HR Auditing – Important Issues for 2023 – 2024
Understand The Key Trends in HR Auditing and Its Critical Components!
Instructor :
Ronald Adler
Webinar ID:
8720
Date: 6 January 23, FRI
Start Time: 10 am PT
Duration: 1 Hr.
What you will learn
- A Discussion of Current Trends in HR Auditing
- A Discussion of Senior Management’s HR Auditing Goals and Issues
- An Understanding of The Critical Components of An HR Audit
- A Review of The Use of HR Auditing Tools
- A Discussion of Current Trends in HR Auditing
- A Discussion of Senior Management’s HR Auditing Goals and Issues
- An Understanding of The Critical Components of An HR Audit
- A Discussion of Economic, Political, Regulatory, and Social Factors Affecting HR Audits
- A Review of The Use of HR Auditing Tools
- A Discussion of The Development of The HR Audit Scorecard
- 4 Key Questions that Address the Effectiveness of Your Use of HR Audits
Course Description
- Does your organization assess the strategic, operational, and compliance-related impact of human capital decisions on its ability to achieve its business goals and objectives?
- Does your human capital help your organization achieve its management goals?
- Are your employment policies and practices creating material risks and liabilities?
Determining your organization’s responses to these questions has increasingly become a strategic management and planning issue and, as a result, an auditing issue.
This webinar discusses the development and use of HR Audits in answering these questions and in addressing critical risk management and due diligence issues.
Key takeaways:
- Determining the impact human resources have on your organization’s strategies and plans
- Understanding the critical issues that affect human capital results
- Determining what issues impact organizational success
- Determining the critical issues that create labilities
- 4 key questions that address the effectiveness of your use of HR audits
- The interconnection of HR audits and financial metrics
- Important HR activity issues
- Improving the value for your CEO’s and your Board’s use of human capital
- Identifying key risks indicators
Join Now!
- Does your organization assess the strategic, operational, and compliance-related impact of human capital decisions on its ability to achieve its business goals and objectives?
- Does your human capital help your organization achieve its management goals?
- Are your employment policies and practices creating material risks and liabilities?
Determining your organization’s responses to these questions has increasingly become a strategic management and planning issue and, as a result, an auditing issue.
This webinar discusses the development and use of HR Audits in answering these questions and in addressing critical risk management and due diligence issues.
Key takeaways:
- Determining the impact human resources have on your organization’s strategies and plans
- Understanding the critical issues that affect human capital results
- Determining what issues impact organizational success
- Determining the critical issues that create labilities
- 4 key questions that address the effectiveness of your use of HR audits
- The interconnection of HR audits and financial metrics
- Important HR activity issues
- Improving the value for your CEO’s and your Board’s use of human capital
- Identifying key risks indicators
Join Now!
Why you should attend
The threats and risks from human resource management issues are increasing!
No longer measured in only fines, penalties, and awards for non-compliance, human resource management affects critical business metrics, including the organization’s valuation and credit rating.
Further, improper human resource management can significantly reduce managerial prerogatives and seriously damage the organization’s reputation and employment brand.
As a result, HR audits have become essential in identifying problem areas and are increasingly evolving from an ad hoc audit activity to a critical element of an organization’s risk management and compliance processes.
Numerous external forces and factors impact the demand for and scope of HR audits.
- First, in the global economy, human capital has become the single most important determinant of competitiveness, productivity, sustainability, and profitability for many organizations. Increasingly, the organization’s human capital is the source of innovation and a driver of business success.
- Second, a confluence of economic, political, and social factors, including corporate scandals, the failure of organizations to adequately assess risks, and increasing stockholder initiatives, have resulted in increased statutory and regulatory requirements, a call for greater transparency, and increased internal and external audit activity.
- Third, governmental agencies have become more active — some would argue more aggressive — and have committed more resources to conduct assessments of employment policies and practices. Notably, the EEOC, the OFCCP, U.S. DOL, and ICE have advised employers to consider self-assessments and audits a “best practice.”
In this environment, identifying and assessing human capital-related risks have become critical to an organization’s success.
As a result, an organization’s ability to audit and manage these risks plays an increasing role in helping it succeed.
Enroll Now!
The threats and risks from human resource management issues are increasing!
No longer measured in only fines, penalties, and awards for non-compliance, human resource management affects critical business metrics, including the organization’s valuation and credit rating.
Further, improper human resource management can significantly reduce managerial prerogatives and seriously damage the organization’s reputation and employment brand.
As a result, HR audits have become essential in identifying problem areas and are increasingly evolving from an ad hoc audit activity to a critical element of an organization’s risk management and compliance processes.
Numerous external forces and factors impact the demand for and scope of HR audits.
- First, in the global economy, human capital has become the single most important determinant of competitiveness, productivity, sustainability, and profitability for many organizations. Increasingly, the organization’s human capital is the source of innovation and a driver of business success.
- Second, a confluence of economic, political, and social factors, including corporate scandals, the failure of organizations to adequately assess risks, and increasing stockholder initiatives, have resulted in increased statutory and regulatory requirements, a call for greater transparency, and increased internal and external audit activity.
- Third, governmental agencies have become more active — some would argue more aggressive — and have committed more resources to conduct assessments of employment policies and practices. Notably, the EEOC, the OFCCP, U.S. DOL, and ICE have advised employers to consider self-assessments and audits a “best practice.”
In this environment, identifying and assessing human capital-related risks have become critical to an organization’s success.
As a result, an organization’s ability to audit and manage these risks plays an increasing role in helping it succeed.
Enroll Now!
Areas Covered
- A Discussion of Current Trends in HR Auditing
- A Discussion of Senior Management’s HR Auditing Goals and Issues
- An Understanding of The Critical Components of An HR Audit
- A Discussion of Economic, Political, Regulatory, and Social Factors Affecting HR Audits
- A Review of The Use of HR Auditing Tools
- A Discussion of The Development of The HR Audit Scorecard
- 4 Key Questions that Address the Effectiveness of Your Use of HR Audits
- The Interconnection of HR Audits and Financial Metrics
- Important HR Activity Issues
- Identifying Key Risks Indicators
- A Discussion of Current Trends in HR Auditing
- A Discussion of Senior Management’s HR Auditing Goals and Issues
- An Understanding of The Critical Components of An HR Audit
- A Discussion of Economic, Political, Regulatory, and Social Factors Affecting HR Audits
- A Review of The Use of HR Auditing Tools
- A Discussion of The Development of The HR Audit Scorecard
- 4 Key Questions that Address the Effectiveness of Your Use of HR Audits
- The Interconnection of HR Audits and Financial Metrics
- Important HR Activity Issues
- Identifying Key Risks Indicators
Who is this course for
- CEOs
- CFOs
- HR Professionals
- Internal Auditors
- External Auditors
- Middle Management
- Risk Managers
- Compliance Officers
- CEOs
- CFOs
- HR Professionals
- Internal Auditors
- External Auditors
- Middle Management
- Risk Managers
- Compliance Officers
Instructor Profile
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance issues.
Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler has served as an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and taught a course on HR auditing. Additionally, Mr. Adler has served as a certified instructor for the CPCU Society and has conducted courses on employment practices liabilities.
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, and formerly served on the National Employment Committee.
Mr. Adler has additionally served as a consulting expert on workplace issues to SHRM’s legislative staff and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in finance from the University of Maryland and an M.B.A. from Southern Illinois University
