HR audits are designed to help your organization focus its attention on its human resource management practices, policies, procedures, processes, and outcomes by providing you with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues. As a process, HR audits are designed to help your organization identify potential and actual problem areas, help assess the effectiveness of current HR management activities, help assess weaknesses in HR internal control processes, and help assess human capital strategic and compliance related risks. HR audits should additionally provide suggestions for corrective action.
Importantly, HR audits should consider human capital related risks and opportunities from an enterprise risk management (ERM) perspective. That is, your HR audits should take a holistic approach in assessing human capital risks and attempt 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, your HR audit activities should be designed to help your organization develop and tailor employment practices, policies, procedures, and processes to meet your specific needs. Your HR audit activities should first provide your organization with the “right” questions to ask about various employment practices issues; then helps you determine the optimal answer for your organization.
The HR audit areas in this program provide you with the right questions to ask about your human resource management activities. More importantly, it provides you with a positive method to identify and take corrective measures.
Why should you attend:
Numerous studies have identified the growing critical importance of human capital. Human capital determines that long term success of an organization. Human capital – and its management – can also create significant liabilities. Managing this risk has become a critical activity for most organizations; and one that represents important opportunities.
Human capital related risks can significantly threaten an organization and are routinely recognized for their negative impact on an organization. At the same time these risks are noted as “one of the risks least effectively managed.” They are risks that when improperly managed create significant strategic, financial, operational, and reputational liabilities. As a result, these risks threaten the management and sustainability of the organization and reduce its value.
Thus, organizations are buying into advanced techniques to better manage their human resources – this includes the use of HR auditing techniques. No longer merely checklists of do�s and don�ts, HR audits have become a continuous, sustainable, comprehensive audit activity that assesses the governance, compliance, and management of the organization�s human resources management practices, liabilities, and potential opportunities. HR audits increasing provide assurance that risks are properly identified and managed; that HR activities are aligned with organizational objectives; and that compliance and governance requirements are being met.
This workshop reviews the current risk management risks, discusses the use of HR audits and HR audit techniques, and analyzes how HR audits can be used to help organizations reduce risks and seize potential opportunities.
Areas Covered in the Session:
• Review an overview of employment related risk management and HR Audits
• Assess human capital risks
• Develop HR metrics
• Explore the HR audit model
• Assess strategic alignment
• Assess HR management related documents
• Assess HR management processes and practices
• Review the practical applications of HR audits
Who will benefit:
• HR Professionals
• Internal Auditors
• External Auditors
• Risk Managers
• Compliance Officers
Day 1 Schedule
Introduction to HR Audits
• Background of HR audits
• Evolution of HR audits
• Developing an HR audit plan
• Identifying key HR audit issues
Exercise: Pre-HR Audit Questionnaire
Assessing Human Capital Risks
• Discussion of risk management issues
• Determining human capital risks
• Developing Key Risk Indicators (KRIs)
• Discussion of human capital risk mitigation and risk appetite
Exercise: The Employment Practices Liability Risk Assessment Tool
Exercise: Mapping capital human risks
Developing HR Metrics
• Discussion of HR metrics
• Determining relevant human capital measures
• Developing Key Performance Indicators (KPIs)
• Developing HR audit dashboard
HR Audit Model
• Discussion of the critical components of an HR audit
• Discussion of internal controls
• Discussion of internal audit activities
Exercise: The HR Audit Worksheet
Day 2 Schedule
Assessing Strategic Alignment
• Assessing of the value of human capital
• Assessing your employment brand
• Assessing work force needs
• Assessing employee commitment and engagement
• Discussion of employee surveys to validate audit findings
Exercise: Mapping employee commitment
Assessing HR Management Related Documents
• Assessing employment posters and notices
• Assessing job descriptions
• Assessing employee application and other hiring forms
• Assessing employee files
• Discussion of employee handbooks
Exercise: Review Survey Report on Employee Handbook Policies and Practices
Assessing HR Management Processes and Practices
• Assessing the recruitment, selection and hiring process
• Assessing performance management
• Assessing employee relations
• Assessing the discipline and termination process
• Discussion of Technology
Practical Applications of HR Audits
• Indentifying to HR audit stakeholders
• Discussion of HR audits for vendors, suppliers, and contractors
• Discussion of HR audits in mergers and acquisitions
• Discussion reporting and implementing HR audit results
Ronald L. Adler
President, Laurdan Associates Inc.
Mr. 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 has served as 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 additionally 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 has testified before the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace and insurance.
Mr. Adler formerly served as a member of the Maryland Chamber’s Employment Relations Committee and chaired the Chamber’s UI subcommittee. Mr. Adler also served as a member of the U.S. Chamber’s Labor Relations Committee.
Mr. Adler is a member of the Society for Human Resource Management (SHRM) and previously served on SHRM�s Human Capital Measurement/HR Metrics Special Expertise Panel. Mr. Adler additionally has served as a consulting expert on workplace issues to SHRM�s legislative staff and has represented SHRM in meetings with the EEOC. Mr. Adler is also a member of the Institute of Internal Auditors.
Location: Chicago, IL Date: May 18th & 19th, 2017 and Time: 8:30 AM to 4:30 PM
Venue: Four Points by Sheraton Chicago O’Hare
Address: Four Points by Sheraton Chicago O’Hare 10249 W Irving Park Road, Schiller Park, IL 60176, United States
Register now and save $200. (Early Bird)
Price: $1,095.00 (Seminar Fee for One Delegate)
Until April 10, Early Bird Price: $1,095.00 From April 11 to May 16, Regular Price: $1,295.00
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