What is involved in HR Compliance
Find out what the related areas are that HR Compliance connects with, associates with, correlates with or affects, and which require thought, deliberation, analysis, review and discussion. This unique checklist stands out in a sense that it is not per-se designed to give answers, but to engage the reader and lay out a HR Compliance thinking-frame.
How far is your company on its HR Compliance journey?
Take this short survey to gauge your organization’s progress toward HR Compliance leadership. Learn your strongest and weakest areas, and what you can do now to create a strategy that delivers results.
To address the criteria in this checklist for your organization, extensive selected resources are provided for sources of further research and information.
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Below you will find a quick checklist designed to help you think about which HR Compliance related domains to cover and 186 essential critical questions to check off in that domain.
The following domains are covered:
HR Compliance, Governance, risk management, and compliance, Chief compliance officer, Chief governance officer, Climate governance, Clinical governance, Collaborative governance, Conformity assessment, Corporate governance, Cultural governance, Data governance, Earth system governance, Ecclesiastical polity, Enterprise risk management, Environmental, social and corporate governance, Environmental governance, Global governance, Good governance, Governance in higher education, ISO 19600, Information Technology, Information governance, Information system, Local governance, Market governance mechanism, Multistakeholder governance model, Network governance, Ocean governance, Open-source governance, Political party governance, Private governance, Project governance, Records management, Regulatory compliance, Risk appetite, Risk management, SOA governance, Security sector governance and reform, Soil governance, Sustainable Governance Indicators, Technology governance, Transnational governance, Website governance, World Governance Index:
HR Compliance Critical Criteria:
Investigate HR Compliance tactics and raise human resource and employment practices for HR Compliance.
– Think about the people you identified for your HR Compliance project and the project responsibilities you would assign to them. what kind of training do you think they would need to perform these responsibilities effectively?
– Do those selected for the HR Compliance team have a good general understanding of what HR Compliance is all about?
– How do we go about Comparing HR Compliance approaches/solutions?
Governance, risk management, and compliance Critical Criteria:
Read up on Governance, risk management, and compliance adoptions and know what your objective is.
– In the case of a HR Compliance project, the criteria for the audit derive from implementation objectives. an audit of a HR Compliance project involves assessing whether the recommendations outlined for implementation have been met. in other words, can we track that any HR Compliance project is implemented as planned, and is it working?
– What are our needs in relation to HR Compliance skills, labor, equipment, and markets?
– How do we measure improved HR Compliance service perception, and satisfaction?
Chief compliance officer Critical Criteria:
Demonstrate Chief compliance officer goals and prioritize challenges of Chief compliance officer.
– How likely is the current HR Compliance plan to come in on schedule or on budget?
– Have all basic functions of HR Compliance been defined?
– Is HR Compliance Required?
Chief governance officer Critical Criteria:
Review Chief governance officer goals and assess and formulate effective operational and Chief governance officer strategies.
– For your HR Compliance project, identify and describe the business environment. is there more than one layer to the business environment?
– What about HR Compliance Analysis of results?
Climate governance Critical Criteria:
Learn from Climate governance leadership and assess and formulate effective operational and Climate governance strategies.
– Where do ideas that reach policy makers and planners as proposals for HR Compliance strengthening and reform actually originate?
– What are the top 3 things at the forefront of our HR Compliance agendas for the next 3 years?
– Have the types of risks that may impact HR Compliance been identified and analyzed?
Clinical governance Critical Criteria:
Model after Clinical governance goals and oversee Clinical governance management by competencies.
– How do senior leaders actions reflect a commitment to the organizations HR Compliance values?
– What new services of functionality will be implemented next with HR Compliance ?
– How can we improve HR Compliance?
Collaborative governance Critical Criteria:
Jump start Collaborative governance management and customize techniques for implementing Collaborative governance controls.
– Can we add value to the current HR Compliance decision-making process (largely qualitative) by incorporating uncertainty modeling (more quantitative)?
– What are the disruptive HR Compliance technologies that enable our organization to radically change our business processes?
– How to deal with HR Compliance Changes?
Conformity assessment Critical Criteria:
Check Conformity assessment quality and do something to it.
– Do we cover the five essential competencies-Communication, Collaboration,Innovation, Adaptability, and Leadership that improve an organizations ability to leverage the new HR Compliance in a volatile global economy?
– What role(s) do or should national/international standards and organizations that develop national/international standards play in critical infrastructure Cybersecurity conformity assessment?
– Are accountability and ownership for HR Compliance clearly defined?
– How much does HR Compliance help?
Corporate governance Critical Criteria:
Debate over Corporate governance failures and assess and formulate effective operational and Corporate governance strategies.
– Which customers cant participate in our HR Compliance domain because they lack skills, wealth, or convenient access to existing solutions?
– What knowledge, skills and characteristics mark a good HR Compliance project manager?
– Do we all define HR Compliance in the same way?
Cultural governance Critical Criteria:
Familiarize yourself with Cultural governance decisions and attract Cultural governance skills.
– What are your results for key measures or indicators of the accomplishment of your HR Compliance strategy and action plans, including building and strengthening core competencies?
– Does HR Compliance create potential expectations in other areas that need to be recognized and considered?
– How do we go about Securing HR Compliance?
Data governance Critical Criteria:
Analyze Data governance tasks and suggest using storytelling to create more compelling Data governance projects.
– Does the organization regularly review and revise its data content management policies to assure that only those data necessary for meeting the needs described above are collected and/or maintained?
– do not forget to look at the data itself. how can you affect the amount of, quality of, or protection of data and metadata?
– Is the requested data for a project that supports the goals and mission of our organization and benefits our clients?
– How do we make it meaningful in connecting HR Compliance with what users do day-to-day?
– Are there opportunities to use the field/table to measure performance?
– How can we leverage technology advances from other data systems?
– How do you know if decisions have reached the necessary people?
– Does a User interface survey show which search ui is better ?
– Will the data have a high degree of quality if collected?
– How many years can bad data design affect a system?
– What will your data governance program focus on?
– Do programmers have quiet working conditions?
– Should clients be given control of the data?
– Why use the dgi data governance framework?
– How representative is twitter data?
– What is hierarchical master data?
– What do other people ask about?
– Do you use source control?
– How do we deal with risk?
– Who is responsible ?
Earth system governance Critical Criteria:
Interpolate Earth system governance leadership and don’t overlook the obvious.
– What are the key elements of your HR Compliance performance improvement system, including your evaluation, organizational learning, and innovation processes?
– How do we keep improving HR Compliance?
Ecclesiastical polity Critical Criteria:
Think carefully about Ecclesiastical polity planning and define Ecclesiastical polity competency-based leadership.
– Does HR Compliance systematically track and analyze outcomes for accountability and quality improvement?
– What tools and technologies are needed for a custom HR Compliance project?
Enterprise risk management Critical Criteria:
Investigate Enterprise risk management issues and integrate design thinking in Enterprise risk management innovation.
– Has management conducted a comprehensive evaluation of the entirety of enterprise Risk Management at least once every three years or sooner if a major strategy or management change occurs, a program is added or deleted, changes in economic or political conditions exist, or changes in operations or methods of processing information have occurred?
– Does the information infrastructure convert raw data into more meaningful, relevant information to create knowledgeable and wise decisions that assists personnel in carrying out their enterprise Risk Management and other responsibilities?
– Has management considered from external parties (e.g., customers, vendors and others doing business with the entity, external auditors, and regulators) important information on the functioning of an entitys enterprise Risk Management?
– Record-keeping requirements flow from the records needed as inputs, outputs, controls and for transformation of a HR Compliance process. ask yourself: are the records needed as inputs to the HR Compliance process available?
– Are findings of enterprise Risk Management deficiencies reported to the individual responsible for the function or activity involved, as well as to at least one level of management above that person?
– Do regular face-to-face meetings occur with risk champions or other employees from a range of functions and entity units with responsibility for aspects of enterprise Risk Management?
– Is a technical solution for data loss prevention -i.e., systems designed to automatically monitor for data leakage -considered essential to enterprise risk management?
– Has management taken appropriate corrective actions related to reports from external sources for their implications for enterprise Risk Management?
– What management system can we use to leverage the HR Compliance experience, ideas, and concerns of the people closest to the work to be done?
– Has management taken an occasional fresh look at focusing directly on enterprise Risk Management effectiveness?
– To what extent is Cybersecurity risk incorporated into organizations overarching enterprise risk management?
– To what extent is Cybersecurity risk incorporated into organizations overarching enterprise Risk Management?
– To what extent is Cybersecurity Risk Management integrated into enterprise risk management?
– Do policy and procedure manuals address managements enterprise Risk Management philosophy?
– How is the enterprise Risk Management model used to assess and respond to risk?
– When you need advice about enterprise Risk Management, whom do you call?
– Have you identified your HR Compliance key performance indicators?
– What is our enterprise Risk Management strategy?
Environmental, social and corporate governance Critical Criteria:
Reorganize Environmental, social and corporate governance tasks and learn.
– Think about the functions involved in your HR Compliance project. what processes flow from these functions?
Environmental governance Critical Criteria:
Model after Environmental governance results and probe Environmental governance strategic alliances.
– Does HR Compliance appropriately measure and monitor risk?
Global governance Critical Criteria:
Shape Global governance planning and maintain Global governance for success.
– What are the success criteria that will indicate that HR Compliance objectives have been met and the benefits delivered?
– What is our HR Compliance Strategy?
Good governance Critical Criteria:
Be responsible for Good governance planning and report on setting up Good governance without losing ground.
– How will we insure seamless interoperability of HR Compliance moving forward?
– Who sets the HR Compliance standards?
Governance in higher education Critical Criteria:
Consider Governance in higher education adoptions and report on developing an effective Governance in higher education strategy.
ISO 19600 Critical Criteria:
Probe ISO 19600 governance and balance specific methods for improving ISO 19600 results.
– Are there HR Compliance Models?
– How to Secure HR Compliance?
Information Technology Critical Criteria:
Analyze Information Technology leadership and know what your objective is.
– Does your company have defined information technology risk performance metrics that are monitored and reported to management on a regular basis?
– Do the response plans address damage assessment, site restoration, payroll, Human Resources, information technology, and administrative support?
– If a survey was done with asking organizations; Is there a line between your information technology department and your information security department?
– How does new information technology come to be applied and diffused among firms?
– The difference between data/information and information technology (it)?
– When do you ask for help from Information Technology (IT)?
– What are internal and external HR Compliance relations?
Information governance Critical Criteria:
Co-operate on Information governance adoptions and inform on and uncover unspoken needs and breakthrough Information governance results.
– Are there any easy-to-implement alternatives to HR Compliance? Sometimes other solutions are available that do not require the cost implications of a full-blown project?
– How does your organization assess staff training needs and ensure job/role specific information governance training is provided to all staff?
– How is the chief executive or equivalent management board consulted and/or informed of information governance issues?
– What governance arrangements do you have in place to support the current and evolving information governance agenda?
– What is the organizations most effective method of training for information governance knowledge and skills?
– What is the organizations preferred method of training for information governance knowledge and skills?
– In relation to information governance, what are the key challenges or changes facing your organization?
– How do we Identify specific HR Compliance investment and emerging trends?
– How do we manage HR Compliance Knowledge Management (KM)?
Information system Critical Criteria:
Test Information system leadership and sort Information system activities.
– Have we developed a continuous monitoring strategy for the information systems (including monitoring of security control effectiveness for system-specific, hybrid, and common controls) that reflects the organizational Risk Management strategy and organizational commitment to protecting critical missions and business functions?
– On what terms should a manager of information systems evolution and maintenance provide service and support to the customers of information systems evolution and maintenance?
– Has your organization conducted a cyber risk or vulnerability assessment of its information systems, control systems, and other networked systems?
– Are information security events and weaknesses associated with information systems communicated in a manner to allow timely corrective action to be taken?
– What other organizational variables, such as reward systems or communication systems, affect the performance of this HR Compliance process?
– Are information systems and the services of information systems things of value that have suppliers and customers?
– What does the customer get from the information systems performance, and on what does that depend, and when?
– What are the principal business applications (i.e. information systems available from staff PC desktops)?
– What are information systems, and who are the stakeholders in the information systems game?
– How secure -well protected against potential risks is the information system ?
– What are your most important goals for the strategic HR Compliance objectives?
– Are assumptions made in HR Compliance stated explicitly?
– What does integrity ensure in an information system?
– Is authorized user access to information systems ensured?
– How are our information systems developed ?
– Is security an integral part of information systems?
Local governance Critical Criteria:
Study Local governance governance and devote time assessing Local governance and its risk.
– Who is responsible for ensuring appropriate resources (time, people and money) are allocated to HR Compliance?
– Is there a HR Compliance Communication plan covering who needs to get what information when?
– What are the usability implications of HR Compliance actions?
Market governance mechanism Critical Criteria:
Conceptualize Market governance mechanism issues and overcome Market governance mechanism skills and management ineffectiveness.
– What is the source of the strategies for HR Compliance strengthening and reform?
– Why should we adopt a HR Compliance framework?
Multistakeholder governance model Critical Criteria:
Deduce Multistakeholder governance model quality and ask questions.
Network governance Critical Criteria:
Explore Network governance decisions and give examples utilizing a core of simple Network governance skills.
– Think about the kind of project structure that would be appropriate for your HR Compliance project. should it be formal and complex, or can it be less formal and relatively simple?
– What will be the consequences to the business (financial, reputation etc) if HR Compliance does not go ahead or fails to deliver the objectives?
Ocean governance Critical Criteria:
Look at Ocean governance quality and figure out ways to motivate other Ocean governance users.
– Are there HR Compliance problems defined?
Open-source governance Critical Criteria:
Gauge Open-source governance adoptions and raise human resource and employment practices for Open-source governance.
– How will you know that the HR Compliance project has been successful?
Political party governance Critical Criteria:
Deliberate Political party governance visions and find out.
– Think of your HR Compliance project. what are the main functions?
– Do HR Compliance rules make a reasonable demand on a users capabilities?
Private governance Critical Criteria:
Map Private governance outcomes and correct Private governance management by competencies.
– At what point will vulnerability assessments be performed once HR Compliance is put into production (e.g., ongoing Risk Management after implementation)?
– What are the short and long-term HR Compliance goals?
Project governance Critical Criteria:
Value Project governance results and interpret which customers can’t participate in Project governance because they lack skills.
– What tools do you use once you have decided on a HR Compliance strategy and more importantly how do you choose?
– Who will provide the final approval of HR Compliance deliverables?
Records management Critical Criteria:
Inquire about Records management goals and improve Records management service perception.
– Have records center personnel received training on the records management aspects of the Quality Assurance program?
– What are the record-keeping requirements of HR Compliance activities?
– What are the Essentials of Internal HR Compliance Management?
Regulatory compliance Critical Criteria:
Illustrate Regulatory compliance adoptions and give examples utilizing a core of simple Regulatory compliance skills.
– Does HR Compliance include applications and information with regulatory compliance significance (or other contractual conditions that must be formally complied with) in a new or unique manner for which no approved security requirements, templates or design models exist?
– How do you incorporate cycle time, productivity, cost control, and other efficiency and effectiveness factors into these HR Compliance processes?
– In the case of public clouds, will the hosting service provider meet their regulatory compliance requirements?
– Regulatory compliance: Is the cloud vendor willing to undergo external audits and/or security certifications?
– Is HR Compliance dependent on the successful delivery of a current project?
– What is Regulatory Compliance ?
Risk appetite Critical Criteria:
Dissect Risk appetite results and mentor Risk appetite customer orientation.
– How do we revise the risk appetite statement so that we can link it to risk culture, roll it out effectively to the business units and bring it to life for them. How do we make it meaningful in connecting it with what they do day-to-day?
– Is there a clearly defined IT risk appetite that has been successfully implemented?
– Who is the main stakeholder, with ultimate responsibility for driving HR Compliance forward?
– Risk appetite: at what point does the risk become unacceptable?
– Do we have past HR Compliance Successes?
Risk management Critical Criteria:
See the value of Risk management governance and perfect Risk management conflict management.
– Will our actions, process, program or procedure result in the loss of revenue, workforce downtime, litigation, or increased resource expenditure?
– What information is generated by, consumed by, processed on, stored in, and retrieved by the Risk assessed systems?
– Does our organization do deliberate or unintentional sabotage is the staff being asked to over-perform?
– Does our company communicate to employees the process for reporting and containing compromise?
– What is the effect on the organizations mission if the system or information is not reliable?
– Will sustainability be a key differentiator for companies as global competition intensifies?
– How do we define and assess risk generally and Cybersecurity risk specifically?
– Do you keep key information backed up, maintained, and tested periodically?
– How can Risk Management be tied procedurally to process elements?
– Is Key staff identified, what happens if they leave?
– What is the likelihood of risk events happening?
– Is the Cybersecurity policy reviewed or audited?
– What scope do you want your strategy to cover?
– What is the mission of the user organization?
– Do we develop a Cyber Security Center?
– Who are valid users?
SOA governance Critical Criteria:
Mix SOA governance governance and improve SOA governance service perception.
– what is the best design framework for HR Compliance organization now that, in a post industrial-age if the top-down, command and control model is no longer relevant?
– How do your measurements capture actionable HR Compliance information for use in exceeding your customers expectations and securing your customers engagement?
– Among the HR Compliance product and service cost to be estimated, which is considered hardest to estimate?
Security sector governance and reform Critical Criteria:
Ventilate your thoughts about Security sector governance and reform failures and proactively manage Security sector governance and reform risks.
– What is our formula for success in HR Compliance ?
Soil governance Critical Criteria:
Adapt Soil governance tactics and don’t overlook the obvious.
Sustainable Governance Indicators Critical Criteria:
Gauge Sustainable Governance Indicators issues and grade techniques for implementing Sustainable Governance Indicators controls.
– How do we ensure that implementations of HR Compliance products are done in a way that ensures safety?
Technology governance Critical Criteria:
Co-operate on Technology governance tactics and oversee Technology governance requirements.
– Will HR Compliance have an impact on current business continuity, disaster recovery processes and/or infrastructure?
– What are specific HR Compliance Rules to follow?
Transnational governance Critical Criteria:
Confer re Transnational governance adoptions and spearhead techniques for implementing Transnational governance.
– Why is HR Compliance important for you now?
Website governance Critical Criteria:
Guard Website governance governance and transcribe Website governance as tomorrows backbone for success.
– How can you negotiate HR Compliance successfully with a stubborn boss, an irate client, or a deceitful coworker?
– Will HR Compliance deliverables need to be tested and, if so, by whom?
World Governance Index Critical Criteria:
Have a meeting on World Governance Index outcomes and observe effective World Governance Index.
– When a HR Compliance manager recognizes a problem, what options are available?
This quick readiness checklist is a selected resource to help you move forward. Learn more about how to achieve comprehensive insights with the HR Compliance Self Assessment:
Author: Gerard Blokdijk
CEO at The Art of Service | theartofservice.com
Gerard is the CEO at The Art of Service. He has been providing information technology insights, talks, tools and products to organizations in a wide range of industries for over 25 years. Gerard is a widely recognized and respected information expert. Gerard founded The Art of Service consulting business in 2000. Gerard has authored numerous published books to date.
To address the criteria in this checklist, these selected resources are provided for sources of further research and information:
HR Compliance External links:
The Importance of HR Compliance
The Ultimate HR Compliance Guide – ActiveDEMAND
Governance, risk management, and compliance External links:
Governance, Risk Management, and Compliance | HotDocs
Career Path – Governance, Risk Management, and Compliance Main
Chief compliance officer External links:
Chief Compliance Officer salary in USA – Neuvoo
Chief Compliance Officer – Home | Facebook
ANZ appoints Michael Liarakos Chief Compliance Officer
Chief governance officer External links:
Chief Governance Officer at Small Business BC – Capital EDC
Chief Governance Officer, OSGE | Devex
A Chief Governance Officer Could Give You an Advantage
Clinical governance External links:
Austin Health: Clinical Governance
Clinical Governance Committee – CPA Group
NSLHD Manager Clinical Governance – Mercury
Collaborative governance External links:
Open Research: Participatory and collaborative governance
Collaborative Governance – Home | Facebook
COLLABORATIVE GOVERNANCE AND ACCOUNTABILITY
Conformity assessment External links:
Designation of Australian conformity assessment bodies for
Conformity Assessment | E-x Solutions
APECTEL Conformity Assessment Bodies | ACMA
Corporate governance External links:
Achieving Good Corporate Governance – Safetrac
Corporate Governance – Syrah Resources
Bendigo and Adelaide Bank – Corporate Governance
Cultural governance External links:
Cultural governance and creative industries in Singapore.
Cultural Governance – Home BioCultural Consulting
Practice Leader, Cultural Governance Relationships Australia
Data governance External links:
Data governance – Cancer Institute NSW
Master Data Cleansing & Standardization and Data Governance
Data Governance Policy – Governance Support – Home
Earth system governance External links:
Earth System Governance | NCCARF
Earth System Governance – Science and Implementation Plan
PROGRAMME – 2014 Norwich Conference on Earth System Governance
Enterprise risk management External links:
Contact Us | Enterprise Risk Management Security
ERMS (Enterprise Risk Management System) : Health and Safety
Guide to Enterprise Risk Management – Office of The President
Environmental, social and corporate governance External links:
Environmental, Social and Corporate Governance (ESG)
Environmental governance External links:
Asia Pacific Network for Environmental Governance
UP Program for Environmental Governance – Home | Facebook
DV415: Global Environmental Governance | Reading lists – LSE
Global governance External links:
LEUVEN CENTRE FOR GLOBAL GOVERNANCE STUDIES
Global Governance – RMIT University
Global Governance and Terrorism – Murdoch Research Repository
Good governance External links:
Good Governance – 3. Board Induction — Vicsport
Good Governance Framework — Vicsport
The Good Governance Awards, 2017
ISO 19600 External links:
ISO Standard on Compliance Management Systems – ISO 19600
ISO 19600:2014(en), Compliance management systems ? Guidelines
The ISO 19600 on Compliance – www.ethic-intelligence.com
Information Technology External links:
Information Technology Courses Online – Open Colleges
Techopedia – Where Information Technology and Business Meet
FITT – Females in Information Technology & Telecommunications
Information governance External links:
Information governance – The University of Western Australia
Information Governance – Gartner IT Glossary
HPE Records Manager for Information Governance
Information system External links:
Tissot – Customer Information System
GAC MIS – Management Information System
IMO | Global Integrated Shipping Information System (GISIS)
Local governance External links:
Retrofitting cities: Local governance in Sydney, Australia
Events – Decentralisation & Local Governance
CUNY Institute for State & Local Governance – Home | Facebook
Market governance mechanism External links:
Market governance mechanism – iSnare Free Encyclopedia
Market governance mechanism – Revolvy
topics.revolvy.com/topic/Market governance mechanism
Multistakeholder governance model External links:
Multistakeholder governance model – revolvy.com
www.revolvy.com/topic/Multistakeholder governance model
Multistakeholder governance model – revolvy.com
www.revolvy.com/main/index.php?s=Multistakeholder governance model
Multistakeholder governance model | TheHill
Network governance External links:
Home – Gateway Network Governance Body
Contact – Gateway Network Governance Body
“Collaboration: prospects and pitfalls of network governance”
Ocean governance External links:
CIT Modules & Programmes – NAUT8011 – Ocean Governance
Enhancing Pacific Ocean Governance | PIPAP
Ocean Governance Law Books: Buy Online from Fishpond.com.au
Private governance External links:
THE PRIVATE GOVERNANCE OF ENTREPRENEURSHIP
Project governance External links:
The Cascading Effect of Poor Project Governance – Systemix
Project Governance – Diversus
Project Governance | Victoria University | Melbourne Australia
Records management External links:
Records Management – Griffith University
Fileman Records Management
Datafile Records Management Solutions
Regulatory compliance External links:
12. Regulatory compliance – tga.gov.au
Regulatory Compliance testing and certification
Chemical Regulatory Compliance – ChemADVISOR, Inc.
Risk appetite External links:
What is your compliance risk appetite? – Trojan Corporate
Risk Appetite – Why is this important? – Actuaries
Risk Appetite Matrix – Axis Underwriting
Risk management External links:
Risk Management Consulting Company | Greencap
Energy Edge | Risk Management | Energy Market Analysis
Risk Management Institution of Australasia | RMIA
SOA governance External links:
SOA Governance | PACKT Books
SOA governance technologies – Gartner IT Glossary
Security sector governance and reform External links:
INTRODUCTORY COURSE ON SECURITY SECTOR GOVERNANCE AND REFORM
Security Sector Governance and Reform – ETH Z
Security Sector Governance and Reform – GSDRC
Sustainable Governance Indicators External links:
SGI – Sustainable Governance Indicators: News
SGI – Sustainable Governance Indicators: Studies
Technology governance External links:
QUT – MOPP – F/1.7 Information Technology Governance Committee
Transnational governance External links:
Transnational Governance | Governance | Jurisprudence
School of Transnational Governance
Website governance External links:
Search for Website governance | Victorian Government
A four step guide to website governance | Squiz Blog
Website Governance Document | Demand Metric
World Governance Index External links:
WGI World Governance Index