The threats and risks from human capital management issues are increasing. They are no longer measured in only fines, penalties, and awards for non-compliance. Human capital management affects keys business metrics, including the organization’s valuation and credit rating. Further, improper human capital management significantly reduces managerial prerogatives, and seriously damages the organization’s reputation and employment brand. Thus, HR audits have become a critical tool in identifying problem areas and are evolving from an ad-hoc audit activity to a critical element of organizations’ strategic, risk management, and compliance processes.
Numerous external and internal forces and factors have 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 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 audits a “best practice.”
In this environment, HR audits have become an important activity in identifying current and potential problems, and a critical element in demonstrating an organization’s commitment to addressing key issues.
Participants will come away from this webinar with a better understanding of:
- The important role of HR auditing
- The role HR audits play in measuring and communicating critical information about your organization
- How your organization can use HR audits to improve strategic and operational decision making
- Identifying and assessing the strategic, operational, and transactional impact of HR audits
- The basics of using HR audits in assessing human capital related risks
Why Should You Attend?
Understanding and measuring the importance of your organization’s human capital has taken on new importance.
- How effective is your human capital in helping your organization achieve its business objectives?
- Do your employment practices create material risks and liabilities?
- Have you identified and are you managing key human capital decisions?
- Is your organization prepared for numerous changes in critical employment issues?
This session discusses the development and use of HR Audits in answering these questions and addressing critical risk management and due diligence issues.
Who Should Attend?
- HR professionals
- Risk managers
- Internal auditors
- External auditors
- HR Compliance officers
Years of Experience: 42+ years
Areas of Expertise: HR Audits, Risk Management, Unemployment Insurance, and Employee Survey
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 co-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 serves 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 is 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 is an appointee to the State of Maryland Legislative UI Committee. Additionally, he belongs to the Institute of Internal Auditors, chairs the Maryland Chamber of Commerce's UI Subcommittee and is 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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