A Risky Tomorrow

Companion

Marriage

Children

Family

Children

What would you Risk?

Would you Risk not seeing a loved one?

Would you Risk not seeing your son or daughter again?

Would You Risk Not

ever gettin

g to have a

family?

Would you risk doing

this to a friend or a

work mate???

Would you play with your future?

Video Presentation

Welcome to

Human Risk Management

Beyond Tradition

What Is Risk?

Playing Sport. Going for a walk.

Eating your favourite food

Peacocking.

Asking to get married!

Saying I Love you

Driving a car or Riding a bike

Pets

“Humans have altered environments and enhanced their well-being unlike any other creature on the planet ; this is no different whether the environment is ecological, social or organisational, each person is an individual who will always control environmental factors in their own way”

Human Resource Risk Management (HRRM) was found to bring benefits to the following areas: 1. Strategic: Long-range planning, mergers &

acquisitions, internal process, competitive positioning and employee retention.\

2. Organizational: Strategy execution, learning, cohesion, and increased growth.

3. Managerial: Decision making, planning and employee empowerment.

4. Operational: Reduction of process costs, increase of employee productivity, increase of task quality, improved customer service and/or reduced task execution time.

5. IT Infrastructure: benefits from HRRM relating to the IT support of business agility and reduction of IT costs through Human Resource Integrated Systems (HRIS).

Benefits of Human Resource Risk Management

Presentation Define Statement

Risk Management contains high complexity with much theoretical practice due to risk being highly uncertain, as organisations are not able to account for every risk inclusive of those human based. A main component of risk management and human resource management is the people involved.

The introduction of ‘Human Risk Management’ will allow for more assurance in analysis of more unassessed areas such as human reaction to situations or risk pre-emptive mitigation, or the human unpredictability. This analysis will determine changes to training, people development, job integration, employee transition, job evaluation, employee performance issues, management of employee performance issues and above all operational capacity.

Organisational Impact

Traditional Human Resource management and Risk Management can be studied and analysed differently. Traditional human resource management is based on internal focused personnel functions such as recruitment, performance appraisals, payroll administration, training and development and motivation initiative, as well as legislative functionality compliance.

Traditional HR Risk Management

However, with these functions comes risk. Risk management is defined by Hubbard (2009) as being a systematic process for considering threats & opportunities inherent in a situation or activity and taking steps to achieve the best results.

Traditional HR Risk Management

Human Risk Management

Sub-conscious breakdown effects on an employee can be seen in stress and stress related disorders from anxiety to serve depression.

Employee Organisational Subconscious Connections

Work-Family ConflictA form of inter-role conflict in which the role pressures from work and family are mutually incompatible, thus leading to an employee having to choose between either family or work.

DepressionA psychiatric disorder characterized by an inability to concentrate, insomnia, loss of appetite, anhedonia, feelings of extreme sadness, guilt, helplessness and hopelessness, and thoughts of death

BurnoutA psychological linked factor attributed to work overload, role conflict, role ambiguity, workplace environment and even supervisory support. The workload required to be achieved is unhinged due to there being not enough time or resources to meet the demands placed upon the individual worker

For an organisation, stress of an employee can be a detrimental risk to the overall bottom line of productivity and quality. However, according to Kompier and Cooper (1999) such interventional practices by organisations concentrate on the effects of stress on an individual, however, actually fail to reduce actual stressor risks within the workplace environment.

Employee Organisational Subconscious Connections

Discussion

The reasons for the individual-focused approach according to Kompier and Cooper (1999) are a combination of:• Senior management failing to take

responsibility, blaming employee-personality and lifestyle rather than work environment factors.

• The extreme difficulty adhering to systematic intervention and evaluation strategies within an ever changing organisational structure

• The lack of definite empirical evidence on the costs and benefits of stress interventions

Employee Organisational Subconscious Connections

Recruitment and Selection is a critical human resource management function, this is not simply hiring the best employees who can make the most significant impact on bottom-line performance for the firm.

Recruitment and Selection

The use of psychology within the recruitment and selection encompasses a wide variety of type of tests, procedures and techniques which can be used to help an organisational psychologist or manager understand better understand a person, these processes have within the past century been used to further enhance the recruitment, selection and support within the human resources within an organisation

The risks that are associated with recruitment and selection are as follows: • A selection panel member may fail to

declare a conflict of interest and acting in advance the interest of a candidate who is a close friend or a relative.

• An applicant may misrepresent qualifications or employment history to enhance his or her prospects of securing a position.

• Inappropriate person specification that does not meet all the essential and desirable characteristics such as knowledge, skills and abilities of a potential applicants , and being associated with discrimination on the grounds of age, sex, religions and disability.

Recruitment and Selection is a critical human resource management function, this is not simply hiring the best employees who can make the most significant impact on bottom-line performance for the firm.

Recruitment and Selection

Occupational health & safety are efforts made to ensure the health of workers, through:• protection and promotion of health of workers

by preventing and controlling occupational diseases and injuries, & by eliminating factors and conditions hazardous to health and safety at work

• development and promotion of healthy and safe work, work environments and work organizations

Occupational Health and Safety

According to Work Health and Safety Act 2011, employees or any person at workplace have the following duties and obligations to comply • to use personal protective equipment(PPE) if

provided by employer and worker properly instructed in its use

• not to will fully or recklessly interfere with or misuse anything provided for WH&S

• not to place at risk the H&S of any other person

• not to will fully injure themselves

Discussion

• In the workplace today it is said that management is perspective when it comes to people, organisations, problems and opportunities, but above all perspective when it comes to change

• The impact of organisational change on various facets of an individual’s behaviour are guided and poorly supported when change is occurring as organisations tend to be very good at planning and orchestrating the technical and structural aspects of change

Change Management

The direct determinants of intentions and behaviouridentify the beliefs underpinning the constructs of attitude, subjective norms and perceived behavioural According to Ajzen (1991) an individual’s attitude is the function of salient behavioural beliefs, or the belief that outcomes associated with the behaviour which will occur, these beliefs are weighted by evaluations of the pleasantness of each of the outcomes.

Change Management

Limitations

• Firstly, the idea is highly theoretical and was approached with the idea of incorporating human behaviour as a straightforward possibility in everyday risk assessment development.

• To further enhance this risk management, actual implementation and a more comprehensive way of ensure all risk is identified within a highly uncertain environment would also need to be developed.

• Thirdly, Human Risk Management is a highly uncertain area as stated in the beginning each person controller their environment around them in their own way.