The EFP, whether as a full survey, partial survey, pulse check or other formats, should always be an integral part of organisational development when used.

Internal and external benchmarks can provide crucial information, particularly when interpreting the results of an MAB, but also for the subsequent identification of areas for action and the targeted derivation of follow-up measures.

External benchmarks are usually purchased from service providers and provide an initial assessment of the company's position compared to other companies such as competitors, but also more or less comparable organisations and companies.

External benchmarks are often accompanied by a lack of transparency with regard to their calculation, the comparability of questions and the companies and information included.

This circumstance presents managers and companies with enormous challenges when interpreting and continuing to work with the benchmarks and leads to hardly assessable effects on the development of follow-up measures.

The RACER Benchmark Group was founded to address these challenges in benchmarking, particularly with regard to calculation bases and the data included - a group that benchmarks anonymously in a legally protected space and shares its experiences within clearly defined legal boundaries.

The group currently comprises 16 leading German companies and pursues two main objectives with its work: Firstly, the provision of reliable benchmarks for certain target figures and facets in the context of ES, which are maximally transparent and verifiable for members in terms of their composition and the content and time-related reference values.

These are items and indices for performance indicators that can be influenced at employee and company level.

Secondly, the importance of personal dialogue has increased significantly in recent years. The RACER Benchmark Group supports the exchange of experience and best practice between members, but also between member companies and companies not belonging to the group. To this end, there are various formats that promote dialogue with regard to HR research and thus ultimately the further development of approaches within the companies and the group.