• High-Level HR & Human Capital Risk Assessment

  • Description.

    Assess your organization's exposure to strategic, regulatory, and workplace HR risks. This assessment is designed to identify potential gaps and provide insight into your organization's overall HR and human capital risk profile. This assessment should be taken by Board Chairmen, CEO,COO,CFO, Risk managers etc

  • Company Information

  • Format: (000) 000-0000.

  • Section A: Strategic Executive Contracts & Asset Exposure

  • 1. Restrictive Covenants and Market Protection: Are your senior executive and mission-critical management employment contracts outfitted with enforceable restrictive covenants, non-compete clauses, and non-solicitation terms tailored specifically to regional labor precedents to prevent talent from poaching corporate accounts or client lists upon exit?*
  • 2. Executive Succession Transition Controls: If an executive or key business manager resigns today, does the organization possess a documented, legally protected transition policy detailing data-access revocation, immediate gardening leave protocols, and extended notice-period management?*

  • Section B: Regulatory Compliance & Institutional Liabilities

  • 3. Worker Misclassification & Contractor Vulnerabilities: Has your company undergone a comprehensive independent review of its worker classifications within the past 12 months to verify that long-term independent contractors, freelancers, or consultants cannot legally claim full-time employee benefits and back-dated leave entitlements under local labor courts?*
  • 4. Statutory Deductions & Internal Audit Readiness: Is your payroll execution structurally insulated from shifting national tax limits, local labor changes, and benefits calculations, and do you possess an internal audit log to instantly prove regulatory compliance during unannounced state or revenue service inspections?*

  • Section C: Workplace Relations & Institutional Risk Indicators

  • 5. Annualized Talent Turnover Metrics: What is your organization's current annualized staff turnover rate, and what is its direct impact on recruitment expenditure and institutional memory?*
  • 6. Independent Grievance & Harassment Safeguards: Do you maintain an active, clearly defined Anti-Harassment, Anti-Discrimination, and Whistleblower Policy supported by an independent reporting line completely separate from standard corporate line management?*

  • Assessment Results

    Based on your assessment score, the following risk classification has been identified

  • Low Systemic Risk (10–12)

    Your assessment indicates a Low Systemic Risk profile.

    Your organization demonstrates clean operational structures.

    No immediate actiion required however we recommend that in the future the organization should undertake an independent HR Audit to verify risks and status.

    To find out more about our audit service kindly reach out to us on peopleservices@omlafrica.com or +233 50 355 1926.

     

  • Moderate Structural Exposure (6–9)

    Your assessment indicates Moderate Structural Exposure.

    Critical gaps were identified in institutional documentation or regulatory updates.

    A Targeted HR Risk Audit is recommended to address the identified gaps.

    To find out more about our audit service kindly reach out to us on peopleservices@omlafrica.com or +233 50 355 1926.

     

     

  • Severe Systemic Liability (0–5)

    Your assessment indicates Severe Systemic Liability.

    Critical structural exposure has been identified that may threaten regulatory compliance and business asset security.

    An immediate Full-Scale Corporate HR Risk Assesment is recommended.

    To find out more about our audit service kindly reach out to us on peopleservices@omlafrica.com or +233 50 355 1926.

     

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