HR Audits: Preparing for 2016

Duration: 60 Minutes
How effective is your organization's human resource management? Is your human capital helping you achieve organizational objectives? Are your employment practices creating material risks and liabilities? This session discusses the development and use of HR Audits in answering these questions and addressing critical risk management and due diligence issues.
HR Audit
Instructor: Ronald Adler
Product ID: 501169
Objectives of the Presentation
  • Discuss current trends in HR Auditing
  • Learn the critical components of an HR audit
  • Discuss economic, political, regulatory, and social factors affecting HR audits
  • Review the use of HR auditing tools
  • Discuss the development of the HR Audit Scorecard
  • Review the metrics used in HR auditing
Why Should you Attend
HR audits are no longer considered by senior management as isolated activities of HR departments. HR audits have become a critical activity of identifying the key human capital factors that affect and contribute to the organization's success. As a result, HR audits are increasingly done of HR, rather than by HR and they attempt to identify the critical issues that affect the organization's ability to achieve its goals. Thus HR audits are designed to identify the factors and issues that rob the organization of resources and funds from misaligned and incorrect policies and procedures.

Numerous external forces and factors have had an impact on the demand for and scope of HR audits. First, in the global economy, human capital has become for many organizations the single most important determinant of competitiveness, productivity, sustainability, and profitability. 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 the financial industry 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 conducting assessments of employment policies and practices. Importantly, the EEOC, the OFCCP, U.S. DOL, and ICE have advised employers that they consider self assessments and audit a "best practice."

Areas Covered
  • The changing value and use of HR auditing
  • Key areas addressed by HR audits
  • The identification of critical issues and risks affecting HR audits
  • The roles of key members of management in the HR audit process
  • A description of key reporting areas of the HR audit process
  • An understanding of what happens next with the HR audit process
  • A discussion of implementing HR auditing findings and recommendations
Who can Benefit
  • HR professionals
  • CFOs
  • Business owners
  • CPAs
  • Risk managers
$300
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Instructor Profile:
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm in Rockville, Md., specializing in HR audits, employment practices risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance issues. Mr. Adler has more than 42 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations. Mr. Adler is a consulting expert on work force, employment practices, and unemployment insurance issues to Bloomberg BNA, HR Magazine, and other publications and newspapers across the country. His research findings have been used by the Federal Reserve Board, the Equal Employment Opportunity Commission (EEOC), the National Conference of State Legislatures, the National Association of Manufacturers, the National Federation of Independent Business, insurers, and international organizations.

Mr. Adler is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation's leading HR auditing and employment practices risk assessment tool, and is a frequent lecturer and author on HR management and workplace issues. As an adjunct professor at Villanova University, Mr. Adler teaches graduate courses on HR auditing. He is also a certified instructor on employment practices and insurance issues for The CPCU Society, has conducted continuing professional education courses for the American Institute of Certified Public Accountants on "Assessing Employment and Personnel Policies," and has conducted continuing professional education courses for SHRM, the Institute of Internal Auditors, and the Institute of Management Consultants.

As a member of the Society for Human Resource Management (SHRM), Mr. Adler has served as a subject matter expert (SME) to SHRM on HR metrics and formerly served on SHRM's Human Capital Measurement/HR Metrics Special Expertise Panel. He has also served as a consulting expert on workplace issues to SHRM's legislative staff, has contributed materials for The SHRM Academy and the SHRM Learning System, and has represented SHRM in meetings with the EEOC.

Mr. Adler has also served as an appointee to the State of Maryland Legislative UI Committee. Additionally, he belongs to the Institute of Internal Auditors, chaired the Maryland Chamber of Commerce's UI Subcommittee and served as a member of the U.S. Chamber of Commerce's Labor Relations Committee.

Mr. Adler holds a bachelor's degree in finance from the University of Maryland and an M.B.A. degree from Southern Illinois University


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