HR Risks (Vacancies-Inefficiencies)

This template assesses the impact of available skills and vacancies on organisational performance. The method applied is as follows:

1. Organisation strategies must be performed to achieve strategic objectives.

2. The talent (human resources) employed to perform the duties and responsibilities required to implement strategies are clustered together into organisational structures (departments, divisions and sections).

3. Jobs identified to perform these duties and responsibilities are defined in terms of positions (posts) on the staff establishment.

4. The risks associated with the inefficiencies and/or ineffectiveness of persons employed in these positions can be assessed by considering –

-- Efficiency requirements, including the required experience, proven expertise and/or qualifications to perform the duties and responsibilities; and

-- Effectiveness requirements: Regardless of experience, proven skills and/or qualifications, how have the incumbent performed in the position over the last three – to five years?

5. The impact of the posts or position can be assessed by considering its importance for the organisation’s capacity to implement the strategy.

6. Risk will subsequently be based on the effectiveness and efficiency with which available resources perform their functions, in comparison with the post or positions impact on strategy execution.

7. Vacancies implies the absence of risk mitigating controls, and therefore optimal risk, as measured in terms of the post or positions impact on strategy execution.