Top 5 HR Risks: What Can You Do About Them?

If you lose a key employee what impact will it have on your business?

We all have some employees we consider mission critical while others are more easily replaced; losing either type of employee can expose your company in one of several risk categories of risk.

Don’t you agree that employee’s are your most valuable asset?  So what can you do to retain them and mitigate risk?

In a recent survey Fortune 100 business leaders reported that the top 5 HR risks are:

  •  Talent management and succession planning
  • Ethics and corporate culture
  • Regulatory compliance
  • Pay and performance alignment
  • Employee training and development

“Most companies lose talent. They do not recognize that not all labor is equal and that the quality of employees can be improved by investing in them.”

Here’s what you can do to prevent top HR Risks:

  • Don’t hire out of desperation  Do not just hire an employee because you needed someone to fill the position yesterday. That is what temporary employees are for.
  • Test skills  If you want to decrease employee turnover,  you should assess skill by testing competencies.  This is one of the tools that will help you determine whether you have found the best fit for each position.
  • Profile behaviors  The job description should include more than tasks.  You should identify the behaviors of your best employees to ensure you are hiring the right fit.
  • Pay should be competitive If you’ve gone through the trouble of finding the right person for the job, you want to make sure you can get them to say yes.  Benchmarking the jobs and identifying competition for your labor market is an essential prerequisite.
  • Say Thank You  Encourage your employees by saying thank you and telling they are doing a good job.  Conduct regular performance reviews.  When management communicates with employees they feel more involved and appreciated.
  • Conduct exit interviews  When an employee leaves it is very helpful to know the cause of why the employee chose to leave.  Knowing what problems to address, and taking action on them, will eventually reduce turnover.
  • Measure turnover  Benchmark the cost of turnover against industry competitors.  Then calculate the cost of replacing and training new employees to show the dollars saved and the cost that could have been avoided by turnover.
  • Determine where to focus retention efforts   You should identify groups of employees whose ability to achieve would significantly impact your organization.  What would be the cost of to your organization if you lost critical knowledge through attrition?
  • Change your recruiting strategies   Focus on  groups or individuals in key roles.  Identify the skill gaps and the behaviors that make them essential to your organization.  Conduct a job analysis and write job descriptions that match your best talent.
  • Conduct a salary survey   Identifying similar occupations in your labor market area.  Identify what your competition is paying.  Ask your employees why they stay? Analyze job satisfaction studies to determine what is motivating them.  It may not be money, but you need the answer to retain top talent.

Use a strategic approach to aligning employees with your business.  Identify the best behaviors for engagement.  Weigh the gaps between talent capabilities and business goals.  Address your selection/staffing process and the compensation and incentives paid.  Don’t let valuable employee’s age out or jump ship for a dollar.  Put strategies into play to reduce turnover for your business.

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