Find out how managing people risk across five key pillars can build business and human resilience.

Our People Risk research looked at the individual people risks with the most power to disrupt business, to identify the top 25 people risks across five pillars of people risk management.

Critical to mitigating these risks is recognising that while people are an organisation’s most important strength, 它们也会带来巨大的风险.

而不是对正在发生的事情做出反应, HR and Risk must now collaborate to mitigate people risks linked to health and safety, ESG和工作的未来. 这需要为风险管理奠定一个适当的基础, 包括采取积极措施保护员工.

请看下面我们的人员风险研究亮点和 下载报告全文 有关管理人员风险的详细见解.


我们的全球调查超过2,300 Human Resource and Risk Management professionals identified five pillars of people risk. Highlighting the extent to which enterprise risk management is evolving to encompass people, 宗旨及利润.
  • 健康与安全

    The vast majority (87%) of organisations say health and 安全风险 to employees pose the biggest threat to their business. 由于传染病的持续风险, 包括流行病, 还需要减少心脏病病例的增加, 癌症和心理健康问题. 以及劳动力枯竭, 随着工作量的增加, 不断的变化和工作与98858威尼斯70570的不平衡增加了倦怠的风险.

    含义: Invest in benefits that manage health risks to boost human resilience and business resilience.

  • 治理和财务

    薪酬管理, employee benefits and retirement plans is seen as the second biggest threat to business. People risk factors include administering plans fairly and prudently and the increasing cost of health, 风险保障和福利福利. As well as the risk of misaligning benefit and other HR programmes with regulatory requirements, 税, 劳工、人权和就业法.

    含义: 监督所有类型的奖励,以避免代价高昂的错误和声誉损害. 

  • 加快数字化

    加快数字化 gives rise to some of the people related risks in organisation businesses are most concerned about. These range from cyber security and data privacy to the impact of automation and AI on employees. 哪一个国家将在2025年前淘汰8500万个工作岗位. Giving rise to skills obsolescence and misalignment of HR and business strategy if workforce planning and reskilling doesn’t keep pace.

    含义: 考虑数字化对员工的影响,以防止未来出现问题.

  • 人才实践

    Human resource risk management linked to talent practices includes strengthening employee value proposition to attract and retain employees. 以及与不断变化的工作性质有关的风险和不平等. Ranging from people working more virtually and across different time zones to zero-hour contracts. 接班人计划, conduct and culture and talent mobility are also people risk factors for this pillar.

    Focus out what employees most value to increase your ability to secure future talent.

  • 环境与社会

    企业正感受到来自客户的压力, 投资者, employees and regulators to ensure profit does not come at the expense of society or the planet. 相关人群风险因素包括环境目标的进展, 改善工作条件,推动多样性, 平等和包容. Supporting employees with catastrophic personal life events is now also seen as important to managing people risk.



下载人群风险, to learn more about resetting priorities to manage risks for workforce and business resilience. For insights on the biggest people risks facing organisations today and how to mitigate these to create a more sustainable business.


Our people risk research also explored the barriers to addressing people related risks in an organisation, 横跨五根柱子. 主要障碍如下:

More than two-fifths (43%) of businesses said difficulty changing personal behaviours is the main barrier to addressing health & 安全风险. A similar number (39%) see changing personal behaviour as the biggest barrier to mitigating talent risks, 比如适应未来的工作. 三分之一(36%)的人表示,个人行为也阻碍了社交 & 环境风险.

组织复杂性 is a top barrier for every pillar when it comes to people related risks in an organisation. It’s also the main barrier hindering progress in addressing governance and financial risks. 随着企业的持续增长, risks are ever more present across traditionally siloed work areas and can result in inconsistent and rigid behaviours. Many are struggling to define who is responsible for owning both risks and mitigation efforts, 导致在解决这些问题方面存在差距.

One in three businesses see lack of skilled resource to tackle risk as a main barrier addressing accelerated digitisation and environmental and social risks. It highlights the extent to which individuals with cybersecurity and ESG credentials are in demand across all industries and many businesses are only just starting to tackle these emerging risks.


管理员工福利, 养老金和补偿金是个人的第二大风险, 仅次于网络安全和数据保护. Which is also linked to employee benefits due to the huge amount of personal data involved in administering employee benefits.

没有谨慎的管理, 一个深思熟虑的策略, employee benefits plans are unlikely to succeed at supporting business resilience. Even so three fifths of businesses (59%) don’t have effective governance for insurance and benefits. 而只有五分之二(42%)的企业制定了成本控制战略. 在英国,这一比例降至不到三分之一(31%).

而不是, with employee health benefits increasing at two and a half times the rate of inflation, 清晰的员工福利设计是必不可少的. 这不仅应着眼于通过减少健康风险来优化支出, 但同时也从保险公司那里获得了最好的交易.

福利和保险计划设计的明确治理方法, 交付和财务决策也将降低成本和风险. 考虑建立一个正式的治理过程, 包括定义制定福利设计的角色和职责, 政府, 沟通, 人力资源技术和保险决策.



Review workplace and job risk and industry risk factors to understand where the greatest people risks are. 查看员工数据分析以识别风险, 或者盲点, and review benefit eligibility to see if any groups are being excluded or put at risk. 


而不是 of just reacting or responding to immediate threats, look ahead to future risks. 无论是人工智能、未来的工作还是环境风险. 制定清晰的多年战略,根据技能招聘人才, 不仅仅是工作, 确保掌握应对未来风险所需的技能.


而不是在问题出现时花钱解决, 通过预防策略降低风险和成本. 看看人类风险的潜在原因, 比如网络风险, 人才流失和缺席, 并采取措施缓解这些问题.