2 students enrolled

Human Resources Certification Institute

By: Tonya Mead, CFE, CHFI, PI, MBA,MA Educational Psychology

Course Number and Activity ID #324476, Managing Risk for Employee Misconduct and Fraud has been developed by  Shared Knowledge, LLC an HRCI Approved for Credit Program.

Participants of this activity will receive 2.0 hours of Continuing Education Credits to be applied toward Senior Professional in Human Resources (SPHR), Professional in Human Resources (PHR) and General  Professional in Human Resources (GPHR) Certifications.

Areas of Applicability

  1. Business Management and Strategy
  2. Employee and Labor Relations
  3. Risk Management

This training has been developed to meet the requirements of other Certification Programs. Upon registration and completion, students will be awarded a Continuing Education Certificate to demonstrate knowledge attained as indicated in the course objectives.

Presenter Executive Biography

Ms. Mead has more than 20 years advising executive leadership in state government, small business owners and nonprofits in the analysis of resource management, senior leadership, training and compliance, business practices for the identification of deficiencies and operational effectiveness. She is particularly adept at handling complex issues requiring sound judgment and discretion. Ms. Mead  transformed the District of Columbia’s reputation for systemic educator misconduct reported in USA Today, EsquireWashington Post, NPR, and The Atlantic  to national leader for state turnaround strategies.

She is the president of Shared Knowledge, LLC  a certified small, minority women-owned firm specializing in cyber security and private investigations to support human resources and a recipient of the 2014 Cafritz Foundation Award for Excellence in Government and Public Service for combating fraud and innovative performance management design utilizing information technology.  She is a Certified Fraud Examiner and Computer Hacking Forensic Investigator and serves on the Advisory Council, the Association of Certified Fraud Examiners and is a member of the Cooperative Forecasting and Data Subcommittee for the Washington, DC Metropolitan Council of Governments.  She has served as the Executive Director, Minority Business Development Center for the New England Region where she facilitated financing and procurement contracts for her clients. She was also the Technical Advisor to small and minority subs contracted with primes to build the $13.0 Central Tunnel Artery Project in Massachusetts which was the largest infrastructure project in the World.

Please follow and like us:
  • Outline 

    • Introduction
    • Two Risk Theories
    • Human Resources Risk
    • Seven Risk Management Elements
    • Policy
    • Compliance
    • Diligence
    • Education
    • Enforcement
    • Monitoring
    • Incident Reporting
  • Course Objectives 

    • Learn the definition of risk
    • Understand the process of risk management
    • Obtain mathematical formula to quantify risk
    • Reflect upon major current events demonstrating mismanaged risk
    • Synthesize the financial costs associated with each current risk event identified
    • Establish and update risk policies
    • Understand the 4 components of risk planning
    • Reiterate the top 5 human resources risks
    • Receive information on the most common risky employee behaviors
    • Obtain information on the 7 risk management tools
    • See how to draft policy statements
    • Obtain an example of how to draft policy statements
    • Obtain examples of how to phrase consequence statements
    • Obtain research on behavioral motivations
    • Learn how to mitigate risks with reasonable diligence
    • Understand the key steps for documenting actions to support policy directives to show reasonable diligence
    • Identify steps for communicating corporate message regarding risk avoidance
    • Explain steps to avoid employee response to wrong-doing, “I did not know what I did was wrong.”
    • Identify research proven to reduce the risk of employee misconduct and fraud
    • Explain why employees do not report misconduct and fraud when observed
    • Explain the consequences for failing to enforce policies uniformly
    • Identify the different types of employee monitoring activities
    • Define incident reporting
    • Understand the purpose of incident reporting
    • Explain what an incident report should convey to the reader
    • Identify 6 key elements of an incident report
    • Explain why incident reporting is best practice for risk reduction and fraud prevention

Leave a Reply

Your email address will not be published. Required fields are marked *