Top risks and controls for Human Resources

From the Doorstep International risk register, curated by Ahmer Nehal. Last updated 17 Oct 2026.

The Human Resources register lists 35 key risks and 101 best-practice controls across 7 units: Compensation and Benefits, Diversity, Equity, and Inclusion, Employee Relations, Human Resources Information Systems (HRIS), Performance Management, Talent Acquisition, Training and Development. Use it to identify risks, benchmark your existing controls or start a risk and control self-assessment (RCSA).

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The banking sector is heavily regulated, evolving, and exposed to new hazards every day.

The human resource department is crucial in ensuring that the bank's staff is prepared to manage these risks.

HR can take efforts to reduce risks by conducting risk assessments to identify potential hazards and vulnerabilities in the organization's policies, procedures, and workforce.

HR can assist the bank in maintaining a positive reputation, protecting its assets, and ensuring the security and well-being of its staff and clients by spotting and resolving possible hazards.

Units covered

Compensation and Benefits
Diversity, Equity, and Inclusion
Employee Relations
Human Resources Information Systems (HRIS)
Performance Management
Talent Acquisition
Training and Development

Compensation and Benefits: key risks and controls

Accountable for creating and managing the bank's perks and pay plans. They might be in charge of creating compensation structures, maintaining employee benefits, and running programmes for incentives and recognition.

Risk	What can go wrong	Best-practice controls
Compliance Risk	Commercial banks need to comply with various laws and regulations related to compensation and benefits. Failure to comply with these laws can result in costly fines and legal fees, which can negatively impact the bank's profitability. HR departments should stay up-to-date with changes in regulations and ensure that their compensation and benefits programs are compliant.	Regulatory Compliance Training and Awareness: Implementing comprehensive training programs and ensuring awareness among employees, especially HR personnel, about the relevant laws and regulations is crucial. Regular training sessions can help employees stay informed about updates and changes in the legal landscape. This control ensures that HR departments are equipped with the knowledge and understanding necessary to maintain compliance. Ongoing Compliance Monitoring and Risk Assessments: Establishing a robust system for continuous compliance monitoring and conducting regular risk assessments can effectively mitigate non-compliance risks. This involves implementing processes to monitor changes in laws and regulations related to compensation and benefits and evaluating their impact on the bank's programs. By proactively identifying potential compliance gaps or areas of concern, the bank can take timely corrective actions, reducing the likelihood of fines and legal repercussions. Regular risk assessments also help in prioritizing resources and efforts towards areas of higher risk, ensuring a proactive and adaptive compliance approach.
Employee Morale Risk	If the bank's compensation and benefits programs are not perceived as fair and equitable, it can lead to low employee morale and job dissatisfaction. This can result in higher turnover rates and lower productivity, which can negatively impact the bank's overall performance.	Conducting regular compensation and benefits benchmarking studies to ensure that the bank's programs are competitive and aligned with industry standards. Developing transparent and clear policies for compensation and benefits, outlining the criteria and methodology for determining salaries, bonuses, promotions, and other incentives. Implementing performance-based compensation and bonus structures that reward employees for achieving specific goals and objectives.
Financial Risk	Compensation and benefits programs can be a significant expense for commercial banks. If the programs are not properly designed or managed, they can result in higher costs than anticipated. HR departments should carefully manage the costs of these programs and ensure that they align with the bank's overall financial goals.	Cost Analysis and Budgeting: Conduct a thorough analysis of compensation and benefits programs to identify areas where costs can be optimized. Establish a comprehensive budgeting process that aligns with the bank's financial goals. This control helps ensure that expenses are carefully managed and controlled. Performance-Based Compensation: Implement a performance-based compensation system that rewards employees based on their individual and team performance. This control encourages employees to contribute to the bank's overall financial goals and helps align compensation with performance and value creation.
Reputation Risk	If the bank's compensation and benefits programs are not perceived as fair and competitive, it can harm the bank's reputation. This can lead to difficulty attracting and retaining top talent, which can impact the bank's overall performance.	Transparent and Equitable Compensation Structure: Implementing a transparent compensation structure that clearly communicates the criteria and process for determining employee compensation can help build trust and confidence among employees. Ensuring that the structure is fair and equitable, with clear guidelines for pay scales and performance evaluations, can help mitigate perceived unfairness. Performance-based Incentives and Rewards: Implementing a system of performance-based incentives and rewards can motivate employees to excel and contribute to the bank's overall success. By aligning compensation with individual and team performance, the bank can create a culture of meritocracy and enhance competitiveness in attracting and retaining top talent. Regularly reviewing and adjusting these incentives based on market benchmarks ensures that the bank remains competitive in rewarding high performers.
Talent Risk	If the bank's compensation and benefits programs are not competitive with those of other banks, it may be difficult to attract and retain top talent. This can lead to a talent shortage, which can impact the bank's ability to grow and compete in the marketplace.	Conduct regular market analysis to ensure that the bank's compensation and benefits packages remain competitive with those of other banks in the same industry and region. Offer flexible work arrangements such as remote work, flexible hours, and job-sharing to enhance work-life balance and job satisfaction. Implement a performance-based compensation system that rewards top performers with bonuses and other incentives. Provide opportunities for career development and growth, including training, mentorship, and job rotation programs. Conduct regular employee engagement surveys to identify areas for improvement in the bank's work environment and culture.

Diversity, Equity, and Inclusion: key risks and controls

Accountable for fostering inclusion, equity, and diversity within the bank. They might be in charge of creating guidelines and initiatives to enhance diversity and inclusion, teaching staff members about these topics, and fostering an inclusive culture.

Risk	What can go wrong	Best-practice controls
Harassment and Discrimination	HR is responsible for addressing harassment and discrimination complaints. DEI risks can arise if HR fails to take complaints seriously or if there is a lack of trust in the reporting process. This can result in a toxic work environment and can damage the reputation of the organization.	Clear policies and procedures: Develop and communicate clear policies and procedures for reporting harassment and discrimination complaints, including the steps that will be taken to investigate and resolve them. This can help ensure that employees know what to expect and feel confident that their complaints will be taken seriously. Training for HR staff: Provide training for HR staff on how to receive and investigate harassment and discrimination complaints, including how to communicate with complainants and witnesses, and how to document and report the findings of the investigation.
Performance Management	HR is responsible for monitoring and evaluating employee performance. DEI risks can arise if the evaluation criteria are not fair or if there is a lack of transparency in the evaluation process. This can result in certain groups being unfairly penalized or excluded from opportunities for recognition and promotion.	Transparent Performance Evaluation Criteria: Establishing clear and transparent performance evaluation criteria is crucial to mitigate DEI risks. By ensuring that the criteria are objective, measurable, and inclusive, organizations can minimize the potential for biases or discrimination in the evaluation process. Transparent criteria allow employees to understand the expectations and standards for performance, reducing the likelihood of unfair treatment. Establishing Ongoing Evaluation Training and Education: To mitigate DEI risks, organizations should prioritize ongoing training and education programs for HR professionals, managers, and employees. These initiatives should focus on fostering awareness of diversity, equity, and inclusion, addressing unconscious biases, and promoting inclusive evaluation practices. By continually enhancing knowledge and skills, individuals involved in the evaluation process can make more informed and fair assessments, reducing the likelihood of discriminatory practices.
Recruitment and Hiring	One of the key functions of HR is to recruit and hire employees. DEI risks can arise if HR fails to attract a diverse pool of candidates or if the selection process is biased towards certain demographics. This can lead to a lack of diversity within the organization and create barriers to opportunities for underrepresented groups.	Develop and follow a diversity and inclusion recruitment strategy that aims to attract a diverse pool of candidates. This can involve targeted outreach efforts to underrepresented communities, job postings on diverse job boards, and partnerships with community organizations. Ensure that job descriptions and qualifications are inclusive and avoid language that may discourage certain groups from applying. Establish objective and standardized selection criteria that focus on job-related skills and qualifications rather than subjective characteristics such as appearance or cultural fit.
Training and Development	HR is also responsible for training and developing employees. DEI risks can arise if training programs are not inclusive or if certain groups are excluded from participation. This can result in an unequal distribution of opportunities for career growth and advancement.	Inclusive Training Program Design: Implementing inclusive training program design is the most effective control measure to mitigate DEI risks. This involves ensuring that training programs are designed to be inclusive, equitable, and accessible to all employees. Some key considerations include using diverse training materials and resources, incorporating different learning styles and preferences, avoiding biases or stereotypes, and actively promoting inclusivity throughout the training process. Accountability and Reporting: Creating accountability and reporting mechanisms can help ensure that DEI goals are met and that progress is being made.

Employee Relations: key risks and controls

Accountable for overseeing ties between the bank and its staff. They might be in charge of handling employee complaints, handling disputes, and fostering a supportive work environment.

Risk	What can go wrong	Best-practice controls
Discrimination and harassment	Discrimination and harassment in the workplace can create a hostile work environment, lower employee morale, and lead to legal action against the bank. Banks must have policies and procedures in place to prevent and address these issues, including training and awareness programs for employees and managers.	Robust Policies and Procedures: Implementing comprehensive policies and procedures specifically targeting discrimination and harassment is crucial. These policies should clearly define prohibited behaviors, establish reporting mechanisms, and outline the consequences for offenders. They should also emphasize the bank's commitment to maintaining a safe and inclusive work environment. Training and Awareness Programs: Providing regular training sessions and awareness programs for all employees and managers is essential. These programs should cover topics such as recognizing discriminatory behaviors, understanding different forms of harassment, promoting diversity and inclusion, and reporting procedures. Strong Anti-Discrimination and Harassment Policies: Implementing comprehensive policies that clearly define zero tolerance for discrimination and harassment in the workplace is crucial. These policies should cover all aspects of discrimination and harassment, including race, gender, age, religion, sexual orientation, and other protected categories. The policies should outline the expected behavior, reporting mechanisms, and consequences for violations. Training and Awareness Programs: Conducting regular training sessions for all employees and managers is an effective control measure. These programs should educate employees about what constitutes discrimination and harassment, how to recognize and report incidents, and the consequences for engaging in such behavior. Managers should receive additional training to effectively respond to reports and handle situations appropriately.
Employee fraud	Banks must have strong internal controls and procedures in place to prevent employee fraud, which can result in financial losses, reputational damage, and regulatory fines.	Segregation of Duties: Implementing a strong segregation of duties is crucial in preventing and detecting employee fraud. This control ensures that no single individual has complete control over a transaction or process from start to finish. By separating key duties such as authorization, custody, and recordkeeping, it becomes more difficult for an employee to carry out fraudulent activities without detection. Regular Internal Audits: Conducting regular internal audits is an essential control to detect any irregularities or potential fraud. Segregation of Duties: This control involves separating key duties and responsibilities among different individuals to ensure no single person has complete control over a transaction from initiation to completion. By implementing segregation of duties, banks can minimize the risk of collusion and unauthorized transactions. Regular and Independent Internal Audits: Conducting regular and independent internal audits helps identify any weaknesses or gaps in the bank's internal controls and procedures. These audits can provide an objective assessment of the effectiveness of existing controls and help in implementing improvements to mitigate the risk of employee fraud.
Employee turnover	High employee turnover can be costly for commercial banks in terms of lost productivity, recruitment and training costs, and reduced morale among remaining employees. It can also indicate poor employee relations, which may further damage the bank's reputation.	Competitive compensation and benefits: Offer competitive salaries, benefits, and other incentives to attract and retain employees. Career development opportunities: Provide opportunities for employees to advance their careers within the bank. This can include training programs, mentoring, and job rotation. Recognition and rewards: Recognize and reward employees for their contributions and achievements. This can include bonuses, promotions, and public recognition. Employee engagement and communication: Foster a culture of open communication and engagement with employees to ensure their needs and concerns are addressed. Conduct regular employee surveys to gather feedback and implement changes based on the results. Competitive Compensation and Benefits: Offering competitive salaries, benefits packages, and incentives can help attract and retain talented employees. Conducting regular salary benchmarking and ensuring that compensation is aligned with industry standards can reduce the likelihood of employees seeking opportunities elsewhere. Providing additional perks, such as flexible working hours, wellness programs, and career development opportunities, can also contribute to employee satisfaction and loyalty. Employee Engagement and Retention Programs: Implementing initiatives to foster a positive work environment and enhance employee engagement can help reduce turnover. This includes programs that encourage open communication, feedback, and recognition.
Legal risks	Commercial banks must comply with various federal and state labor laws that govern employment practices, such as equal employment opportunity laws, wage and hour laws, and worker safety laws. Failure to comply with these laws can result in fines, penalties, lawsuits, and damage to the bank's reputation.	Robust Compliance Program: Implementing a comprehensive compliance program is essential to ensure adherence to labor laws. The program should include regular audits, policies and procedures, employee training, and a designated compliance officer to oversee and enforce compliance. This control provides a proactive approach to identify and rectify any non-compliance issues, reducing the likelihood of fines, penalties, and lawsuits. Regular Internal Audits: Conducting regular internal audits is crucial to assess the bank's compliance with labor laws. Robust Compliance Program: Implementing a comprehensive compliance program is crucial to ensure adherence to federal and state labor laws. The program should include policies, procedures, and guidelines that outline the bank's commitment to compliance, as well as mechanisms for monitoring and enforcing compliance throughout the organization. Regular training and awareness programs should also be conducted to educate employees about their obligations and responsibilities under labor laws. Internal Audits and Risk Assessments: Conducting regular internal audits and risk assessments can help identify potential areas of non-compliance and vulnerabilities within the bank's employment practices.
Unionization	Banks that have unionized employees may face additional costs and risks associated with collective bargaining, union negotiations, and potential strikes or work stoppages.	Develop a robust employee relations strategy: Establish clear policies and procedures for managing employee relations and promoting open communication with union representatives. Conduct regular employee surveys: Gather feedback from employees and use it to identify areas for improvement in employee relations and engagement. Implement effective dispute resolution procedures: Develop a comprehensive process for resolving disputes with unionized employees to reduce the risk of strikes or work stoppages. Ensure compliance with labor laws: Stay up to date with all relevant labor laws and regulations to avoid potential legal and financial penalties. Effective Communication and Relationship Building: Establishing open and transparent lines of communication with union representatives and employees is crucial. Regular meetings, feedback mechanisms, and creating a positive work environment can foster trust and reduce the likelihood of misunderstandings or conflicts. Strong relationships built on mutual respect and understanding can help minimize the risk of strikes or work stoppages. Negotiation and Conflict Resolution Strategies: Developing robust negotiation strategies and conflict resolution mechanisms can significantly mitigate risks associated with union negotiations.

Human Resources Information Systems (HRIS): key risks and controls

Is in charge of overseeing the bank's HRIS, the platform for managing employee data and HR procedures. They might be in charge of keeping personnel data, customising the HRIS, and assisting users.

Risk	What can go wrong	Best-practice controls
Compliance Risks	Commercial banks are subject to strict legal and regulatory compliance requirements. HRIS systems must comply with these regulations such as Equal Employment Opportunity Commission (EEOC) requirements, employee privacy laws, and data protection regulations. Non-compliance can result in penalties, fines, or legal action.	Ensure the HRIS system has strong security measures such as encryption, access controls, and regular security audits. Implement data loss prevention techniques to protect sensitive employee information from unauthorized access or accidental disclosure. Regularly update the system to address emerging security threats and vulnerabilities. Establish a comprehensive compliance program that includes policies, procedures, and guidelines for HRIS system usage. Conduct regular training and awareness programs for employees to educate them about legal and regulatory compliance.
Data Security Risks	HRIS systems store sensitive employee data such as social security numbers, bank account details, and personal identification information. Commercial banks are at high risk of cyber-attacks due to the sensitive financial data they handle. A breach in HRIS can lead to significant reputational and financial loss.	Access Control: Implement access controls such as multi-factor authentication, strong passwords, and role-based access control to ensure that only authorized personnel can access sensitive employee data. Regular Security Awareness Training: Conduct regular training for HR and other employees who have access to HRIS to educate them on best practices for keeping sensitive data secure and how to detect and respond to potential security threats. Data Encryption: Encrypt sensitive employee data both in transit and at rest to ensure that it cannot be accessed by unauthorized personnel even if the system is breached.
Integration Risks	Integration risks arise when HRIS systems do not integrate well with other internal systems such as payroll, accounting, or performance management systems. This can cause inconsistencies in data and disrupt the smooth functioning of the bank's HR operations.	System Integration Testing: Conduct comprehensive testing to ensure seamless integration between HRIS systems and other internal systems. This involves verifying data consistency, validating data transfers, and ensuring that all interconnected systems work smoothly. By thoroughly testing integration points, you can identify and address any inconsistencies or disruptions before they impact HR operations. Data Validation and Reconciliation: Implement data validation and reconciliation processes to identify and rectify inconsistencies in data between HRIS systems and other internal systems. Regularly compare and reconcile data across different systems, such as payroll, accounting, and performance management, to ensure accuracy and alignment.
Technical Risks	HRIS software and systems require technical expertise to manage and operate. Technical risks may arise from system failures, data corruption, or software bugs. These risks can cause delays, loss of productivity, and can have a significant impact on the bank's human resources functions.	Regular Backup and Disaster Recovery Plan: Implementing a robust backup and disaster recovery plan is crucial to mitigating the risk of data loss and system failures. Regularly backing up the HRIS software and system data ensures that in the event of a failure or corruption, the system can be restored to its previous state with minimal disruption. Additionally, having a well-defined disaster recovery plan in place helps in quickly recovering the HRIS system and minimizing downtime. System Monitoring and Maintenance: Maintaining a proactive approach to system monitoring is essential in mitigating technical risks associated with HRIS software and systems. Implementing a robust monitoring solution enables real-time identification of potential issues such as system failures, data corruption, or software bugs. By continuously monitoring the HRIS software and systems, organizations can promptly address any emerging problems, ensuring the system's stability and reducing the risk of productivity loss. Additionally, regular system maintenance, including software updates, patch management, and security audits, helps address vulnerabilities, enhance performance, and minimize the occurrence of software-related issues.
User Error Risks	HRIS systems are only as good as the data that is inputted into them. User errors such as incorrect data entry, lack of proper training, or misuse of the system can lead to inaccurate data, causing operational problems and decision-making issues.	Data validation: Implement data validation rules to ensure that data entered into the system is accurate, complete, and consistent. User training: Provide comprehensive training to all users of the HRIS system on how to correctly use the system and input data. User access controls: Implement appropriate user access controls to ensure that only authorized users have access to the HRIS system and its data. Data accuracy checks: Regularly perform data accuracy checks to identify and correct any errors in the data entered into the HRIS system.

Performance Management: key risks and controls

The performance management programme for the bank must be developed and implemented. They might be in charge of assigning performance objectives, carrying out performance reviews, and giving staff members feedback and coaching.

Risk	What can go wrong	Best-practice controls
Bias and Discrimination	Performance management systems that are not designed to be fair and unbiased can create significant legal risks for commercial banks. If employees feel that they are being discriminated against based on their race, gender, or other protected characteristics, the bank could face legal action.	Develop clear and objective performance metrics: Develop performance metrics that are objective and measurable, and that do not discriminate against employees based on their race, gender, or other protected characteristics. This can include using a combination of quantitative and qualitative measures. Provide training on unconscious bias: Provide training to managers and employees on unconscious bias and how to identify and eliminate it in the performance management process. Ensure diverse representation: Ensure that the performance management process is conducted by a diverse group of managers and that the performance metrics used are validated to ensure they do not discriminate against any particular group.
Compliance Risks	Banks are subject to numerous regulations and laws, and performance management systems must comply with these rules. If a bank's performance management system does not meet regulatory requirements, the bank could face legal consequences and financial penalties.	Regulatory Compliance Framework:Implementing a robust regulatory compliance framework is crucial to ensure that the bank's performance management system aligns with all relevant regulations and laws. This involves thorough monitoring and understanding of regulatory requirements, establishing internal controls, policies, and procedures, and conducting regular audits to ensure compliance. This control is the most effective as it addresses the root cause of the risk directly. Internal Controls and Risk Management: Implementing robust internal controls and risk management practices is vital to mitigate the risk of non-compliance. This includes establishing control mechanisms such as segregation of duties, internal audits, and regular risk assessments.
Employee Turnover	Poorly designed performance management systems can lead to high employee turnover rates. If employees feel that they are not being fairly assessed or that their contributions are not being recognized, they may leave the bank for a more favorable work environment.	Clear and Transparent Performance Criteria: Establish clear and transparent performance criteria that align with the bank's goals and objectives. This ensures that employees understand what is expected of them and how their performance will be evaluated. Clearly defined criteria help eliminate ambiguity and provide a fair basis for assessment. Regular Performance Feedback and Coaching: Implement a system of regular performance feedback and coaching sessions between managers and employees. This allows for ongoing communication and discussion about performance, providing employees with an opportunity to address concerns, seek guidance, and receive recognition for their achievements.
Inaccurate Performance Evaluations	Performance management systems that rely on subjective evaluations rather than objective measures can be inaccurate and unreliable. This can lead to ineffective decision-making, such as promotions or terminations based on faulty assessments.	Implement Clear Performance Metrics and Objectives: Establishing clear and measurable performance metrics and objectives helps provide objective criteria for evaluating employee performance. These metrics should be tied to specific goals and outcomes, allowing for a more objective assessment of employees' performance. By relying on quantifiable data, subjective biases can be minimized, leading to more accurate evaluations. Implement Regular Calibration and Review Sessions: Regular calibration and review sessions should be established to bring together evaluators, such as supervisors or managers, in order to compare and align their assessments of employee performance. By fostering open discussions and promoting consensus among evaluators, this process helps identify and address any discrepancies, biases, or inconsistencies in subjective evaluations. The collaborative nature of these sessions enhances the reliability and accuracy of assessments, leading to more effective decision-making regarding promotions or terminations.
Lack of Transparency	A lack of transparency in the performance management process can lead to mistrust and confusion among employees. If employees do not understand how their performance is being evaluated or how their performance impacts their career progression, they may become disengaged and resentful.	Establish clear and consistent performance evaluation criteria: Establishing clear and consistent criteria for evaluating performance can help employees understand how their performance is being evaluated and what they need to do to achieve their career goals. Provide regular feedback: Regular feedback can help employees understand how they are doing and where they need to improve. It can also help them understand how their performance is being evaluated. Encourage open communication: Encourage employees to ask questions and share their concerns. This can help promote transparency and ensure that everyone understands the performance management process.
Reputation Risks	Poor performance management practices can damage a bank's reputation. If employees feel that the performance management system is unfair or biased, they may become demotivated, disengaged, and even spread negative word-of-mouth about the bank's culture and practices.	Clear and Transparent Performance Evaluation Criteria: Implementing a well-defined and transparent performance evaluation system is crucial. Establishing clear criteria and metrics for evaluating employee performance helps ensure fairness and consistency. This control minimizes the perception of bias or favoritism, which can demotivate employees and damage the bank's reputation. Regular Feedback and Coaching: Encourage managers to provide regular feedback and coaching to employees. This approach helps address performance issues promptly, prevents misunderstandings, and improves employee engagement.

Talent Acquisition: key risks and controls

Accountable for luring in, locating, and hiring the best personnel for the bank. They might be in charge of creating job descriptions, finding applicants, reviewing resumes, holding interviews, and extending employment offers.

Risk	What can go wrong	Best-practice controls
Compliance risk	Banks need to comply with various regulations and laws related to talent acquisition, such as equal employment opportunity laws, immigration laws, and data privacy laws. Failure to comply with these regulations can result in legal and financial penalties, as well as reputational damage.	Establish a Compliance Program: Implementing a comprehensive compliance program is crucial to ensure adherence to all applicable regulations and laws. This program should include regular assessments, training programs, and policies specifically addressing talent acquisition regulations. It should also involve establishing a dedicated compliance team responsible for monitoring and enforcing compliance. Stay Abreast of Regulatory Updates: Keeping up with the ever-evolving landscape of regulations is crucial to ensure compliance in talent acquisition. Regularly monitoring changes in equal employment opportunity laws, immigration laws, and data privacy laws enables banks to proactively adapt their practices and policies. By staying informed, banks can identify potential risks and promptly implement necessary adjustments to maintain compliance and mitigate legal and financial penalties.
Cost risk	Talent acquisition can be expensive, especially if the bank is competing for top talent. Recruitment costs, relocation expenses, and signing bonuses can add up quickly and strain the bank's finances.	Develop a comprehensive recruitment strategy: A well-planned and structured recruitment strategy can help banks identify the most suitable candidates with the right skills and experience, thereby reducing the need for extensive recruiting efforts. Offer competitive compensation packages: Offering competitive salaries and benefits can help banks attract top talent without having to offer excessive signing bonuses or relocation packages. Develop a strong employer brand: Building a strong employer brand can help banks differentiate themselves from their competitors and attract high-quality candidates who are looking for a company with a strong reputation and positive culture.
Reputation risk	The reputation of a bank is closely linked to the quality of its workforce. Poor hiring decisions or talent acquisition processes can result in negative publicity, which can damage the bank's reputation.	Robust Hiring and Selection Processes: Implementing a rigorous and comprehensive hiring and selection process is crucial to ensure the bank attracts and recruits highly skilled and qualified individuals. This can include thorough background checks, multiple interview rounds, reference checks, skills assessments, and personality assessments. By employing a robust process, the bank can reduce the chances of making poor hiring decisions and ensure the recruitment of top talent. Continuous Investment in Employee Growth: Prioritizing continuous investment in the growth and development of employees is key to maintaining a strong and competent workforce. By offering regular training programs, workshops, and opportunities for skill enhancement, the bank can empower its employees to stay updated with industry trends, technologies, and best practices. This commitment to employee growth not only enhances their individual capabilities but also fosters a culture of continuous learning and improvement, ensuring that the bank's workforce remains highly skilled and capable of upholding the bank's reputation.
Talent shortage risk	The banking industry is highly competitive, and attracting and retaining top talent can be a significant challenge. Banks may face a shortage of skilled workers in certain areas, which can lead to a lack of capacity or capability to deliver key business objectives.	Talent Acquisition Strategy: Develop and implement a comprehensive talent acquisition strategy that includes identifying the skills and expertise needed to meet current and future business objectives, creating a diverse talent pool, and cultivating a strong employer brand. Employee Development Programs: Offer training and development programs to help employees acquire new skills and knowledge, and support career advancement opportunities. This can help ensure that the organization has the necessary skills to achieve its business objectives. Compensation and Benefits: Offer competitive compensation and benefits packages to attract and retain top talent. This can include salary, bonuses, health insurance, retirement plans, and other benefits.
Turnover risk	High turnover rates can be costly for banks, as they need to invest time and resources in recruiting, training, and onboarding new employees. High turnover can also lead to lower employee morale, reduced productivity, and loss of institutional knowledge.	Competitive Compensation and Benefits: Offering competitive salaries and comprehensive benefits packages is one of the most effective ways to attract and retain talented employees. By providing competitive compensation, banks can ensure that their employees feel valued and motivated to stay with the organization. Employee Engagement and Recognition Programs: Creating a positive work environment and fostering employee engagement can significantly reduce turnover rates. Implementing recognition programs, encouraging employee feedback, and promoting a healthy work-life balance can help boost morale, increase job satisfaction, and retain skilled employees.

Training and Development: key risks and controls

Responsible for creating and delivering training programmes to assist employees in developing their abilities. They might be in charge of creating training materials, conducting training sessions, and determining how well training programmes are working.

Risk	What can go wrong	Best-practice controls
Compliance	Banks operate in a highly regulated environment, and there is a risk that training and development programs may not be compliant with regulations. Banks must ensure that their training and development programs comply with all relevant laws and regulations.	Robust Compliance Framework: Implementing a comprehensive compliance framework is crucial to ensure that training and development programs align with all relevant laws and regulations. This framework should include policies, procedures, and controls to monitor, assess, and enforce compliance at all levels of the organization. Regular reviews and updates should be conducted to adapt to changes in regulations. Regulatory Training and Awareness Programs: Develop and deliver targeted training programs that focus on educating employees about the applicable regulations and the importance of compliance. These programs should cover topics such as anti-money laundering (AML) etc.
Cost	One of the primary risks associated with training and development is the cost of implementing such programs. Training and development programs can be expensive, and banks may not see a return on investment (ROI) immediately. Therefore, banks must carefully consider the cost-benefit analysis before implementing any training and development programs.	Needs Analysis: Conducting a thorough needs analysis is crucial to identify the specific training and development needs of the bank. By carefully assessing the skills and knowledge gaps, banks can avoid unnecessary training expenses and focus on the areas that require immediate attention. This control ensures that training programs are targeted and aligned with the organization's goals. Cost-Benefit Analysis: Performing a comprehensive cost-benefit analysis is essential to evaluate the potential return on investment (ROI) of training and development programs.
Effectiveness	There is a risk that training and development programs may not be effective in achieving their intended outcomes. Banks must ensure that their training and development programs are designed and implemented in a way that maximizes their effectiveness.	Conduct a needs assessment: Before designing any training program, it is essential to conduct a needs assessment to determine what skills and knowledge employees need to acquire. This will ensure that the training is relevant and addresses specific needs. Develop clear learning objectives: Learning objectives provide a clear understanding of what the training program aims to achieve. They also help in evaluating the effectiveness of the training program. Use a variety of training methods: People have different learning styles, so it's important to use a variety of training methods such as classroom instruction, online learning, on-the-job training, and mentoring.
Employee retention	There is a risk that the investment made in training and development may not pay off if employees leave the bank soon after completing their training. This can be costly to the bank as they would have to invest in training new employees.	Employee Retention Programs: Implementing comprehensive retention programs can be highly effective in reducing employee turnover. These programs may include competitive compensation packages, career development opportunities, mentorship programs, work-life balance initiatives, and recognition and reward systems. By creating a positive and engaging work environment, employees are more likely to stay with the bank, increasing the return on investment in their training. Pre-employment Assessments: Conducting thorough pre-employment assessments during the hiring process can help identify individuals with a higher likelihood of staying with the bank.
Time	Training and development programs require time and resources to be effective. Banks may have to sacrifice productivity and revenue in the short-term to accommodate the time spent on training and development. Therefore, banks must be strategic in their approach to training and development to minimize any negative impact on operations.	Create a training and development plan: Develop a plan that outlines the necessary skills and knowledge required for employees to perform their roles effectively. This plan should identify specific training programs and the frequency at which they will be conducted. Align training with business objectives: Ensure that training and development programs align with the bank's overall business objectives. This will help to minimize any negative impact on operations by focusing on the skills and knowledge that are most critical to achieving the bank's goals. Schedule training during off-peak periods: Schedule training during periods of low activity or downtime to minimize the impact on operations.

This register is a starting point for risk identification and benchmarking against international practice. Adapt the risks and controls to your institution's size, products, jurisdiction and regulatory requirements.

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Frequently asked questions

What are the key risks in Human Resources?

The main risk areas covered are Compensation and Benefits, Diversity, Equity, and Inclusion, Employee Relations, Human Resources Information Systems (HRIS), Performance Management, Talent Acquisition, Training and Development. Each unit lists its key risks with a short explanation and the best-practice controls that mitigate them.

How do I use this register for a risk and control self-assessment?

Select the risks that apply to your units, map the listed controls to the controls you actually operate, rate inherent risk and control effectiveness, then agree actions for gaps. The free RCSA workbook on this page has the columns ready.

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