Transcript of PEOPLE RISK MANAGEMENT Jenny Reid Director The problem with human resources Is that they are human,...
- Slide 1
- Slide 2
- PEOPLE RISK MANAGEMENT Jenny Reid Director
- Slide 3
- The problem with human resources Is that they are human, with
all that entails. Truthfully, the human condition is by and large
good. Most people are honest, sincere, responsible And prepared to
work hard for a fair shake. But there are others that give people a
bad name. These are the ones that lie, cheat and steal. They are
the businessmans worst nightmare For the damage they can cause.
These are the people you dont want working for you.
- Slide 4
- Insurance against Bad Ethics People Risk People Wellness People
Management People Safety & Security Third Party Risk People
Risk Management Programme
- Slide 5
- Insurance against Bad Ethics People Risk People Wellness People
Management People Safety & Security Third Party Risk People
Risk Management Programme Executive HR Procurement Security / Loss
Control
- Slide 6
- ETHICAL COMPANIES VIBRANT GOOD CLIENTS TOP TALENT
SUCCESS!!!
- Slide 7
- Corporate Greed Smoke Screen
- Slide 8
- Common Denominator
- Slide 9
- Human Element WorkersDecision MakersShareholders Integrity
VALUEVALUE VALUEVALUE
- Slide 10
- Corporate Image
- Slide 11
- People Risk
- Slide 12
- WHAT DOES A BAD HIRE COST YOUR COMPANY?
- Slide 13
- Cost of Bad Hires 44% of retail shrinkage was due to employee
theft *Source: National Retail Federation Security Survey 30% of
all business failures are caused by employee theft. *Source:
American Management Association and US Chamber of Commerce The FBI
calls employee theft the fastest growing crime in America. 55% of
perpetrators of employee theft are managers. *Source: American
Society of Employers
- Slide 14
- False Information It costs R70 000 to replace a salaried
employee, R100 000 to replace a mid-level employee, and R400 000 to
replace a senior executive. *Source: Recruiting Times The U.S.
Department of Labor estimates that the average cost of a bad hiring
decision can equal 30% of the first years potential earnings.
*Source: U.S. Department of Labor
- Slide 15
- False Information 9% of job applicants falsely claimed they had
a college degree, listed false employers, or identified jobs that
didn't exist. *Source: Resume Inflation: Two Wrongs May Mean No
Rights, by Barbara Kat Repa, Nolo.com 11% of job applicants
misrepresented why they left a former employer. *Source: Resume
Inflation: Two Wrongs May Mean No Rights, by Barbara Kat Repa,
Nolo.com 1/3 job applications listed dates of employment that were
inaccurate by more than three months. *Source: Resume Inflation:
Two Wrongs May Mean No Rights, by Barbara Kat Repa, Nolo.com
- Slide 16
- False Information 53% of all job applications contain
inaccurate information. *Source: Source: Society of Human Resources
Management 49% of hiring managers had caught a job applicant
fabricating some part of his/her resume. * Source:
CareerBuilder.com Survey, 34% of application forms contain outright
lies about experience, education, and ability to perform essential
functions on the job. *Source: Wall Street Journal
- Slide 17
- Selection must be competence based to ensure the effective
performance by muncipalities of their functions How do we measure
competence? Local Government Municipal Systems Act
- Slide 18
- Potential Employee : Must be a SA citizen or permanent resident
Possess relevant qualifications, competence & experience Must
disclose contactable references Must be registered with the
relevant industry body Must disclose disciplinary records or
dismissal Local Government Municipal Systems Act
- Slide 19
- Misrepresentation = Disciplinary action At what cost? Local
Government Municipal Systems Act
- Slide 20
- Municipality must compile & maintain records of all
applications Panel members for interview must disclose their
interests Local Government Municipal Systems Act
- Slide 21
- Regulations for dismissed persons Local Government Municipal
Systems Act
- Slide 22
- Third Party Risk
- Slide 23
- Temporary Staff Outsourced Labour
SuppliersClientsContractors
- Slide 24
- Etenders.co.za BENEFITS? Single point of entry to view, search
and identify government tender opportunities; Improve
competitiveness in the tender process by making it easier to
identify to access tender information and documents; Increase
transparency in relation to the tender awards published on the
eTender portal; First step to digitalising interaction between
South African business and government; Reduce and hopefully
eliminate duplication of costs and effort associated with
traditional tender publications; Provide a free service to
departments, business and public in accessing tender information
and opportunities.
- Slide 25
- Etenders.co.za Great news! Where is the verification
process?
- Slide 26
- FRAUD PREVENTION DATABASE Existing employees Past employees
Outsourced / temporary employees Key personnel in suppliers
Potentials employees Fraud Prevention Database
- Slide 27
- Where are you right now?
- Slide 28
- Jenny Reid +27 82 600 8225 jenny@ifacts.co.za
www.ifacts.co.za