading companies in a similar business segment on a few indicators of the performance of HR departments. The results of HR benchmarking are used to make more effective decisions in the field of HR management; they allow, based on individual indicators for each company, to evaluate the performance of HR departments and build a correlation of these indicators with key business development parameters.

Keywords

benchmarking, HR benchmarking, personnel management, HR departments, performance indicators of HR departments.