Advanced HR Audit Techniques


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Schedule
November 22, 2022 || 01:00 PM ET / 10:00 AM PT
Duration
90 Mins
Level
Intermediate
Webinar ID
70142

144 Days Left Register

This webinar provides an update on the status and evolution of HR audits.

The HR auditing process is or should be an independent, objective, and systematic evaluation that provides assurance that:
1) compliance and governance requirements are being met
2) business and talent management objectives are being achieved
3) human resource management risks are fully identified, assessed, and managed; and
4) the organization’s human capital adds value. Under this definition, HR audits are more than an assessment that solely collects and presents evidence of compliance. HR audits are increasingly expected to look behind and beyond the organization’s assertions of sound and proper HR management practices and assess the assumptions being made, benchmark the organization’s processes and practices, and provide the necessary consultative services that help the organization achieve its business goals and objectives.

This webinar also discusses the design of the HR audit. While a powerful management tool, HR audits are a doubled-edge sword. First, the act of observing and assessing organizational and individual performance changes the outcome. Who gets observed and measured, get motivated. Individuals and organizations act to respond to the spotlight. In designing the HR audit attention should be given to the message you will be sending about what the organization considers important and what outcomes it expects.  An improperly designed and implemented HR audit can choreograph the wrong compliance dance.

Second, HR audits produce actionable information. While ignorance of non-compliance is hardly an effective defense, knowledge of noncompliance followed by inaction is indefensible. This webinar will review organizational behaviors that ensure effective corrective action.

Third, HR audits produce potentially discoverable information.  Coordination with legal counsel is increasingly critical. This webinar also reviews effective coordination activities.

Why Should You Attend

Government agencies have stepped up their compliance audit activities. With larger audit staff and increased resource commitment, federal and state agencies have made compliance a top priority. No employer is too large - or small - for scrutiny. The consequences of this audit activity and a finding of non-compliance include monetary penalties in the form of fines, penalties, awards, and settlements; debarment and lost business opportunities, and criminal prosecution.

The revenue/earnings impact of non-compliance can be significant. Companies with a 10% profit margin will have to generate $1,000,000 in new sales to offset the cost of a $100,000 award. For publicly-traded companies, the magnitude of potential liabilities and lost revenue from non-compliance can impact the organization’s valuation and has to be reported as a material risk.

Areas Covered in the Session 
 » The five Critical Components of HR Audits
 » Inherent, residual, and material human capital risks
 » Human capital risks to financial statements
 » HR auditing techniques to improve HR management performance and reduce liabilities
 » Effective HR audit plan

Who Will Benefit 
 » Human resources managers
 » Internal and external auditors
 » CEO and CFOs
 » Risk managers
 » Compliance managers
 » VPs, GMs, Directors, Division Heads, Senior Managers, and Coordinators

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Ronald Adler

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resources management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking strategic HR, and unemployment insurance cost management.  Mr. Adler has more than 45 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 the developer of 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, where he taught a master’s level course on HR auditing. Mr. Adler is a frequent author and regularly conducts webinars and seminars on HR management and workplace issues. 

Mr. Adler has represented Maryland employers on the state’s Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State of Maryland's UI Funding Task Force and UI Advisory Committee. Mr. Adler has also 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 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 Society for Human Resource Management (SHRM), has served as a subject matter expert (SME) to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, 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 a member of the Institute of Internal Auditors (IIA) and has served on task forces developing professional standards in human capital measurement and performance management.

Mr. Adler has a degree in Finance from the University of Maryland and an M.B.A. from Southern Illinois University.

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