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staff, destroys financial soundness and reputation of an organisation.

Non- Communication Risk:
Some organizations, mainly in developing countries, adopt non-transparent and no communication policy either to protect management's unscrupulous activities or to benefit a favoured few. In the short-run such feudalistic manpower policy appears to be not having any adverse effects. However, in the long-run, it unbundles its disastrous consequences like attrition of skilled manpower, adversely affecting production, either qualitatively or quantitatively or both, building frustration and dejection among employees etc. Eventually, this will result in damaging the brand image of the organization leading to disastrous consequences.

Currency Risk:
If the native currency is comparatively weaker in terms of stronger currencies like Dollar, Sterling, etc., migration for employment to other countries becomes an encouraging factor. The earnings through employment in stronger currency countries like US, Canada, UK, Europe etc., on conversion to weaker local currencies of developing countries increases their wealth manifold. Such a phenomenon of migration for employment occurs mainly in developing countries where their local currencies are weak.

Operational Risk:
Identifying and managing operational risk is something more than simple common sense. Inefficient and incompetent employees, insufficient internal controls, failure of information technology etc., can be the areas of operational risk which can affect an organization adversely.

Regulatory and Legal Risks:
Labour-force laws enforceable in a court of law or such type of regulatory bodies like labour tribunals may change the governing rules, regulations and laws. Safety measures to be adapted, changing law enforcing jurisdiction, penalty structure and enforceable procedures may undergo a change without any warning. Any loosely worded contract between employer and employee or a contract of one sided penalty or benefit is a potential legal risk in HR management.

Infrastructure Risk:
Basic amenities like communication tools (intercoms, intranet etc.), functional enablers (electricity supply, transport, good wash rooms, canteen facilities etc.), ventilation, office lay-out, not only facilitate smooth functioning, but also work as a weighing factor in retention of manpower. Seemingly, though this is not a functional area of HR management, but an establishment and administration management issue, this function is an aiding factor for better human resource management. Therefore, the HR manager has to take into confidence the administration manager regarding the infrastructure facilities and offer suggestive measures on these issues. This will help in reducing manpower retention risk arising on account of infrastructure problems.

10.Technology Risk:技术风险

Technology is ever changing. With the passage of time, the change in technology is occurring with greater frequency during the last few decades. From human resources point of view, it needs to be noted that rapid technology change may result in the risk of having obsolete, inadequate and insufficiently trained manpower.

If the native currency is comparatively weaker in terms of stronger currencies like Dollar, Sterling, etc., migration for employment to other countries becomes an encouraging fa