| HR risk type |
HR risk characteristic |
HR risk cause |
HR risk detecting tools |
| Organizational-managerial |
lack of systemic approach to professional development of MP in regional (municipal) HR policy |
formalism and closed procedural nature of MP attestation;lack of systemic work with candidates’ pool and planning of professional advancement of MP;MP training is not formalized in regulations. |
analysis of regional (municipal) policy and regulatory documents in MP professional development and training;analysis of plans for work with candidates’ pool and MP professional advancement;interviews with managers and regional (municipal) education system HR policy specialists. |
| reduction of performance and efficiency of educational organization management |
insufficient level of MP's professional competence for efficient completion of professional tasks;lack of agreement on milestones in development of both educational organization and MP professional activity;overload of MP due to unreasonable form or schedule of training. |
entrance diagnostics of professional competence levels of MP;comparative analysis of the educational organization development program and KPI of MPanalysis of forms and technologies of training, scheduling and MP training timetables;surveying the managerial personnel to detect overload. |
| default on investment in MP training |
dismissal of MP having undertaken training during the year;lack of local documents (agreements) between the employer and the MP placed for training. |
detection events and causes of MP dismissal and comparing them with the terms of training;check for presence and acquaintance with regulatory documents covering training-linked relations between the employer and MP. |
| Organizational-teaching |
insufficient efficiency of MP training organization |
underdevelopment of regulatory and methodological support for MP training;incomplete matching between the training content and milestones in the educational organization development strategy;formalistic needs detection in MP training, development and implementation of individual training tracks;inappropriate level of professional competence among the MP training staff;formalism and unfairness in assessing MP training efficiency. |
study and analysis of regulatory and methodological support for MP training;expertise of matching between the training content and milestones in the educational organization development strategy;analysis of diagnostic tools used in entrance, current and final diagnostics of trainees;comparison of entrance diagnostic results and individual training tracks of trainees;analysis of currency of the professional competence among the MP training staff (portfolio, class visitation, survey of trainee satisfaction);analysis of MP training efficiency evaluating system. |
| reduction of motivation for professional and teaching activity |
inefficient system to motivate and stimulate teaching personnel performance;inability for actualization of personal professional and teaching potential;professional burnout. |
analysis of existing system to motivate and stimulate teaching personnel performance;study of organizational conditions, providing actualization of personal professional and teaching potential;survey of teaching staff for self-evaluation methodology, motivational study, detecting evidence of professional destruction |
| Trainee |
reduction of MP motivation to training, resistance to training |
realization of absence of link between the results of training and personal professional advancement;non-current nature of training information for the trainee and low practical significance of the training information for completion of professional tasks;inefficient system for MP motivation for professional development;inability to actualize personal and professional potential of MP;professional burnout. |
analysis for correspondence between the training content, modern educational requirements and needs of MP;analysis of existing system to motivate and stimulate MP performance;study of organizational conditions, providing actualization of personal and professional potential of MP;survey of MP for self-evaluation methodology, motivational study, detecting evidence of professional destruction |
| discrepancy between the entrance level of MP professional competence and the training program content |
insufficient entrance level of MP's professional competence for efficient completion of the training program;insufficient complexity of the training program for a given entrance level of MP professional competence. |
analysis of diagnostic tools used in entrance diagnositcs of MP;comparison of entrance diagnostic results and individual training tracks of MP; |
