HR Audit Mastery: Key Strategies for Effective HR Management in 2024
Stay Ahead: Innovative Auditing for Tomorrow’s HR Challenges!
Instructor :
Ronald Adler
Webinar ID:
14931
Date: 4 March 24, MON
Start Time: 10 am PT
Duration: 90 Mins.
What you will learn
- Exploring Current Trends in HR Auditing
- Senior Management’s Goals and Challenges in HR Auditing
- Understanding the Critical Components of an HR Audit
- Examining Economic, Political, Regulatory, and …
- Exploring Current Trends in HR Auditing
- Senior Management’s Goals and Challenges in HR Auditing
- Understanding the Critical Components of an HR Audit
- Examining Economic, Political, Regulatory, and Social Influences on HR Audits
- Reviewing the Use of HR Auditing Tools
- Developing the HR Audit Scorecard: A Comprehensive Approach
- Evaluating HR Audit Effectiveness: Four Key Questions
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
- Identifying issues that impact organizational success
- Highlighting critical issues that create liabilities
- 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
- Enhancing the value for your CEO’s and your Board’s use of human capital
- Identifying key risk indicators
🚀 Join Now! Be part of shaping your organization’s future with effective HR Auditing strategies.
- 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
- Identifying issues that impact organizational success
- Highlighting critical issues that create liabilities
- 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
- Enhancing the value for your CEO’s and your Board’s use of human capital
- Identifying key risk indicators
🚀 Join Now! Be part of shaping your organization’s future with effective HR Auditing strategies.
Why you should attend
🌍 The Threats and Risks from Human Resource Management are Escalating!
No longer just about fines, penalties, and non-compliance awards, human resource management now profoundly impacts crucial business metrics, including your organization’s valuation and credit rating.
Moreover, inadequate human resource management can drastically limit managerial freedom and severely harm your organization’s reputation and employment brand.
🔍 As a consequence, HR audits have evolved from an occasional review to a vital component of risk management and compliance processes.
📈 Numerous External Forces and Factors Influence HR Audits:
- Global Economy Impact: In today’s global market, human capital is the primary determinant of competitiveness, productivity, sustainability, and profitability for many organizations. It’s increasingly seen as a source of innovation and a key driver of business success.
- Confluence of Economic, Political, and Social Factors: This includes corporate scandals, inadequate risk assessments, and rising shareholder initiatives, leading to more stringent statutory and regulatory requirements, demands for greater transparency, and increased audit activities.
- Governmental Agency Activity: Agencies like the EEOC, OFCCP, U.S. DOL, and ICE have become more proactive and recommend self-assessments and audits as a “best practice.”
🎯 In this context, identifying and managing human capital-related risks is crucial for an organization’s success.
💼 Consequently, an organization’s proficiency in auditing and managing these risks is increasingly critical to achieving success.
📌 Enroll Now and Stay Ahead in Managing HR Risks and Opportunities!
🌍 The Threats and Risks from Human Resource Management are Escalating!
No longer just about fines, penalties, and non-compliance awards, human resource management now profoundly impacts crucial business metrics, including your organization’s valuation and credit rating.
Moreover, inadequate human resource management can drastically limit managerial freedom and severely harm your organization’s reputation and employment brand.
🔍 As a consequence, HR audits have evolved from an occasional review to a vital component of risk management and compliance processes.
📈 Numerous External Forces and Factors Influence HR Audits:
- Global Economy Impact: In today’s global market, human capital is the primary determinant of competitiveness, productivity, sustainability, and profitability for many organizations. It’s increasingly seen as a source of innovation and a key driver of business success.
- Confluence of Economic, Political, and Social Factors: This includes corporate scandals, inadequate risk assessments, and rising shareholder initiatives, leading to more stringent statutory and regulatory requirements, demands for greater transparency, and increased audit activities.
- Governmental Agency Activity: Agencies like the EEOC, OFCCP, U.S. DOL, and ICE have become more proactive and recommend self-assessments and audits as a “best practice.”
🎯 In this context, identifying and managing human capital-related risks is crucial for an organization’s success.
💼 Consequently, an organization’s proficiency in auditing and managing these risks is increasingly critical to achieving success.
📌 Enroll Now and Stay Ahead in Managing HR Risks and Opportunities!
Course Agenda
- Exploring Current Trends in HR Auditing
- Senior Management’s Objectives and Challenges in HR Auditing
- Key Components of an Effective HR Audit
- Impact of Economic, Political, Regulatory, and Social Factors on HR Audits
- Utilizing HR Auditing Tools: A Comprehensive Review
- Developing an HR Audit Scorecard: Strategies and Insights
- Assessing HR Audit Effectiveness: Four Essential Questions
- Linking HR Audits with Financial Performance Metrics
- Critical Issues in HR Activities
- Identifying Key Risk Indicators in HR Processes
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
- Exploring Current Trends in HR Auditing
- Senior Management’s Objectives and Challenges in HR Auditing
- Key Components of an Effective HR Audit
- Impact of Economic, Political, Regulatory, and Social Factors on HR Audits
- Utilizing HR Auditing Tools: A Comprehensive Review
- Developing an HR Audit Scorecard: Strategies and Insights
- Assessing HR Audit Effectiveness: Four Essential Questions
- Linking HR Audits with Financial Performance Metrics
- Critical Issues in HR Activities
- Identifying Key Risk Indicators in HR Processes
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
Who is this course for
Maximize The Learning Experience in A Group Setting!
- HR Managers and Directors
- Chief Human Resources Officers (CHROs)
- HR Compliance Officers
- HR Business Partners
- Talent Acquisition Managers
- Learning and Development Managers
- Employee Relations Managers
- Organizational Development Specialists
- Risk Management Officers
- Compliance Managers
- HR Analysts
- Senior HR Consultants
- HR Strategy Coordinators
- Workforce Planning Managers
- Diversity and Inclusion Officers
Maximize The Learning Experience in A Group Setting!
- HR Managers and Directors
- Chief Human Resources Officers (CHROs)
- HR Compliance Officers
- HR Business Partners
- Talent Acquisition Managers
- Learning and Development Managers
- Employee Relations Managers
- Organizational Development Specialists
- Risk Management Officers
- Compliance Managers
- HR Analysts
- Senior HR Consultants
- HR Strategy Coordinators
- Workforce Planning Managers
- Diversity and Inclusion 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
