Failure to manage the risks related to human resources in enterprises successfully causes some problems such as loss of quality or quantity in service or production. However, negative consequences can occur, such as the loss of corporate reputation, unnecessary expenses in personnel expenses or increased social or social costs. Some of the risks that can be encountered in applications related to human resources can be listed as follows:
1. Inadequate human resources,
2. Failure to keep qualified personnel at the institution,
3. The decrease of motivation,
4. Failure to establish a successful career management,
5. Failure to make training planning for corporate needs,
6.The lack of balanced wage distribution,
7. Failure to make job definitions correctly in the institution,
8. Lack of a comprehensive human resources management strategy,
9. Failure in change management,
10. Failure to plan personnel to meet corporate needs.
Businesses need to take some steps, take measures or create strategies to control such potential risks. While taking these steps, the goals and objectives of the institution should be analyzed correctly. Negative situations or opportunities caused by risks will be shaped by stakeholder expectations, corporate culture and cost movements. In addition, some prerequisites must be created in order to manage the potential risks related to human resources correctly.
Factors that ensure success in the management of risks related to human resources
First of all, a “strategic management approach” should be put into practice in businesses. Human resources units should adopt the strategic human resources management approach and have knowledge in this regard, rather than the traditional personnel management approach.
Institutional strategies should be included in the control activities to be applied in the management of the risks that will arise in the event that the goals and objectives of the enterprise are not realized. However, the senior management and executives of the enterprise, together with the human resources managers, should actively participate in the management of risks.
Training activities should be organized to create the necessary sensitivity in the field of human resources management and risk management.
Strong communication between staff, aptitude for teamwork, respect for employees' opinions, management skills, strategic thinking skills, decision making skills and conflict management are very important for the business.
Human resources managers should constantly monitor the agenda of managers and employees by creating an effective communication infrastructure within the organization. It is necessary to establish a human resources management information system, to keep the records of the employees properly, to ensure its current and correctness.
How can we help you?
As SDM Software Services, our aim is to create a strategic human resources management and corporate risk management interaction and to contribute to HR risk services by supporting your company's activities with various software products. Thus, your process of producing solutions will be accelerated by analyzing the needs of your company correctly with “Human Resources Management” practices. Human resources managers should address the risks related to human resources in a way that will add value to the corporate performance. Possible institutional risks should be analyzed and resolved in terms of the human element. These audits and practices; It will both add value to your business in the management of risks related to human resources and prevent possible problems that may arise in service or production.
