Live Webinar HR Auditing: Critical Issues in 2018

01:00 PM EDT | 10:00 AM PDT | 12:00 PM CDT Duration 90 Minutes

This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org

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The organization is in compliance with employment laws and regulations and that governance requirements are being met

Description

There are numerous external and internal forces and factors that have an impact on organizations.  Increasingly this list includes the strategic, tactical, and legal activities of managing their human capital. Like the management of their financial capital, effective management of organizations’ human capital plays a critical role in determining their success. And like the benefits of financial audits, HR audits provide management with a method of determining whether human capital is effectively used, where human capital is incorrectly – or unlawfully — used, and how to improve human capital return on investment. 

HR audits are designed to help organizations focus their attention on their human resource management practices, policies, procedures, processes, and outcomes by providing them with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues.  As an auditing process, HR audits are designed to help organizations identify potential and actual problem areas, help assess the effectiveness of HR management activities, help assess weaknesses in HR internal control processes, and help assess human capital strategic and compliance related risks.  HR audits then typically provide suggestions for corrective action.

Importantly, HR audits consider human capital related risks and opportunities from an enterprise risk management (ERM) perspective.  That is, HR audits take a holistic approach in assessing human capital risks and attempts to indicate the interrelationships and interactions between HR and other management and organizational issues.

Recognizing that no two employers are alike and that the practices, policies, and processes that may be appropriate and effective for multinational corporations may not be appropriate for small and medium size companies or non-profits, HR audits are typically designed to help organizations develop and tailor their employment practices, policies, procedures, and processes to meet their specific needs.  Thus, HR audits typically provide organizations with the “right” questions to ask about various employment practices issues; then help them determine the optimal answer.  

While an HR audit alone will not guarantee that an organization’s workplace will be selected as a “best place to work” or be free from all legal challenges, it will serve as an important guide through the maze of human resource management best practices and employment and labor laws and regulations. As a result, an HR audit will further enhance the value of your organization’s human capital, enhance your organization’s competitiveness, and reduce your organization’s exposure to employment practices liabilities.

 

WHY SHOULD YOU ATTEND

A number of key issues will affect organizations in 2018. First, in the global economy, human capital has become for many organizations the single most important determinant of competitiveness, productivity, sustainability, and profitability.  Increasingly, an organization’s human capital is the source of innovation and a driver of business success.  
Second, a confluence of economic, political, and social factors will require an interest in statutory and regulatory requirements, a call for greater transparency, and a heightened sensitivity to 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, the NLRB, and ICE have advised employers that they consider self-assessments and audits a “best practice.”
How effectively is your organization managing its human capital?  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.

Areas Covered


This session discusses the development and use of HR Audits in answering such questions and addressing such critical risk management issues as: 

  • How effective is your organization’s human resource management activities?
  • Are your human resources management activities helping you achieve business objectives?
  • Arce your employment policies and practices creating material risks and liabilities?
  • What are your organization’s critical issues that should be audited? 
  • What HR audit tools and processes should be used in auditing your organization?

Who will Benefit

  • HR Professionals
  • Internal and external auditors
  • Compliance officers
  • Risk managers
  • C-suite executives
  • Middle and on-line managers

Industries who can attend

This 90-minute online course is intended for professionals in the all Industry. Although not presently stated in the draft , the same guide could be used by FDA Regulated Industries personnel.


Speaker Profile

Ronald L. Adler

Ronald L. Adler, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force, workplace, and HR management issues for The Wall Street Journal, HRMagazine, and other publications and newspapers across the country. Mr. Adler's research findings have been used by the Federal Reserve Board, the EEOC, the National Conference of State Legislatures, the National Federation of Independent Business (NFIB), insurers, and international organizations.

Mr. Adler is a frequent lecturer and author on HR management, employment practices, and UI issues. Mr. Adler is the author and editor of the Employment-Labor Law Audit (ELLA), the internationally recognized HR auditing and employment practices liability risk assessment process.

Mr. Adler is an adjunct professor at Villanova University where teaches a graduate level course in HR Auditing. Mr. Adler is also a certified instructor for The Chartered Property Casualty Underwriters (CPCU) Society on employment practices liability and HR auditing issues and has conducted continuing education courses for the American Institute of Certified Public Accountants (AICPA) and the Society for Human Resource Management (SHRM) on HR management and HR auditing topics. Additionally Mr. Adler has served as an adjunct instructor at the Baltimore City Community College on workplace diversity and sexual harassment.

Mr. Adler is an appointee to State of Maryland's Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State's UI Funding Task Force, the UI Advisory Committee, and the state's Workforce Training Initiative. Mr. Adler has served as a moderator at the State of Maryland's Annual Human Relations Conference and at the state's Annual Small Business Conference.

Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and ha

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