Trust, Governance and People Risk

Playbook: Trust, Governance & People Risk

  • Logic Type: Rule & Escalation Logic
  • Goal: Legal, ethical, responsible people operations
  • Start: Policies, norms, accountabilities, controls
  • End: Lived governance & demonstrable compliance

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Core Subprocesses: 1) Policy & Control Framework · 2) Compliance Operations · 3) People Risk Monitoring · 4) Escalation & Enforcement · 5) Audit & Improvement

Subprocess 3 · People Risk Monitoring

Purpose

Continuously detect people-related risks (legal, conduct, wellbeing, data) and act before damage occurs.

Guardrails

  • Proportionality; minimize surveillance.
  • Transparency & due process.
Play A Human-led Controls & Spot Checks (Human-led · Perceptive)

Flow

  1. Control calendar.
  2. Sampling & interviews.
  3. Issue log & fixes.

KPIs

  • Issue closure < 30 Tage
  • Repeat issues −50%
Play B Signal Hub with HITL (Human-augmented · Perceptive + Predictive)

Flow

  1. Intake: hotline, cases, audit trends.
  2. AI flags patterns; human triage.
  3. Risk owners & actions.

KPIs

  • Detection lead time −40%
  • False alarms < 20%
Play C Automated Threshold Alerts (Algorithmic-autonomous · Agentic)

Flow

  1. Thresholds per risk type.
  2. Auto alerts & routing.
  3. Escalation ladders; audit trail.

KPIs

  • Time-to-escalate < 24h
  • Containment rate ≥ 80%
8) Strategic People Leadership & Culture — Page HTML html Code kopieren

Playbook: Strategic People Leadership & Culture

  • Logic Type: Orchestration Logic
  • Goal: Align leadership, culture & people strategy with business strategy
  • Start: Business strategy (goals, position, ambition, purpose)
  • End: Measurable cultural & leadership impact on results

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Core Subprocesses: 1) People & Culture Priorities · 2) Leadership Architecture · 3) Culture Programs & Rituals · 4) Communication & Mobilization · 5) Measurement & Adaptation

Subprocess 2 · Leadership Architecture

Purpose

Define how leadership creates value: principles, expectations, systems, and accountability.

Guardrails

  • Business-anchored, not „virtue wallpaper“.
  • Single source of truth across HR systems.
Play A Principle→Practice Conversion (Human-led · Generative + Reflective)

Flow

  1. Define 5–7 principles.
  2. Translate into „observable behaviors“.
  3. Embed into hiring, feedback, rewards.

KPIs

  • Behavior adoption ≥ 70%
  • Leadership trust +
Play B Augmented Leadership Feedback Loop (Human-augmented · Perceptive + Predictive)

Flow

  1. Pulse surveys + 360 snippets.
  2. AI detects pattern gaps.
  3. Leaders get targeted practice prompts.

KPIs

  • Practice completion ≥ 60%
  • Team climate ↑ in 2 cycles
Play C Systemic Embedding & Guardrails (Algorithmic-autonomous · Agentic)

Flow

  1. Rules into HRIS/workflows.
  2. Auto prompts in moments-that-matter.
  3. Dashboards & escalation for misses.

KPIs

  • Policy adherence ≥ 95%
  • Missed rituals −70%