8.139 At this point a great deal of information will be available:

• Human Resources Risk Register.

• Risk assessments.

• Classifications.

• Selected risk treatments and risk controls.

8.140 The information should be discussed and agreed with the Human Resources team. The risk treatment and controls should be appropriate and proportionate. However, before any decisions are made about risk treatment options, or decisions made about risk control measures, you will need to identify the obstacles to implementation.

8.141 As discussed in Chapter 7, Human Resources professionals should seek out and create business partnerships with those parts of the business that have influence through other mechanisms, eg financial control, legal and company secretariat. In that way it will increase its influence via direct and indirect routes. In our experience, if Human Resources professionals can establish a partnership with the finance function, then there is very little that anyone in the organisation can do without needing to speak to one or other of the partnership! If they create an effective working partnership, then there is an excellent chance that the risk agenda will be welcomed and more readily accepted.

8.142 By using the classification system described above, the implementation challenges will have been anticipated. What is now needed is to develop a formal justification for the implementation of each risk treatment and risk control option. We suggest that this is even undertaken for the priority A items, even though it has been decided that the change can...