^The APQC Blog

APQC finds that there are five HR measures that every organization should benchmark: HR cost per $1,000 revenue, HR cost per employee, number of employees per HR FTE, number of HR FTEs per $1 billion revenue

You benchmark in supply chain by planning your activities, collecting quantitative and qualitative data from your own and other organizations, analyzing what you collected, and then adapting your findings to take action. 

Organizations use process frameworks for a variety of reasons.

Change is the only constant. The pandemic amplified the fact that “change” is really the only thing that never goes away. As a mom of a toddler, I experience this first-hand on a daily basis.

After an especially chaotic few years, change and disruption may feel like the only certainties in supply chain.

Several business functions such as digital, IT, and quality have industry assessments available to help them measure the effectiveness of their current capabilities, and knowledge management is no different.

Forces impacting business are changing on almost a daily basis. In just one year, we’ve seen headlines go from labor shortages and spiraling wages to cost-cutting and uncertainty leading the narrative. This, paired with the emergence of generative AI, is dominating the headlines.

Knowledge is only as useful as its application. And when employees don’t have the knowledge needed to perform their jobs effectively, nothing substantial can be applied to the task at hand.

A service level agreement (SLA) defines the specifications, quality, and cost of a good or service    
being provided by a supplier to a buyer. SLAs help to provide transparency about what the buyer    

Workforce planning can increase organizational agility, improve talent outcomes, save money, and improve business performance. Yet only half of organizations carry out workforce planning effectively.