Online Seminar 2019 - 3 Hours Virtual Seminar on HR Auditing: Identifying and Managing Key Risks

Overview
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
Surveys of organizations identify the human capital risk as one of the most important risks facing organization and one of the least effectively managed. Meanwhile annual surveys of CEOs concerning high-impact risks, consistently ranks the "availability of key skills" as a critical risk a risk-if not effectively managed-can negatively affect the achievement of strategic and business objectives, negatively affect competitiveness, and hamper the organization's ability to innovate.
HR experts and business leaders further note that misaligned, ineffective, and improper human capital management policies, practices, and processes create financial, operational, and reputational risks that can threaten an organization's bottom-line, adversely impact sustainability, and reduce the organization's value for its stakeholders. Conversely, effective human capital risk management can create a competitive advantage, create new business development opportunities, enhance the effective deployment of resources, and create value.
As a result, organizations that effectively manage their human capital risks can increase the value of their human capital, be better positioned to seize new business opportunities, be more resilient to volatile markets, and more responsive to political and governmental constraints.
Session Highlights
Develop an understanding of key risk management techniques and issues
Identify and review the critical issues of human resources management
Develop skills in applying risk management techniques in managing human capital related risks
Improve your human capital risk management effectiveness using HR audits
Review the development of Key Performance indicators (KPIs) and Key Risk Indicators (KRIs)
Develop competencies in human capital metrics and human capital scorecards
Gain practical insights in using human capital risk management to help your organization seize opportunities and reduce liabilities
Who Will Benefit:
Human Resources Managers
Internal and External Auditors
CFOs
Risk Managers
Compliance Managers
VPs
GMs
Directors
Division Heads
Senior Managers
Coordinators
Instructor Profile
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.He has more than 37 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.