Which type of risk is NOT managed through strategic human resource management?

Strategic human resource management primarily focuses on aligning an organization's workforce with its strategic goals, ensuring that human capital contributes effectively to business success. Each type of risk plays a distinct role in organizational strategy.

Technology risk typically involves the potential for loss due to inadequacies or failures in technology systems. While HR can have a role in managing training and skillsets related to technology, technology risk management largely falls under the domain of IT and operations rather than HR.

In contrast, financial risk deals with the potential for financial loss and is intertwined with budgeting and financial planning, which HR can influence through workforce cost management and compensation strategies. Compliance risk pertains to the adherence to laws and regulations, an area where HR plays a crucial role in ensuring that policies align with legal requirements. Operational risk involves the risks arising from internal processes, people, and systems, where the management of human capital is paramount to minimizing disruptions.

Thus, the management of technology risk is less directly linked to strategic human resource management, making it the correct choice in this context.