Human resource management under the enterprise internal control environment is one of the key elements in the organization, which plays a vital role in maintaining the normal operation of the organization, the stability of employees and the compliance operation. The internal control content of human resource management includes the norms, systems and processes of each link, and the main risk points related to it include recruitment, employee training, performance management, salary and welfare, and labor contract management.
1. Recruitment risk:
Recruitment is the first link of enterprise human resource management. The risks of recruitment mainly include:
Irregular recruitment process: if the recruitment process is not standardized, it may lead to subjective tendency rather than objective ability, thus affecting the overall quality of the organization.
Opaque recruitment procedures: Opaque recruitment procedures may lead to internal corruption, unfair recruitment and other issues, affecting employees' sense of fairness and trust in the organization.
Recruitment information leakage: the leakage of recruitment information may lead to the disclosure of company secrets, competitors' access to recruitment information and other potential risks.
2. Staff training risks:
Staff training is to improve the professional level and comprehensive quality of employees, but there are also some risks in human resource management:
Unreasonable training plan: If the training plan is unreasonable, employees may not be able to acquire necessary skills and adapt to job changes, thus affecting the competitiveness of enterprises.
Waste of training resources: If training resources are wasted, enterprises will face the pressure of extra costs and may have a negative impact on the financial health of the organization.
The training effect is not obvious: if the training effect is not obvious, employees will not be able to effectively apply what they have learned, thus wasting training time and cost.
3. Performance management risks:
Performance management is a process of evaluating and rewarding employees' performance. Relevant risk points include:
Unfair performance evaluation criteria: unfair performance evaluation criteria may lead to employees' dissatisfaction and conflict with the organization, thus affecting team stability.
Opaque performance appraisal procedure: If the performance appraisal procedure is opaque, it may lead to speculation and dissatisfaction of employees, thus affecting their enthusiasm and work efficiency.
Improper rewards and punishments: Improper rewards and punishments may lead to employees' sense of unfairness, thus affecting the cohesion of the whole team.
4. Compensation and welfare management risks:
Salary and benefits are employees' expectations of organizational returns, but there are also some potential risks in the management process:
Unfair distribution of salary and benefits: If unfair distribution of salary and benefits, it may cause employees' dissatisfaction and resignation intention.
Unreasonable salary and welfare policy: Unreasonable salary and welfare policy may cause the company to face problems such as employee turnover and rising cost of employing people.
Leakage of salary and benefits: The leakage of salary and benefits information may lead to employee dissatisfaction and also have a negative impact on the company's image.
5. Labor contract management risks:
The labor contract is a legally binding relationship between employees and enterprises, and the relevant risk points include:
Irregular contract drafting: Irregular contract drafting may lead to legal disputes and affect the reputation and financial status of enterprises.
Poor performance of the contract: the enterprise may face legal responsibility if it fails to perform the contract, which will also affect the trust of employees in the enterprise.
Improper termination of labor contract: Improper termination of labor contract may cause employee dissatisfaction and may also face legal risks.
In order to reduce the above risks, enterprises can take a series of internal control measures, including establishing a standardized recruitment process, making a transparent training plan, establishing a fair performance appraisal mechanism, standardizing salary and welfare policies, and ensuring compliance with labor contracts. At the same time, constantly optimizing and perfecting the human resource management system, strengthening training and improving management level will help improve the controllability and maintainability of human resource management and ensure the sustainable development of enterprises.