It’s complicated. The phrase applies to life, relationships and your workforce. Employees, contractors and third party partners active across your operations weave an intricate web of risk exposure that requires constant attention. Even single-site companies face the challenges of complexity when it comes to managing the compliance of their workforce.
To responsibly manage all of your obligations, it’s critical to consider just how complex your organization’s workforce may be. Consider the following five factors to help you assess your level of complexity and potential exposure.
Five Factors of a Complex Workforce:
- A workforce stretching across multiple locations.
Maybe you have satellite sales, support or distribution offices. Maybe a portion of your workforce works remotely. Jurisdictional issues come into play here. Different states and countries have their own employment laws—each with their own reporting requirements.
- Dynamic businesses that continually adapt.
Does your business change regularly to meet market demands? This might include launching new services and introducing new practices, each of which may be regulated or present internal policy or contractual obligations. You need to ensure your policy and procedures are keeping pace.
- Fluctuating employment and changing responsibilities.
Do you experience high turnover
? Does your business operate seasonally? Are you growing rapidly? Maybe job responsibilities are changing, even if roles aren’t. Improperly trained or uncertified members of a workforce may be performing tasks outside of their scope of responsibility potentially exposing the organization to a variety of risks. Ensuring the right training and information gets to the right person at the right time is essential.
- Management of outside relationships that impact the business.
Do you hire contractors or regularly have third parties onsite? Do these individuals have access to proprietary information or corporate systems? Third parties are notorious for introducing fraud, theft, or corruption into a system. Plus, they are often subject to the same codes of conduct and operational policies as traditional employees. These extended members of a workforce need your attention, too.
- Adapting to technology challenges.
How is your business responding to changes in technology-driven processes? For instance, switching to automated business systems or requiring your workforce to follow more stringent security procedures. How is your organization managing common technology trends, such as BYOD or using social media in the workplace? Evaluate whether or not your compliance programs are keeping pace.
These are just a five factors that come to mind.
Have I missed one of your favorites? Which of these factors of workforce complexity are causing you to lose sleep? Email me at: firstname.lastname@example.org