8.146 None of the approaches or tools outlined above provides all the information needed to create and implement a strategy for Human Resources professionals to increase their contribution to the management of risk within the organisation, and especially Human Resources risks. However, each can provide valuable assistance at a different level and at a different stage in the process of building the strategy. Therefore, Human Resources professionals should use a combination of the approaches or tools that are a best fit for the organisation, closely reflect the current status of the Human Resources function and provide the insights and outputs that are desired.

8.147 At this stage the following information is potentially available:

• A Human Resources Risk Register.

• The output from one or more of these approaches or tools:

  • RiskFrisk

  • Human Resources Risk Management.

  • Corporate governance.

  • Corporate social responsibility.

  • Human capital management review.

  • Operating and financial review.

• An outline action plan with priorities.

8.148 A combination of the outputs from the above approaches and tools will provide Human Resources professionals with sufficient information and supporting evidence to create a draft strategy.

8.149 The draft strategy should then be discussed with the Human Resources team, the business partner(s) or line/functional manager to agree an actual action plan, with priorities, timescales and measurement criteria. The plan should include adequate monitoring processes and regular reviews of the progress of implementation.