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Сhief human
resources officer

A company’s staff is a key factor of its performance. However, if employees’ goals don’t tie into corporate strategic objectives and make a negative impact on the organization this results in business disruptions.
In the age of escalated competition for employee talent and increased compliance requirements, it’s highly important to detect destructive employee behavior as well as asses HR risks.
The CHRO performs the leading role in HR risk assessment and prescribes an action plan that will not only help to mitigate threats connected with the human factor but also add value to the business. In order to successfully complete this the CHRO needs to:
Understand every employee’s core values
Assess dark-side personality
Foresee human qualities that will emerge under stress
Get valuable insight into how people work
Design and carry out a talent strategy in light of employees’ strengths and weaknesses
Evaluate training and development programs to create corporate risk management cultures
Recognize HR risks, estimate outcomes, and perform competitive restructuring of departments and teams if necessary
Risk Monitor
Identify violations of various types - theft, kickbacks, bribes, etc.
Protect your data and IT infrastructure with advanced auditing and analysis capabilities
Monitor employee productivity, get regular reports on top performers and slackers
Conduct detailed investigations, reconstructing the incident step by step
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Financial industry at risk the price of data loss
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Predictive Employee Monitoring Software
SearchInform employee monitoring software will allow to predict
employee behavior, assess and mitigate risks related to the human
resources of a company, as well as to conduct investigations when
there is no crime evidence.
The SearchInform ProfileCenter identifies
an employee from the inside and specifies:
Leadership qualities, team role, and degree of influence over
colleagues
Attitude to the way things are in an organization and true
intentions
Behavior baseline
Intelligence structure
Basic values, opinions, and inclinations
Motivation markers and fundamental needs
Employee loyalty and morale levels
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