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Using human resources to make compliance more effective

The Red Flag Group has long advocated for the greater role of Human Resources (HR) in a compliance programme. Indeed, one sign of a mature compliance and ethics programme is the extent to which a company’s HR department is involved in implementing a solution. While many practitioners do not initially consider HR as a key component of a compliance solution, it can be one of the linchpins in spreading a company’s commitment to compliance throughout the employee base. HR can also be used to connect the dots in many divergent elements of a compliance and ethics programme.

Even more important is the total integration of compliance into the fabric of the business. One of the key elements of an effective compliance programme is how each corporate discipline incorporates compliance into its everyday job functions. An active and functioning compliance programme should be present in each department in an organisation.

From interviews to onboarding, through to evaluations and performance appraisals, and even during the separation process, HR leads many of the employee touchpoints. Each one of these touchpoints can be used to teach and reinforce the message of doing business ethically and in compliance with laws such as the US Foreign Corrupt Practices Act (FCPA), the UK Bribery Act, or any similar legislation.

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Whitepaper: Managing the Compliance Burden
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