The threats and risks from human resource management issues are increasing. No longer measured in only fines, penalties, and awards for non-compliance, human resource management affects keys business metrics, including the organization’s valuation and credit rating. Further, improper human resource management can significantly reduce managerial prerogatives and seriously damage 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 vital element of organizations’ risk management and compliance processes.
Numerous external 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.”
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 organization’s human resource management?
- Is your human capital helping you achieve strategic and tactical 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.
Who Should Attend?
- HR professionals
- Risk managers
- Internal auditors
- External auditors
- HR Compliance officers
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 45 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 the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool—now in the tenth edition.
Mr. Adler has served as an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and taught a course on HR auditing. Mr. Adler has additionally served as a certified instructor for the CPCU Society and conducted courses on employment practices liabilities.
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), served as a subject matter expert (SME) to SHRM on HR metrics and other workplace issues, and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in Finance from the University of Maryland and an M.B.A. from Southern Illinois University.