(a) For training to be successful HR executives need to be aware of an important legislation. Discuss the importance and purpose of this legislation to HR executives (b) Complete a report for HR executives at a company you have joined , discussing the importance of training and discuss how training of employees can be beneficial to HR executives in reducing ‘human error''
Risk Management and the HR Executive
Today’s HR professional acts as a partner with line management to solve important problems and
contribute positively to the company’s bottom line. This HR-business unit
objectives are in line with the organization’s overall strategy. The alignment of the human element of the
organization and its strategic objectives ensures that the organization maintains its competitive edge by
addressing key issues such as time-to-market and productivity.
A constant in today’s corporate culture is change. With change comes an increase in risk. It is
imperative that today’s HR executives have an awareness and understanding of these risks. This
understanding can enhance their organization’s efficiencies by proactively working to avoid and prepare
for these risks. HR executives are increasingly partnering their skills with those of their peers in the Risk
Management profession. And for good reason. There are human resources and social issues involved
in each and every business venture from the small local software start-up to the re-organization of a
global Fortune 500 organization.
Donald Norris of Norris & Associates says, “I have spent over 25 years in Human Resources
Management, the last 10 years specializing in Risk Management. With the possible exception of casualty
losses caused by natural disasters, I can think of no other risk exposure that does not include a human
element. Even natural disasters can be mitigated by proper loss prevention techniques developed and
implemented by staff or contractors.”
Norris continues, “I am convinced that the underlying cause of virtually every loss is human error
somewhere within the system. Unfortunately, most can be laid at the feet of management. For example:
Product Liability claims: improper design, materials, construction, operation and/or maintenance.
Director’s & Officer’s Errors and Omissions claims: someone was negligent or failed to pursue due
diligence.
And the current hot issue, Employment Practices Liability: improper selection, training, coaching; policy
& procedure development; ignoring employee complaints of harassment or discrimination; arbitrary
termination procedures.
All of the above add up to a need to re-vamp your human resources function. The two fields have to work
hand in glove.”
Norris, concludes, “One final example that I believe many organizations overlook is disability
management. Organizations have been so concerned with the rising cost of workers’ compensation that
they forget it is only one element in the total disability management costs of an organization. By combining
the efforts of HR & Risk Management the organization has the capability of looking at the broad picture
and creating accountability for managing its total loss exposure...
Risk Management and the HR Executive - Innovative Employee Solutions
By Valerie Frederickson, MS, CMP, Valerie Frederickson
& Company Mercedes Flett, Valerie Frederickson &
Company
QUESTION 2
According to the article, poorly carried out employment practices are the reason for an organization to experience loss.
(a) For training to be successful HR executives need to be aware of an important legislation. Discuss the importance and
purpose of this legislation to HR executives
(b) Complete a report for HR executives at a company you have joined , discussing the importance of training and discuss
how training of employees can be beneficial to HR executives in reducing ‘human error''
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