How to Know That Your Risk Management Strategies Are in Compliance?

There are two types of Risk Management Strategies that the Human Resource Department need to plan in the organization. The main risk in a company is the people in the company itself or the company’s workforce. The shortage of employees is the major problem faced by the organization at their workplace. The shortage may be due to various reasons like the poor performance of the workers, workers refusing to do extra work, etc.

The Human Resource department has to concentrate on more than just the full time employees. The Human resource employee needs to look into the management of the labor, the labor family, part time workers, as well as, the full time employee’s needs.  They also need to look into the beneficial needs of the seasonal, as well as, the year round employees.

The Human Resource team can mitigate the problems or risk for the firms of all sizes. Risk can be in companies having 2000 employees to a small company having 20 employees.  The sooner the risk management team focuses on various issues like natural calamity, diseases, etc. very few were concerned with the Human Resource issues. The various Human Resource issues include divorce, chronic diseases, accidental death, and the interpersonal relationship between the business houses with their workers family.

Human Resource Paradigms help the organization to look into and forecast various abilities of the workers to complete a job in a way it helps the organization to mitigate the risk. The Human Resource management plays an important role in decision making processes of the organization.

Human Resource and Risk Management are related to each other. To understand risk management properly one needs to understand the human resource management properly.

The various ways through which the human resource can help to mitigate the risk and help to manage it are as follows;

•   Hiring (help to hire new employees during the time of employee crisis)
•   Orientation and Training (helping the new employee to know their role at the workplace by arranging various training programs)
•  Employer and employee interaction ( include various leadership, motivation and communication programs)

The main function among these of the Human Resource department is to build leadership, training, motivation and most importantly to irradiate or fight out the conflict within an organization.

The companies on the other hand should also be very cautious in selecting a Human ResourceOutsourcing company, as the HR hiring procedure sometimes become harmful for the company. Excessive recruitment or bad hiring increases the risk of a company for which it has to pay.