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.
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