"Anything that can prevent you from achieving your performance objective, is a risk that must be managed"

Wednesday 21 August 2013

Managing Risks Growing Businesses Face


Introduction

Growth (top-line) and profitability (bottom-line) are two major indices that define how well organizations are doing in pursuit of their strategic objectives and short term goals.

Business organizations achieve growth through organic or inorganic channels. Growth occurs largely via the development of a new product, creation of a new business line, mergers and acquisitions, increase in market share and direct expansion into a new market. In pursuing any, a combination or all of the aforementioned growth strategies business organizations face several risks. Typically organizations are faced with Macro-economic risk, Credit risk, Market risk, Reputation risk, problems associated with access to credit, social acceptance/corporate social responsibility risk, technology risk, political risk, geopolitical risk, Economic shock, etc. Effective risk management enables business organizations to successfully exploit business opportunities and contain threats. It does this by providing insights and assurances required to take advantage of profitable ventures.

Problem Statement

The risk management framework and practices that exist in most business organizations are not adequate to enable them to navigate to safety in times of trouble. The risk management culture, the governance and organizational structure, the design of the risk management framework, processes, policies and procedures, risk management tools, sophistication of risk identification and measurement techniques and skills available are not fit for today’s purpose and tomorrows expectations. This is evidenced by the impact of the recent global financial crisis. Systemically exposed business organizations are even more exposed. Business organizations need to embrace best practices to better prepare them for the rainy day.

Previous Options

Current practice in most business organizations is that risks are managed in 'silos'. Risks are also not managed in the context of strategy and objectives. Risk Management is often times seen as totally alienated from performance management. This means that each business line, group or division in an organization manages its strategic, business and operational risks independently, if at all.. A case of ‘’to your tents O Israel’’. Risks are therefore not managed centrally or in alignment with strategic objectives and so, many of the strengths an organization can build and the benefits of a centralized risk management do not accrue to such organizations.

Our firm, Clement Ashley Consulting provides a risk management framework that takes an enterprise-wide view of risk as against silo management. This approach is called Enterprise-wide Risk Management (ERM). Enterprise Risk Management implies that risk management is done at the enterprise level instead of at the business line, business group or business division level and so is centrally coordinated. Strategic, Business and Operational risks are therefore managed not independently but holistically at the enterprise level. For financial institutions that are regulated Economic capital is a must as against a purely regulatory capital limit. Risk assessment is done from time to time so as to reflect market realities. There is also frequent review of the application and suitability of the established process in order to identify gaps for improvement.

Our approach begins with a review of existing risk management process and framework in the organization with a view to modify existing framework and practice based on regulatory requirements, market realities, business needs and best practices.

Benefit 1

Clement Ashley Consulting's Solution is in concert with what regulatory and supervisory authorities and rating agencies demand and so enables business organizations to comply with regulatory and supervisory requirements. The framework which Clement Ashley provides is also in line with best practices world over.

Benefit 2

Risk aggregation at the centre provides the required knowledge about how risks interact, about risk concentration and the actual overall risk faced by the organization giving that some risks offset others while some reinforce others such that risk responses and controls provided are better targeted and therefore more effective compared to what can be achieved under silo management.

Benefit 3

Risk management is centralized in Enterprise Risk Management and so duplication is avoided and therefore cost is minimized. Central coordination also ensures that there is consistency in the risk management approach.

Benefit 4

Any thing that can prevent an organisation from achieving its objectives and targets (be they financial targets or otherwise) is a risk that must be managed. Enterprise-wide risk management therefore assists organizations meet and exceed their performance objectives and stakeholders expectations.

Implementation

Implementation involves assessing the effectiveness of the designed risk management process and framework. It includes checking how well risk responses and controls, early warning indicators, etc are working. If responses and controls are not effective then a further risk identification is required to identify any risks left that made the responses and controls ineffective. Implementation may be iterative. It is a real time and real life activity. It does not include any form of simulation. Implementation stage provides the opportunity to adapt the designed framework to market realities and at the same time maintain the desired robustness that allows it provide adequate safeguard. Implementation is usually done in phases in line with the priorities of the client.

Summary


Till date many organizations manage risks in silos. Today’s realities and tomorrows expectations make silo management utterly inadequate. Risk aggregation at the enterprise level allows for better responses and more effective controls in the risk management process. Beyond meeting regulatory and rating agencies requirements and other stakeholders’ expectations, enterprise-wide risk management reduces to the barest minimum chances of unexpected losses. Removal of duplication and the cost reduction that go with it make enterprise risk management a more cost effective way of managing risks.  

Thursday 1 August 2013

Getting the Right Staff for your Business

Introduction

Eighty percent (80%) of business success is tied to people. Recruiting the right people, motivating the right people, training the right people, retaining the right people while releasing the wrong ones is the key to your success. Many business under-perform because they do not know to do this or they can’t do it well.

Problem Statement

Current statistics say that the unemployment rate in the educated and productive age group of the Nigerian population is now close to 45%. With this large pool of job seekers one would assume that filling vacancies would be easy for employers and prospective employers. This is however far from the case. Due to the falling standard of education many young graduates are barely employable or are out-rightly unemployable. Another factor making life difficult for employers is the erosion of values and work ethics in the present generation. The get-rich-quick mentality means that many young people are not willing to put in the effort required to grow and improve.

Previous Options

Current practice in most business organizations is that when a vacancy arises, they turn to their HR manager or their HR consultant and ask for CV's. Many employers think that having a large pool of CV's to choose from directly improves their chances of finding the right candidate. This is not usually the case.

The high rate of joblessness in the market itself has spawned an industry helping job seekers window dress their CV's, to put their best foot forward. Many times a large pool of CV's only means a lot of man hours going through the pile and interviewing the prospective candidates only to discover that no one makes the grade.

Recommended Solution

I  recommend a recruitment approach that takes account of the problems identified above. At our firm we recognize that in reality there are never that many suitable candidates to choose from Our approach begins with understanding in great detail who exactly the man or woman for the job is. We recommend that you elicit a very detailed job description for each position and then make a very detailed and thorough man specification for each job description Armed with this you are now in a position to write a compelling copy for an advert that is geared to attract only the people who are actually qualified and discourage speculative job seekers. Having attracted the right targets, you should now put them through a thorough testing process to validate their IQ, work skills, job knowledge, emotional stability and personality fit for the job.

Benefit 1

Using this approach you greatly reduce the number of unqualified Cv's that you have to sieve through.

Benefit 2

Using this approach you will not get hood winked by a window dressed CV or a bogus qualification that was awarded but not earned or deserved.

Benefit 3

Using this approach you are able to identify and disqualify the people that seem qualified and even look good on paper, but who do not have the right attitude, personality type or motivations for the job content.

Benefit 4
Using this approach you are able to attract persons who are naturally motivated by your mission and vision and who naturally have goals that are congruent with that of your organisation. These kind of staff do not need external motivation to make them put in their best and your organisation is the better for it,

Implementation

Implementation involves designing recruitment policies and procedures that standardize these best practice methodologies .It involves recognizing what personalities suit what jobs and identifying the right tests to administer.

Summary


Hiring the right staff is the best thing you can do for your organisation. Jack Welch says 'Get the right people in the right jobs – it is more important than developing a strategy' The eighty-twenty rule recognizes that eighty percent of business success is tied to people but only twenty percent of organizations get it right. You can be part of that top twenty percent.

Do post a comment or a question and it will be answered in our next posts.