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Purpose Benchmarking in FM practice although understood and applied globally, little is known about the practice in Nigeria. The purpose of this paper is to develop a framework to guide the use of benchmarking. Design/methodology/approach The research adopts a cross-sectional survey design. Data were collected using self-administered questionnaires on FM organizations in Lagos metropolis, Abuja and Port Harcourt. The results of the survey were supplemented with interviews with FM unit heads in the study areas. The framework was validated using a focus group discussion with ten FM industry experts. Findings A framework which serves as a guide for the use of best practice benchmarking was developed. It showed that there is a relationship between best practice benchmarking and location. Research limitations/implications The evaluation of the framework was limited by the number of participants involved and being that it has not been put to use. Originality/value This study develops a multi-sector framework to guide the use of best practice benchmarking in facilities management (FM). The framework explains the relationship between organizational characteristics and best practice benchmarking. In addition, there are limited empirical benchmarking frameworks in FM literature.

Job performance is considered one of the most important constructs in human resources management because it helps to explain the value and utility that each employee adds to the organisation. This study examined the relationship between job characteristics and task performance for overall as well as facets of job characteristics. In carrying out this investigation, construction professionals (Architects, Builders, Civil Engineers, Quantity Surveyors and Services Engineers) were asked to respond to job characteristics questionnaire (JCQ) and their immediate supervisors were asked to respond to task performance questionnaire (TPQ). Data collected were analysed using Pearson correlation, correlation matrix and independent sample t-test where appropriate. Results indicate that there is positive significant relationship between overall job characteristics and overall task performance. However, when the facets of job characteristics were considered, different relationship emerged. There were stronger positive and significant relationships between facets of job characteristics and subjective task performance than objective task performance. There were significant differences in the figure of task performance score between construction professionals in indigenous and expatriate construction companies. Results indicated the importance of considering different facets with the job characteristics and task performance relationship.