Benchmarking Human Resource Development: An Emerging Area of Practice

1
Benchmarking Human Resource DevelopmentAn
Emerging Area of Practice

• Ian Smith
• Manager Human Resources
• La Trobe University Library
• Australia

2
Focus

• Benchmarking core concepts
• Benchmarking human resource development (HRD)
• Emergent examples - HRD benchmarking in libraries
  information services

3
Benchmarking key elements

• Understanding how processes work
• Identifying good/best practice
• Making improvements to reach identified standards
• Assessment based on review and best practice
  comparison

4
Benchmarking criticisms

• Comparing practice - value
• Too slow a process
• Lack of understanding
• Mismatch in not-for-profit sector

5
Benchmarking Australian libraries

• Client satisfaction
• ILDDS performance
• Availability of sought materials
• Cataloguing
• Re-shelving of library materials

6
Benchmarking HRD why?

• HRD - strategic organisational priority
• Continuing assessment/improvement
• Assessment strategic practical

7
Benchmarking HRD strategic

• Strategic alignment of HRD
• Resource allocation to HRD
• Focus content of HRD

8
Benchmarking HRD practical

• Sharing knowledge
• How HRD organised, planned, undertaken
• Successful unsuccessful experience

9
Benchmarking HRD metrics

• Expenditure on HRD - of payroll
• Time spent undertaking HRD per employee per annum
  
• Average HRD cost per participant per hour
  allocated to HRD

10
Benchmarking HRD metrics

• of employees undertaking HRD per annum
• Average of positive ratings of HRD by
  participants
• Average of gains reported in learning reported
  by participants

11
Benchmarking HRD metrics

• Average improvement in on-the-job performance
  as a result of participation in HRD
• Cost savings and efficiency gains resulting from
  participation in HRD

12
Benchmarking HRD surveys

• Australia U.K. academic research libraries
• Focus
• patterns of HRD
• increase/decrease
• program content focus
• evaluation, measuring return on investment

13
Aust. U.K. surveys

• Findings
• increasing HRD activity
• strong commitment high priority
• strategic focus
• investment in HRD - budget allocations
• Australia 0.5 to 2.00, median 0.8
• U.K. 0.2 to 2.00 - median 1.1

14
Aust. U.K. surveys

• Reports
• http//www.lib.latrobe.edu.au/about/publications/s
  dcpe.pdf
• http//www.lib.latrobe.edu.au/about/publications/i
  s-cpdwl-paper.pdf
• http//www.cpd25.ac.uk/news.html

15
Aust. U.K. surveys

• Next steps
• Benchmarking based on the survey findings
• Using HRD practice examples to develop best
  practice guidelines

16
IFLA CPDWL Section Best Practice Guidelines

• Regular learning needs assessment
• Availability of range of learning opportunities
• Organisational commitment to HRD
• Wide dissemination of information - HRD
  opportunities
• Alignment of HRD with identified needs
  organisational and individual

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IFLA CPDWL Section Best Practice Guidelines

1. Recognition of participation in HRD
2. Budget allocations for HRD according with
   established benchmarks (e.g. UNESCO/IFLA)
3. Time allocation for participation in HRD
   activities
4. Evaluation of HRD
5. Research into HRD

18
IFLA CPDWL Section Best Practice Guidelines

• For more information on the draft best practice
  guidelines
• http//www.ifla.org/VII/s43/index.htm

19
Current HRD benchmarking - Australia

• Australian academic research libraries
  consortium CAVAL http//www.caval.edu.au/
• Project focus
• Current HRD practice
• Identify best practice
• Improvement through benchmarking

20
Current HRD benchmarking - Australia

• Benchmarks strategic
• Strategic alignment
• Commonalities themes/priorities
• HRD budget allocation
• Time spent on HRD average cost per hour
• of employees undertaking HRD
• Feedback loop from client satisfaction surveys

21
Current HRD benchmarking - Australia

• Benchmarks practical
• HRD program planning
• Processes procedures
• Evaluation measurement of return on investment

22
Current HRD benchmarking - Australia

• Project stages
• Survey
• Data analysis preliminary report
• Follow-up interviews
• Further data analysis
• Reporting establishment of benchmarks
• Ongoing review

23
In conclusion

• HRD strategic organisational imperative
• HRD Benchmarking
• simple or complex
• strategic and/or practical

24
In conclusion

• Human resource development benchmarking
• a powerful tool for ensuring good and improving
  practice
• an emerging trend in the LIS sector

25
Benchmarking Human Resource DevelopmentAn
Emerging Area of Practice

• Ian Smith
• Manager Human Resources
• La Trobe University Library
• Australia
• i.smith_at_latrobe.edu.au