Process, Technology and HR Risk

Process

This component aims to evaluate performance of HR systems, processes, technology and their operational capability. It also diagnoses your ability to identify and mitigate HR & people risks

The extent of disintermediation of HR function from the transaction processes, enabling line managers to decide and execute people processes will determine the stage of HR functional growth from transactional to value-added to Strategic contributions. And in parallel, the extent to which it is able to create a robust risk management framework, develop managers to identify and mitigate people risks proactively.

 

 

DID YOU KNOW? Our global benchmark data shows that the ThemeDepth of coverage of HR and People Risks contribute the most in percentage terms, towards building the overall capability of this component. Have you identified your people risks, monitor and mitigate them proactively? Do you have an outline of your target operating model that guides technology, process and risk management framework?

Depicted below is an approach to create a HR Risk Management Framework and a target operating model. However, prior to embarking on this journey, a thorough current state assessment (CSA) will be completed to identify critical elements, including the current vs desired culture of the organization in becoming a more technology driven organization for human capital management.

Our Framework to help clients:ipc_process
Our deliverables include:
HR Technology Strategy and Road map
  • Develop the business case for HR Technology Strategy and Roadmap
  • Understand HR Target Operating Model to support the business growth
  • Assess current state of HR Technology Architecture and the level of HR Automation
  • Develop end state architecture for HR Technology after considering the growth and complexity of HR functional requirements
  • Identify and evaluate appropriate solutions for short, medium and long term business needs
  • Develop a roadmap and blueprint of various HR Technology solutions and timelines
  • Estimate investment required and expected tangible and intangible benefits including ROI
HR Risk Management
  • Conduct Process Risk Analysis for all the key HR processes
  • Identify key risks (Operational, Regulatory, Reputational) based on probability and Impact
  • Develop Key Control Standards (KCS) for each identified risk and support periodic Key Control Standards Assessment (KCSA)
  • Develop mitigation plans for managing various HR Risks and support implementation by closely working with HR team/s
  • Support Periodic review of risk mitigation activities and suggest corrective actions

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