This document provides an introduction to some of the key roles problems of risk management and processes. This document is not intended to be an all-singing, dancing of any description of the area of ??risk management. Instead, we hope that provides a summary of the themes and practices that we use in risk management. This may help to understand how actuaries <- Next -> risk management ideas and processes can AddValue their organization and how they can use these concepts in their work
“The risk is the threat that an event or action detrimental to the organizational skills to maximize shareholder value and achieve their business objectives and is risky business strategies, as her opportunity missed. no threat of possible “
Basically, risk management is the sum of all. <- Next -> management activities conducted in a proactive program designed to accommodate an acceptable way for the possibility of errors in the elements of the program. “Acceptable” as is judged ultimately by the customer, but from the point of view of the error is accomplished in less than a professional manner and / or less than desired domain.
The keywords are:
There are chances that you are <- - Next!>. E ‘task of management to programming, which will consider the possibility. The customer is the final judge, but the internal objectives should be at a level higher than the expectations of customers.
Risk management is the process of protecting a company’s financial risk through the identification, analysis, financing and risk control at the lowest possible cost. effective risk management is a progression of actions <- Next -> which are taken to minimize losses or injuries within the organization. Ascendant HR believe that employees are your most valuable asset of your business.
A well-designed insurance and risk management allows the use of human and financial resources
p> ROLES OF RISK MANAGEMENT: / p> There are two types of roles in risk management, which are:
1) People are a source of risk, for example, the shortage of workers, people doing sloppy work, an employee who refuses to take on more responsibility or a key employee leaving two months after the completion of a ‘one-year training program / p >
2) People are important in risk management, for example, people who use their ingenuity to solve unexpected problems, the employees go the extra mile for the good of the organization, the recasting of key employees to its work to avoid unnecessary delays in the work, or an employee of talent to convince a friend to apply for a position in the company
RISK MANAGEMENT Introduction <- - Next>.
The objective of risk management is to identify, assess and address areas of risk before they become threats to a specific project or organization as a whole. management plans should include short-term risks and long-term project plans, cost and functionality, relevance and quality of project deliverables. Risk management is an integral part of the <- more -> Necessary overall quality assurance effort to minimize the major sources of rework, schedule and cost overruns, performance and quality degradation. Risk management involves two broad categories of activity. Risks
Assessment and Risk Control
risk assessment of the likelihood of identifying priorities for risk analysis risk control risk risk management risk planning risk control resolution MANAGEMENT HUMAN RESOURCES AND RISK Management Interface <- - Next!>:
Since the risk, human resources are ubiquitous in business. Human resources management
is the most effective when integrated into decision-making at the enterprise level. This leads to the recognition that every production decision, financial and marketing has a human component or influence. What choice is made, as the decision is made, monitoring and surveillance is based on people. Isolate the management team and employee questions of production, financial and <- Next ->. Marketing management frustrates people and creates unnecessary risks in a business
To understand how resource management and risk management are
interdependent, we must understand the human resource management. That ‘s the training of staff,
development, motivation and maintenance employees to contribute to the achievement of organizational goals. Effective management of human resources to help employees meet their career goals
Human resources management is a process that can be broken down into specific tasks <- - Next!>:.
1) analysis of jobs and writing job descriptions
2) Work
3) Orientation and training
4) the employer / employee interactions
5) performance appraisal, remuneration and discipline
an analysis of jobs) and job descriptions of writing:
The first task is descriptions of job analysis and written work. analysis of jobs is
Determination of the <- more -> functions and skills required for employment and the type of person to fill it. The
focus is on what the company needs, rather than those who want to be promoted or that could easily be rented. The tasks to achieve business objectives Determine duty and responsibility. job descriptions of employees and employers to summarize all that he has a job: job title, duties, remuneration and the skills, knowledge and skills for the job. In family businesses, employment <- Next -> descriptions of family members often include both the responsibilities of management and labor. Such a combination of responsibilities makes the analysis of jobs and tasks more and no less important in small businesses
2) recruitment.
<> E ‘that the next activity of human resource management. The goal is to recruit
staff each job with a person who can succeed in this position. In the current job market very tight, hiring is one of the most difficult tasks of human resources <- - Next>. The location must be described accurately and creatively for potential bidders. Among the pool of candidates, people must be carefully chosen and the employer if you want to have a successful relationship.
3) Guidance and training: / p> The next event is the orientation and training after recruitment. Socializing new direction
People for the company. It introduces them to the mission of the company, its history <- Next -> and its culture. It gives them the essential information for pursuing a good start. Training and experience gives employees the skills, knowledge and skills necessary to succeed in the post
4) interactions employer / employee. interaction
employer per day on the payroll / includes leadership, motivation, and
communication that rely on recruitment, orientation and training. the interaction of employer / employee can not <- Next -> do for a job poorly defined, the person entering into the “wrong” or inadequate guidance and training
. / P> 5) < / p> The last three activities are closely linked: the performance appraisal, remuneration and
discipline. “The performance assessment is continuous assessment, in collaboration with the
employee as he or she is against the rules and <- Next -> expectations outlined in the job description and received training. Performance measurement therefore includes tify with the remedy of the employee may be required and where the employee can advance his career.
The compensation includes monetary and non monetary rewards received by employees. The management team and workers to carefully choose these awards.. The prizes must be feasible for the organization while helping to meet the needs of employees next page at
Understanding how adults prefer to learn , patience, communication and evaluation of a systematic approach has been effective if the
Mon motivation of the employees challenge each manager. employee motivation helps
company to achieve its objectives while helping workers achieve their career goals. The collection of revenue guarantees employee motivation motivation. However, some managers are more effective than others in developing work <- Next -> # environment where employees are always motivated. These managers use a combination of: understanding and meeting the needs of employees, fair compensation, which allows employees to do their job with minimum frustration and treatment of employees in an equitable manner. The ability to motivate employees is still unclear that employers today are the best to have often worked long and hard to develop skills. The allocation of capacity to motivate people to nothing more than a natural gift <- Next -> underestimate the extent in which human resources managers to work harder to develop this skill
<. strong> 4) conflict management and evaluation strong : />
p conflicts are inevitable in the farm team: among employees, between employees and management team and among the management team. Managers must learn to manage conflict rather than avoid it. Avoid the conflict and its causes, simply postpone the pain and agony that comes from personal magnification. Conflict <- Next -> Supply Management Strategies of management measures to successfully resolve the conflict. Effectiveness of strategies is an essential skill. The majority of employees
have a nostalgia for the evaluation, in particular, information on their performance. Many supervisors find it extremely difficult to share performance evaluations in an honest and useful. The employees fear that damage assessments and performance analysis. The authorities the lack of supervisory skills assessment of their fight <- Next -> frustrated by reference, assessment and reporting in order to inflate.. Both supervisors and employees need training in the assessment to be useful and pleasant for both shares
CONCLUSION:
p ‘, the understanding of human resource management and human resources skills will determine the success they have with the people. Like the rest of risk management, to blame others for shortcomings in the management does not solve problems, or <- Next -> gives out of trouble. The good news is that managers can make the management of human resources of their strengths.. The result will be a better risk management, better management and greater satisfaction working with people
Article by:
< / / p> X. Shanthana Queen Mary
Scholar Phil,
Department of Management Studies and Research,
Karpagam University >