HR COMPLIANCE/ RISK MANAGEMENT
INTRO

Although permanently preoccupied by compliance and risk preventing, most HR departments fail to integrate compliance in their day to day activities.

Working under tough deadlines, many HR functions are typically understaffed and overworked. This leads to involuntary errors some of them even redundant (e.g.: errors in formulas used to prepare the import files, monthly particularities that are overlooked etc.).

While some level of errors and omissions are to be expected in any major HR process most can be prevented.

PRACTICAL EXPERIENCE

A NO-error mentality and practice should be top priority on any HR Agenda. Managing various HR processes in over 150 organizations and being directly responsible for errors resolution has thought us the real value of a strong, coherent compliance process. We understand errors, we are familiar with excuses that are often associated with these errors and still we are committed to a 0% accuracy objective.

We know errors have usually two sources: lack of knowledge & lack of control/ quality checks.

SOLUTION IN PRACTICE

We have developed a proven methodology to be used by companies of all sizes in their quest for the “perfect payroll”:

  • Conducting an initial risk audit to identify vulnerabilities & opportunities for improvement.
  • Evaluating all policies, tools, processes, procedures, and programs which support the HR function and providing a written summary of our review along with detailed recommendations.
  • Implementing Error-checking reports – some types of payroll errors can be spotted by running reports that only show items that fall outside of the normal distribution of payroll results.
  • Deploying change documentation processes.
  • Designing a flow to avoid errors (aka “near misses”). A near miss is an unplanned event that did not result in negative impact but had the potential to do so. In HR this translates into avoiding errors to occur (e.g. bonuses that should have been paid and were forgotten, additional amounts that have been paid to employees due to improper data processing etc.).
  • Implementing dynamic check lists that allow all your HR specialists to identify anomalies before the results activates.