RISK EVALUATION SHEET

Institute Name
Division/Department Name
Process Name
Updated On

Risk
Internal /External
Please describe specific risk
SN Issue / Interesetd
which might prevent achievement
Party
of your objectives or plan

Workers Comp Injuries, Medical

1 Internal
Costs, and Lost Productivity

2 Employment-related Lawsuits Internal

3 Employee Benefits Liability Internal

4 Network & Data Security Risks

 5 Risk from Training and Development Internal

6 Hiring new employees Internal

7 Theft and Embezzlement Internal

8 Legal Risks Internal

Prepared By :

Updated On
RISK EVALUATION SHEET
ZCOER,Narhe-Pune

Examination

Potential Damages Countermeasures - mitigation plan

-Effects
Please describe expected damage Please describe them specifically. If they
specifically on Institute / are still in planning stage, please describe
Interested Party so.

Comply with relevant laws and protect their

own safety and health, as well as the safety
and health of anyone who may be affected by
their acts or omissions at work.
Worker injuries can be prevented but
· Ensure that they are not under the influence
you’re not going to be able to prevent
of any intoxicant to the extent that they could
all of them.  They do happen from
be a danger to themselves or others while at
time to time.  Some of them may
work.
result from freak accidents but often,
· Cooperate with their employer with regard to
they result from an unsafe work
safety, health and welfare at work.
space, improper procedure, or an
· Employees should not engage in any improper
outside influence 
conduct that could endanger their own safety
or health or that of anyone else.
· Participate in safety and health training
offered by their employer.

processes in place to make certain

that employees feel like their
complaints and feedback are heard
Provided in appointement letter
and taken seriously. Employment-
related litigation is one of the fastest
growing HR expenses
Benefits programs are an expense, but
they are ultimately in place to help
Provided in appointement letter
recruit the best talent and retain that
talent.
Potential risks- the potential risks
generate from network and data Organisation must protect it system by
security are following -: standardizing the software ensure that user
· Lost data can not install the software onto the system
· Network and business interruption without the permission.
· Cost to fix the damage to data and · Use network projection measures as securing
networks. the network is very important for the
· Regulatory fines and audits. organisation.
· Wastage of time and money. · Provide training to the employees to work
· Lost revenue during down time. appropriately.
· Need for the audits.
 Provide opportunities for your employees to
grow through training and skills development
programs.
Most organisations look at training and
· Organisation must do analysis for which
development as an integral part of the
certain areas or jobs; it has to give training to
human resource development activity.
employees.
The turn of the century has seen
· If any new machinery is employed then
increased focus on the same in
organisation must provide training to its
organisations globally. Many
employees to perform the jobs. It is also
organisations have mandated training
important for the health and safety of
hours per year for employees keeping
employees.
in consideration the fact that
· Encourage learning and organize for
technology is deskilling the employees
employees to set aside time weekly to learn.
at a very fast rate.
· Incorporate skill development into the regular
performance appraisal process.
· Hold managers accountable for outcomes.
Was a complete screening completed on
potential applicants?
· Were provincial human rights laws observed?
· Hiring must not include any discrimination.
Discriminatory practices
Theft · Employee must meet with the required skills
Hiringisunsuitable
a very common andcandidates
or unsafe often
difficult
"Wrongful" of loss to protect against. to perform the jobs.
riskhiring
It seems like every year there is a · Is employee culturally fit in the organisation?
story about a disgruntled or financially · Manager must consider education,
strapped employee that has pocketed experience, skills, ability of employee required
a large sum of employer money. The to perform the job.
Hire the right person. Organisation must do
causes here vary but often it comes
background checks before hiring the person.
down to an employee who has fallen
This will help to know the behavior of the
on hard times, has a behavioral issue
person as well.
(i.e.- gambling habit) or is disgruntled
· Train the employees how to keep themselves
and wants to settle the score. The First identify the legalsafe.
risks. Find the source of
and their belongings
ultimate losses here are any assets legal risk. Recognize the potential and actual
any
that changes made in thethe
are unrecoverable, compliance
loss of an risk.
of taxation applicable to
employee (sometimes they are the particular
even · Analyze the legal risks. Through this one can
company may result in penalties
really good at their job) and any public know the steps to avoid the legal risks.
imposed
relations by income-tax
exposure authorities
associated or
with the · After analysis, evaluate the legal risks like
authorities
events. so concerned.
how much it can increase or decrease in future,
how this will affect the organisation?
Approved By :

Reason
 Doc Ref No :
Rev No / Date : 00
he-Pune

ation

Review Effectivenss
Responsibility
freqency Evalaution

HR, Principal

HR, Principal, TPO

HR, Principal, TPO

HR, Principal, TPO, Security

Administrator
 HR, TPO

HR, TPO

HR, TPO

HR,Principal, TPO