A real example of how RS Vista uncovered risk of non-compliance in a people & competence management process
A case study showing the audit and assessment of a corporate culture to identify conduct risk and operational risk against a number of business and compliance outcomes. In this case people and competence management . Find out what our customer’s challenges were and what they experienced from using RS Vista.
HPO RS Vista is the perfect tool for helping you audit risk, compliance, performance & corporate culture with confidence. For more information please visit www.hporisksolutions.com, follow us on Linkedin.
Surveys vs HPO RS Vista & how we improve audit, assessment, suvey & inspection methods when reviewing corporate culture, risk and performance management
Survey or RS Vista? On first looking at RS Vista technology it is common for people to ask what the difference is between this method and a survey. They may both appear to be the same, so it is a reasonable question to ask. The reality is far from it; there is a lot more happening in RS Vista, which is providing insights that a survey would not be seeking to achieve.
It is essential to be clear about what the differences are and why they exist. Most are based in core academic principles covering organic and mechanistic systems thinking, qualitative and quantitative research including ethnographic and behavioural sciences. These merged with block chain may look like a glorified survey, but what lays below is the hidden science and a level of intelligence that surveys simply don’t have.
Below is a table that describes several features or elements that make up a survey and RS Vista. From this you will be able to identify the critical differences between the two:
‘You can’t drive a car by looking in the rear-view mirror to survey what has happened, you need to understand where you are going’
Surveys usually look at the ‘outputs’ of a process or systems and ask for views on how these are perceived by those being surveyed. This supplements other backward looking output measurement such as quality control checks, KPIs and so on. Surveys do not attempt to relate the findings to the organisation’s performance drivers or business outcomes to provide the information that Managers really need. Consequently, data is provided rather than intelligence.
HPO RS Visita however can do all this and much more. It operates in a confidential environment with no one being asked to make value judgments or use a visible scoring system which both distort the findings. It is not interested in what people say is happening or have write down only about people experience and the impact this has on business ‘outcomes’. It is forward looking providing emergent risks posed by the reality of the ‘here and now’.