3 Topics CFOs HR Risk Managers Should Evaluate Together To Drive Organizational Savings

In today’s business landscape, where every budget line can impact a company’s competitive edge, an integrated approach to organizational savings is not just wise — it’s imperative.

A collaborative strategy involving chief financial officers (CFOs), human resources (HR) professionals and risk managers can uncover unique savings opportunities that single-department efforts might miss. This article dives into three critical areas where this multidisciplinary team should focus its energies to drive organizational change.

Employee Training Programs

Investing Wisely for Long-Term Payoffs

A comprehensive employee training program is foundational to both individual and organizational success. For CFOs, the emphasis is on return on investment (ROI) — in this case, how the skills acquired during training translate into financial benefits for the company. However, employee training programs do not just enhance skill sets; they are crucial in mitigating organizational risks by providing training on critical topics such as safety, cybersecurity, diversity, equity and inclusion, workplace harassment prevention, and role-specific upskilling. After all, well-trained employees are less likely to engage in practices that could lead to accidents or legal entanglements, making the workplace safer and more secure for everyone involved.

By tracking employee training achievements with a learning management system (LMS), organizations can ensure they comply with mandatory training requirements and identify gaps in knowledge that could be addressed in subsequent training sessions.

Workers Compensation

Aligning Strategy to Reduce Claims and Improve Care

Workers’ compensation is a significant cost center, especially considering that medical costs in the workers’ compensation segment have surpassed the 10-year average. With rising costs, collaboration is even more imperative. By jointly revisiting how safety education is delivered, the way injuries are handled and the methods of managing claims, companies can make meaningful progress.

Risk managers have a significant role to play in this improvement. They’re finding it beneficial to team up with HR and take advantage of a robust HR Information System (HRIS) that tracks incident reports. This partnership makes it simpler and quicker for an organization to compile necessary reports for the Occupational Safety and Health Administration (OSHA), specifically OSHA 300 and 300A logs. Additionally, using HRIS can streamline the process for managing Family and Medical Leave Act (FMLA) claims and planning programs to help employees resume work promptly after incidents. CFOs also contribute to this collaborative effort by taking full advantage of how the HRIS and payroll system log the details workers’ compensation insurers need.

With real-time information more readily available, businesses are switching to ‘pay-as-you-go’ plans that compute workers’ comp insurance costs based on the most recent payroll data, ensuring premiums are more accurate and reducing the risk of unexpected expenses or audits when the policy period concludes.

Employee Retention Efforts

Maximizing Investments in Human Capital

Employee retention can be increased by addressing financial, developmental and safety concerns. Employers can create comprehensive benefits packages with unique offerings such as mental health support, financial wellness programs and flexible work arrangements catering to a wide range of employee needs. They can also work together to develop incentive programs that recognize employee contributions and achievements. These programs, grounded in data-driven insights from HRIS systems, enable personalized rewards that resonate with the diverse workforce. Furthermore, CFOs can allocate resources toward training and professional development, ensuring employees see a future within the company and feel invested in their personal growth.

Risk managers and HR should work together to analyze employee turnover and engagement data to help identify trends and develop targeted retention strategies that address specific issues within the organization. This unified approach ensures employees feel valued, safe and supported, leading to higher satisfaction and loyalty.

The path to cost savings and operational efficiency is multi-faceted, requiring various lenses to pinpoint and implement strategic measures. When CFOs, HR professionals and risk managers join forces, they tackle issues holistically. By evaluating training programs, workers’ compensation and retention efforts as interrelated components, these executives can unlock savings and secure strong workforce performance, which is vital for the long-term success and resilience of the organization.

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