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247compliance is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

Organizations are increasingly experiencing unstable uncertainties within their business. The perplexity of human capital, global alliances, environmental complexities, technological advancements are just a few factors that should be analyzed. This is a key responsibility for businesses to understand their potential risks that threaten their success.

Risk management should be a principal strategy for all companies. Risk management is the process of identifying, assessing, measuring and managing threats to protect an organization’s financial interests and investments. Companies are creating and developing risk management plans to help potentially predict, control and mitigate their risks. Do you know where to start, what steps to take or how to evaluate the external and internal risks of your organization?


  • The Organization and Leadership Assessment
  • Create Contextual Indicators
  • Risk Exposure Components and Identification
  • Risk Analysis Process
  • Mitigation Evaluation System
  • Risk Treatment Implementation Plan

The only constant that organizations can depend on is change. If companies are not aware and prepared for the change

or risk, they are threatening the success and existence of the business. Risk management lessens liabilities, enables successful projects, and launches. Having a strategic risk management plan also can highlight and create a financial benefit for the company as well, in turn, productively saving time.

Having a proactive risk management plan will create a culture that is future-oriented and security-driven. This training will address roles, responsibilities and component strategies of creating a risk management plan.

At the end of this session, the speaker will handle your specific questions and address any challenges you have/had in establishing a strategic risk management plan.


  • The objectives of the risk management plan
  • The framework of managing a risk management plan
  • Conducting a risk assessment audit
  • Executing a risk analysis 
  • Evaluating the factors and components of risk 
  • Measures and metrics to establish
  • Vision statement alignment
  • Mission statement alignment
  • Implementation of continuous business communication and  reinforcement

  • Human Resources
  • Financial Managers
  • Operational Managers
  • Information Security Managers
  • Information Systems Managers
  • External Auditors
  • Internal Auditors

Kendra Q. Dodd is a Human Resources Independent Consultant, Career/Life Coach, Keynote Speaker and Facilitator. She is the founder and owner of Fulfil-2B, LLC. Her clientele includes businesses, education institutions, mid to senior level managers/executives and high potential young adults. Kendra understands the importance of ongoing development in the lives of individuals and businesses, and she is passionate about challenging herself and others to learn continuously. She loves researching new topics and sharing her new knowledge with her clients. Her dynamic enthusiasm for learning is passed along to others in her training and coaching sessions she facilitates. She has over twenty years of experience establishing strong business partnering relationships to achieve successful strategic outcomes and alignment to business challenges. Proven areas of expertise include union avoidance strategies, strong employee relations for union and non-union workgroups, extensive experience in training and development also the design and implementation of policies and procedures aptitude. Kendra obtains expert knowledge and consults in matters of Human Resources Laws; which include EEOC, FSLA, USCIS and ADA regulations/laws. Kendra’s professional background includes human resources management, training, and development, labor and employee relations in manufacturing and non-manufacturing environments. Kendra has served in a variety of human resources, management and supervisory roles with companies across the northwest and along the east coast. Kendra received a Master’s degree in human resources development and a Bachelor of Science degree. Along with her formal education, Kendra is a certified DDI Trainer, certified Senior Professional in Human Resources (SPHR) and Board-Certified Life Coach. She is on a board of directors for a nonprofit organization in the Twin Cities. She also is a past board member with a local chapter of SHRM (Society of Human Resource Management). Kendra has been an adjunct instructor for St. Mary’s University of Minnesota for over five years. It’s the experiences she has encountered that ignites her passion to teach, train, facilitate, coach, and consult others.

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