The Home button at the end of each topic takes you to the Home page.
The Menu button provides access to the individual topics.
The Resources button provides a list of useful links.
The Switch Language button lets you switch to a different language.
The Close button ends your training session and closes the course window.
Citi's definition of Human Capital Risk can be found in the Human Capital Risk Management Policy.
Human Capital Risk is the risk arising from inadequate management of staffing adequacy, talent, and linkage of performance to pay. As well as risks arising from inappropriate employee behavior inclusive of discipline and accountability.
Inadequate management of these areas can result in:
Within Human Capital Risk, Citi has defined sub-risks and their impacts in the Risk Taxonomy. Here are a few examples of those risks.
To proceed, select each button to explore different Human Capital Risks and examples of potential challenges that can arise when these risks are not managed effectively.
Staffing Adequacy Risk arises from failure to effectively identify and maintain adequate Human Capital resourcing requirements, which may lead to the inability to achieve strategic objectives. Examples include:
go to next button
Employee Relations Risk arises from employee misconduct and/or failure to effectively manage employee concerns. Examples include:
go to next button
Remuneration and Rewards Risk arises from inadequate management of remuneration and rewards programs, including program design, inappropriate benefits coverage, or inappropriate manner by which employees are paid (e.g., salary, bonuses, and incentives). Examples include:
go to next button
Talent Management Risk arises from the failure to develop and retain adequate talent required to achieve the firm's strategic objectives, or from the ineffective identification and development of talent needed to fulfill future needs. Examples include:
go to next button
Diversity and Discrimination Risk arises from inadequate diversity, equity and inclusion (DEI) efforts, including program design and/or execution or discriminatory treatment of employees, non-employees or candidates based on a regulatory protected class (e.g., age, religion, gender, etc.) within the context of the employee lifecycle.
Discrimination: Treating employees differently based on protected class (e.g., age, religion, or gender).
go to next button
As a people manager, you are accountable for Human Capital Risk. Human Resources provides programs and processes to support you in effectively managing Human Capital Risk.
To proceed, select each area to see how Human Resources provides support to Citi.
Human Resources develops programs, informed by comprehensive policies and procedures, to assist people managers in effectively managing Human Capital Risk. These programs include:
go to next button
People managers should use available resources to make data-driven decisions when managing Human Capital Risk.
To support these efforts, Human Resources provides quantitative Human Capital Risk Indicators (e.g., metrics like Voluntary Attrition and Timeliness of Termination Initiation).
go to next button
People managers should identify, implement, and monitor controls to mitigate Human Capital Risk.
To support these efforts, Human Resources develops enterprise-wide minimum controls (e.g., skills management, resource planning) to help mitigate Human Capital Risk.
Let's explore the process for managing Human Capital Risk.
As we proceed, we'll apply this framework to a real-world scenario, allowing you to practice and gain hands-on experience in managing Human Capital Risk effectively.
Identify Risks: Identify Human Capital Risk that Citi is exposed to through the course of its business activities.
Assess Risks: Consider the materiality of the Human Capital Risk, focusing on both likelihood and impact.
Mitigate Risks: Consider and implement strategies to help manage Human Capital Risk.
Monitor Risks: Ongoing review of Human Capital Risk and understanding if there have been any changes to the materiality of existing risks or the realization of new risks.
Review and Improve: Regularly review risk management practices and make improvements based on new information and feedback.
As a people manager, Maya has a responsibility to manage Human Capital Risk. She should have entered the termination date in the HR system as soon as she received Sam’s resignation.
In reality, only a few functionalities, like sending external emails, are restricted to prevent forwarding confidential information.
By overlooking the importance of submitting the termination on time, Maya has exposed Citi to Human Capital Risk with the following implications:
Maya needed to take immediate action by entering Sam's termination date into the HR system upon receipt of resignation.
This would have automatically ceased paychecks and other employee benefits, and revoked his building and system access.
Regular reviews of the timely processing of terminations would confirm that termination processes are streamlined and followed appropriately, preventing similar issues in the future.
Human Capital Risk is part of Citi's Operational Risk Framework.
Human Capital Risk is the risk arising from inadequate management of staffing adequacy, talent, and linkage of performance to pay. As well as risks arising from inappropriate employee behavior inclusive of discipline and accountability.
Key sub-risks include:
Inadequate management in these areas can lead to:
Citi is committed to maintaining a professional and ethical work environment. We do not tolerate:
As a manager, you play a crucial role in managing Human Capital Risk. Key responsibilities include:
Human Resources provides programs and processes to support you in effectively managing Human Capital Risk.
Managers should:
In the risk taxonomy inventory, Human Capital Risk is a sub-risk of which of the following?
Select the best response from the four responses and then select Submit.
Please use the Space key only when selecting a radio option with the keyboard. The Enter key is not fully supported. If the Enter key has been used to select a radio option, please use the Escape key. Then you will be able to use the Space key again to select a radio option.
Human Capital Risk is a sub-risk of Operational Risk, which covers risks associated with daily operations, including workforce management.
Human Capital Risk is a sub-risk of Operational Risk, which covers risks associated with daily operations, including workforce management.
Human Capital Risk is a sub-risk of Operational Risk, which covers risks associated with daily operations, including workforce management.
That answer is correct.
That answer is not correct.
Refer to the Human Capital Risk Taxonomy topic in the Understanding Human Capital Risk section.
That answer is not correct.
Refer to the Human Capital Risk Taxonomy topic in the Understanding Human Capital Risk section.
Which of the following is a sub-risk of Human Capital Risk?
Select the best response from the four options and then select Submit.
Please use the Space key only when selecting a radio option with the keyboard. The Enter key is not fully supported. If the Enter key has been used to select a radio option, please use the Escape key. Then you will be able to use the Space key again to select a radio option.
Diversity and Discrimination Risk are key components of Human Capital Risk, focusing on workplace diversity, inclusion, and compliance with related laws.
Diversity and Discrimination Risk are key components of Human Capital Risk, focusing on workplace diversity, inclusion, and compliance with related laws.
Diversity and Discrimination Risk are key components of Human Capital Risk, focusing on workplace diversity, inclusion, and compliance with related laws.
That answer is correct.
That answer is not correct.
Refer to the What is Human Capital Risk topic in the Understanding Human Capital Risk section.
That answer is not correct.
Refer to the What is Human Capital Risk topic in the Understanding Human Capital Risk section.
Which of the following are responsibilities of Human Resources in managing Human Capital Risk at Citi?
Select the best response from the four options and then select Submit.
Please use the Space key only when selecting a radio option with the keyboard. The Enter key is not fully supported. If the Enter key has been used to select a radio option, please use the Escape key. Then you will be able to use the Space key again to select a radio option.
Human Resources is responsible for designing frameworks that support Talent Management, Employee Development, and aligning Pay to Performance. Identifying, monitoring, escalating and mitigating Human Capital Risk across Citi is a responsibility of people managers.
Human Resources is responsible for designing frameworks that support Talent Management, Employee Development, and aligning Pay to Performance. Identifying, monitoring, escalating and mitigating Human Capital Risk across Citi is a responsibility of people managers.
Human Resources is responsible for designing frameworks that support Talent Management, Employee Development, and aligning Pay to Performance. Identifying, monitoring, escalating and mitigating Human Capital Risk across Citi is a responsibility of people managers.
That answer is correct.
That answer is not correct.
Refer to the Understanding Your Role topic in the Roles and Responsibilities section.
That answer is not correct.
Refer to the Understanding Your Role topic in the Roles and Responsibilities section.
Which of the following are responsibilities of people managers as it relates to Human Capital Risk?
Select the best response from the four options and then select Submit.
Please use the Space key only when selecting a radio option with the keyboard. The Enter key is not fully supported. If the Enter key has been used to select a radio option, please use the Escape key. Then you will be able to use the Space key again to select a radio option.
People managers are responsible for identifying, monitoring, escalating, and mitigating Human Capital Risk, as well as addressing concerns of discrimination, harassment, or retaliation.
People managers are responsible for identifying, monitoring, escalating, and mitigating Human Capital Risk, as well as addressing concerns of discrimination, harassment, or retaliation.
People managers are responsible for identifying, monitoring, escalating, and mitigating Human Capital Risk, as well as addressing concerns of discrimination, harassment, or retaliation.
That answer is correct.
That answer is not correct.
Refer to the Understanding Your Role topic in the Roles and Responsibilities section.
That answer is not correct.
Refer to the Understanding Your Role topic in the Roles and Responsibilities section.
As a people manager at Citi, you must apply the key principles of Citi's Human Capital Risk Management Policy.
Which of the following actions aligns with these principles?
Select the best response from the four options and then select Submit.
Please use the Space key only when selecting a radio option with the keyboard. The Enter key is not fully supported. If the Enter key has been used to select a radio option, please use the Escape key. Then you will be able to use the Space key again to select a radio option.
Implementing effective workforce planning processes and using fair hiring practices based on qualifications and experience are key principles of Citi's Human Capital Risk Management Policy.
Implementing effective workforce planning processes and using fair hiring practices based on qualifications and experience are key principles of Citi's Human Capital Risk Management Policy.
Implementing effective workforce planning processes and using fair hiring practices based on qualifications and experience are key principles of Citi's Human Capital Risk Management Policy.
That answer is correct.
That answer is not correct.
Refer to the Policy Principles topic in the Understanding Human Capital Risk section.
That answer is not correct.
Refer to the Policy Principles topic in the Understanding Human Capital Risk section.
go to close menu button
go to close button
