Purchase any WEBINAR and get
10% Off
CODE: SAVE10
T&C applicable, please referFAQ
Validity : 18th Apr'24 to 28th Apr'24
HR Auditing - Critical Issues in 2019 -SHRM & HRCI Accredited
- 2019 current trends in HR Auditing
- Critical components of an HR audit
- Economic, political, regulatory, and social factors affecting HR audits
- An update on HR audit methodology and the use of HR auditing tools
- The development of the HR Audit Scorecard
Overview of the webinar
Numerous external forces and factors have an impact on the purpose, scope, and demand for 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 stockholder, plaintiffs, and third-party initiatives, have resulted in increased statutory and regulatory requirements, the 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 increasing resources to conduct 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 audits as a "best practice."
Who should attend?
- HR professionals
- CFOs, CROs, COOs
- Internal auditors/external auditors
- Risk managers
- Operations managers
Why should you attend?
As human resources has taken on new importance in a growing number of organizations, senior management, internal auditors, and human resources staff increasingly recognize the value and importance of sound human resource management. This critical analysis requires an understanding of how the human resources currently affect the organization; what legal and process risks expose the organization to liabilities; and how effective HR management can improve the organization's business, operational, and financial well-being.
Thus, HR audits are now seen as a critical management tool, help the organization assess the value of the organization's human capital, help the organization identify and assess human capital risks and opportunities, and help the organization ensure the proper and effective allocation of resources.
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 in addressing critical risk management and due diligence issues.
Faculty - Mr.Ronald Adler
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 39 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 an internationally recognized thought leader on HR auditing and is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool. He is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches courses on HR auditing and HR management. He is also a certified instructor for the CPCU Society and conducts courses on employment practices liabilities.
Ronald has served on two national task forces developing professional standards in human capital measurement and performance management. He is a member of the Institute of Internal Auditors and also a member of the Society for Human Resource Management (SHRM) and serves as a subject matter expert (SME) to SHRM on HR metrics and workplace issues.
He is a member of the Maryland Chamber of Commerce and chairs the Chamber’s unemployment insurance subcommittee. Mr. Adler has also been a member of the U.S. Chamber and its Labor Relations Committee.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
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