Global Business Mobile Talent
HOME ABOUT US CONTENT TALK RADIO CONFERENCES MAGAZINE
 
Companies now need to incorporate risks from workforce and people-management issues more fully into their overall risk-management
...the most extensive study to date


NEW YORK, July 11, 2011
According to a new report released by The Conference Board, companies need to incorporate risks from workforce and people-management issues more fully into their overall risk-management structures.


Based on a global survey of executives at 161 leading companies, Managing Human Capital Risk: A Call for a Partnership between Enterprise Risk Management and Human Resources, is the most extensive study to date on the role of human resources in the calculus and containment of enterprise risk.


The report was co-authored by Mary B. Young, principal researcher in human capital at The Conference Board, and Ellen S. Hexter, principal of Hexter & Company, a risk consulting firm, and the senior advisor for enterprise risk management at The Conference Board.


The report examines the current state of human capital risk management in companies in the U.S., Europe, and Asia.


At most companies, human capital accounts for at least half of operating costs and can have a significant impact on business results. However, the study finds that human capital risk (HCR) — which can range from unionization/labor relations to offshoring and outsourcing to staffing in a pandemic — tends to be siloed in human resources departments, away from the companywide assessment and mitigation processes of enterprise risk management (ERM). This arrangement prevents information about HCR from having a role in the comprehensive, aggregate view of risks, root causes, interactions, and impacts through which leaders set priorities and determine overall strategy.


Out of eleven risk categories, executives ranked HCR as having the fourth highest impact on business results, ahead of financial, reputational, supply chain, and IT risks.


This high ranking is evidence that HCR should be taken seriously as an enterprise risk. However, less than one-third (31 percent) of companies believe they effectively assess human capital risk, and 24 percent believe they do an ineffective job.


"Executives clearly recognize that human capital can have a make-or-break impact on business performance," said Young. "Yet few companies have a systematic process or structure in place to ensure that the full spectrum of human capital risks — not just a few, top-of-the-house issues like succession planning or the leadership pipeline — is considered as part of enterprise-level risk assessment and management."


The report also found the best-prepared companies were those with a formal process for assessing HCR, a board and CFO with deep understanding of human capital issues, and well developed capabilities in strategic workforce planning.


In addition, Asia-Pacific companies appear to be significantly better equipped to incorporate HCR at the core of their risk planning than firms headquartered in other regions.


Although any conclusions drawn are preliminary due to a small sample size, these regional differences are consistent with The Conference Board CEO Challenge 2011 , which found Asia-Pacific executives to be the most keenly focused on talent.


Managing Human Capital Risk concludes with a series of practical implications for companies looking to improve their risk-management processes.


As first steps, HR and ERM must begin a conversation, which in turn, means having a common language to describe human capital risk. "We hope this report will foster the conversation between HR and risk professionals," Hexter said. "Most companies have a gap in their understanding of how critical human capital risks are to their ongoing success. It's time to think about these workforce issues holistically."


Source: Managing Human Capital Risk
A Call for Partnership Between Enterprise Risk Management and Human Resources
Research Report No. 1477-11-RR
The Conference Board


About The Conference Board
The Conference Board is a global, independent business membership and research association working in the public interest. Our mission is unique: To provide the world's leading organizations with the practical knowledge they need to improve their performance and better serve society. The Conference Board is a non-advocacy, not-for-profit entity holding 501 (c) (3) tax-exempt status in the United States.





EDITOR'S NOTE:
GLOBALHR MEDIA welcomes company news, views, and experiential information.
 
GLOBAL BUSINESS TELEVISION
GLOBIANA
very cool vacationCondos4rent.com
GLOBAL BUSINESS RADIO SHOW
CONFERENCE CITIES AND DATES 
March 30- New York GlobalBusiness Wall Street Briefing on the new workforce and globally mobile talent. Boards demanding 100% ROI. RESILIENCE accelerates performance, engagement, loyalty


AMSTERDAM -20 April
3 megatrends impacting EU
DISRUPT YOURSELF!
Time to upskill to 4.0 talent mobility
Global HR role


WARSAW, April 24 - Global HR & Talent Mobility Customer Experience - new workforce and accelerating training, development, performance via project assignments across borders



SILICON VALLEY May 25
San Jose at ebay hq
Disrupt yourself!
Upskill to Talent Mobility 4.0
Global HR role


GROUP DISCOUNTS
$99/seat if 2+
Corporate $49/seat


June 28th - TORONTO
Canada GlobalBusiness Briefing on Mobile Talent, China-Canada-US linkage
Immigration / Culture; Psychology of Differences


BOSTON - Friday, July 14
Disrupt Yourself!
Upskill to Talent Mobility 4.0;
Why do BizTravel? Who owns it?
ROI = Travel&MobilityData
Global HR role


GROUP DISCOUNTS
$99/seat if 2+
Corporate $49/seat



CHICAGO Loop, September 25
Disrupt yourself!
Upskill to Talent Mobility 4.0
a lunch&learning then drinks


Texas
Dallas and Houston ...tba


NEW YORK, October 24
GlobalBusinessBriefings on MobileTalent
Breakfast > Lunch


PHILADELPHIA, October 25
GlobalBusinessBriefings on MobileTalent
Breakfast > Lunch


WASHINGTON, October 26/27
Global Business and Duty of Care...Corporate Citizenship & Responsibility


FORT LAUDERDALE, November 9
GlobalBusinessBriefings on MobileTalent
Upskill into talent mobility 4.0
Dinner cruise reception



DENVER, November
GlobalBusinessBriefing on MobileTalent


2018

January 31st
SAN FRANCISCO SILICON VALLEY








----- PAST CONFERENCES -----
São Paulo '09
Rome '11
Vienna '11
Züerich '11
Germany '12
Copenhagen '12
Paris '13
Nestlé Vevey '12
Roche Basel '13
São Paulo '13
Rio '13
Toronto '13
London '13
L A '14 - Burbank
Silicon Valley '14 - Mountain View
Dallas '14
Washington '14 March
New York '14 March
SiliconValley '14 -Santa Clara
Seattle '14
Paris '14
Geneva '14
Mexico '14
Chicago '14
Silicon Valley Stanford '14
RIO '14
San Diego '14
Washington '14 Oct
New York '14 Oct
Houston '14

2015

San Francisco - January 15'15
San Diego January 22'15
Dallas - February 6'15
Irvine - February 18
San Diego February 24
Seattle metro / Bellevue - March 5
Paris - April 14
Zurich - April 16
Silicon Valley - April 30'15
San Diego, May 12'15
New York - May 19 '15
Washington, May 21'15
Vancouver BC - June 4'15
Toronto - June 18'15
Dallas - June 24'15
Chicago- September 16'15
Mexico City - September 22'15
Boston - October 6'15
Washington Oct 27'15
New York, October 29'15
Los Angeles, Nov 4'15
DENVER- November 10'15
HOUSTON Nov 11 '15
SanDiego -Nov 19'15
MIAMI December 3 '15


2016

San Francisco, January 21
Los Angeles, January 27, 2016
Dallas, February 4, 2016
San Diego/Carlsbad Feb 17, 2016
LA April 5, 2016
Geneva April 12, 2016
Milano 14 April, 2016
Silicon Valley, April 28, 2016
Chicago, May 25, 2016
Washington, June 16, 2016
Washington, October 4, 2016
San Diego, October 13, 2016
New York, October 25, 2016
November 17 - DENVER UPSKILL™




JAN 19, 2017 - L A
SAN FRANCISCO, January 26
HOUSTON - January 31 at AIG
PLANO Texas- Feb 2
MIAMI Feb 16
BOOKS
Subscribe