Saratoga FAQs
How can we ensure the measurement and benchmarking exercise will add value to my organisation?
What input is required from my organisation?
How do we ensure we are collecting relevant data for measurement and benchmarking purposes?
How can you offer us suitable comparator organisations?
How long does the process take?
Can Saratoga introduce us to other best practice organisations?
How can Saratoga advise on best practice?
What can measurement and benchmarking tell us about my organisation’s HR effectiveness?
Can Saratoga assist us in defining and implementing next steps arising from our report?
How can we ensure the measurement and benchmarking exercise will add value to my organisation?
Saratoga endeavour to ensure that your measurement and benchmarking activity will produce demonstrable results. The process is designed around real organisational, strategic and human capital issues, deliberately avoiding the collection and production of data that produces interesting but unusable results. Measurement and benchmarking is an iterative discipline and must not be treated as a ‘one-off’ exercise. The value is greatly increased over a period of time, as clients develop their own portfolio of Metrics, trends and target setting and focus on the identification and prioritisation of actions. We advise clients new to the process, to begin simply and expand the exercise as your organisation becomes increasingly proficient in data collection and human capital measurement.
What input is required from my organisation?
We will assist you to extract data in accordance with our definitions. This often requires providing data from multiple sources e.g. your Human Resource Information System, the Finance department and other functional disciplines. We recommend that you assign an individual to coordinate this internal activity, set timescales and liaise with your designated Saratoga Account Manager who will provide support and guidance.
How do we ensure we are collecting relevant data for measurement and benchmarking purposes?
The data and Metrics contained in the HR Index™ database are collected in accordance with Saratoga definitions to ensure a like-for-like comparison. Your introductory/data review workshop will focus on these definitions and the alignment of your organisation’s data with them. We will make efforts to maximise the use of your available data.
How can you offer us suitable comparator organisations?
The HR Index™ is an extensive human capital database, built over a number of years using data from our client work, special interest groups and sponsored studies. It is central to our methodology that we agree the extent of and relevance of your comparator group(s) with you. We will work with you to define a list of ‘criteria’ by which other organisations are considered suitable for your measurement and benchmarking report. We are then able to offer a wide choice of global measurement and benchmarking organisations.
How long does the process take?
A typical assignment will follow a well-defined process beginning with an introductory on-site workshop focussing on Metrics selection, definitions and sample criteria, through to report production and on-site feedback. The process usually runs over a two to three month period. However, this is highly dependent on the scope of the data collection exercise and the ease of data extraction within your organisation.
Can Saratoga introduce us to other best practice organisations?
We aim to create and maximise networking opportunities to share experience and best practice. Examples include our annual conference, Talent Network and HR Shared Services Network events, industry-specific measurement and benchmarking groups, tailored research studies and sponsored projects.
How can Saratoga advise on best practice?
Saratoga's extensive client base will ensure that your knowledge and exposure to best practice will grow from utilisation of our best practice questionnaire, networking with other organisations, and the presentation of case studies at our networking events.
What can measurement and benchmarking tell us about my organisation’s HR effectiveness?
The quantitative metric measures we use provide basic information linked to the delivery of HR processes in the organisation e.g. resourcing, learning & development. Critically, any review of HR itself must also include qualitative measures; we do this by utilising Saratoga’s qualitative tools or by aligning the Metrics with existing qualitative data within your organisation. Aligning data and objective facts with internal ‘customer’ feedback and perceptions on service delivery will provide a well-rounded view of HR effectiveness. This will also yield a robust analysis of HR efficiency in relation to business needs.
Can Saratoga assist us in defining and implementing next steps arising from our report?
Our aim is for clients to gain the maximum benefit from their tailored measurement and benchmarking activity. The scorecard analysis and written commentary constitutes a valuable diagnostic tool, providing a basis for guiding improvement initiatives. However, our philosophy is not limited to just the interpretation of this data. Your report from Saratoga will identify potential issues, areas for further investigation and possible next steps. We are experienced in applying our knowledge and expertise to help turn your measurement and benchmarking results into recommendations for further action.
For more information, please contact one of our team on +44(0)207 213 1313 or enquiries@saratoga.pwc.com