Human Resources Risk Management Assessment Report

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Strategies for Improving HR Risk Management and Boosting Compliance

Our HR Risk Management Assessment Report evaluates the current and future state of HR risk management practices across a global organization. The assessment uses the Capability Maturity Model (CMM) and identifies key areas requiring improvement, such as recruiting and hiring, performance management, timekeeping and compensation, policies and procedures, and legal compliance. The findings in this sample reveal that while some HR processes in the U.S. are relatively mature due to established systems like HRIS, global operations face challenges related to decentralization, inconsistent standards and limited oversight. For instance, hiring practices lack standardization globally, resulting in inefficiencies and risks. Similarly, compensation strategies outside the U.S. often fail to utilize market data effectively and compliance monitoring remains fragmented across regions. Based on these observations, this tool proposes strategic actions to mitigate risks, enhance efficiency and align HR practices with corporate objectives.

To address identified gaps, the report outlines 16 strategic plans aimed at improving HR processes and risk management capabilities. These include rolling out standardized global new-hire orientation programs, updating job description templates for global applicability, and implementing advanced tools for recruitment and selection. Additionally, initiatives such as the Management Excellence Program (MEP) and Leadership Evaluation Assessment Process (LEAP) are described as ways to strengthen organizational development and reduce turnover through structured training and performance evaluation.

Audit findings include:

  • Standards of conduct for compliance and integrity are developed and distributed worldwide.
  • HR rolls out the global HR site review to perform internal management audits of the various international HR departments periodically.
  • Standard operating procedures (SOP) are updated for all corporate HR processes that affect SOA performance.
  • Organizational changes are implemented to move global HR compliance to the new compliance director.