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SUMMARY:HR Auditing: Identifying and Managing Key Risks
DESCRIPTION:Event: HR Auditing: Identifying and Managing Key Risks \nCourtyard Arlington Crystal City/Reagan National Airport\n2899 Jefferson Davis Hwy\nWashington\, DC\n22202 \nMessage Body:\nOverview: \nHR 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.\nImportantly\, 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.\nRecognizing 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 practices issues; then helps you determine the optimal answer for your organization.\nThe HR audit areas in this program provide you with the right questions to ask about your human resource management activities. More importantly\, it provides you with a positive method to identify and take corrective measures. \nWhy should you attend: \nNumerous studies have identified the growing critical importance of human capital. Human capital determines that long term success of an organization. Human capital-and its management– also represent significant liabilities. Managing this risk has become a critical activity for most organizations\, and one that represents important opportunities.\nHuman capital risks can significantly threaten an organization and are routinely recognized for their negative impact on an organization. At the same time these risks are noted as “one of the risks least effectively managed.” As noted\, they are identified as risks that when improperly managed create significant strategic\, financial\, operational\, and reputational risks. These risks threaten the management and sustainability of the organization and reduce it value.\nAs a result\, organizations are bringing advanced techniques to the management of their human resources–this includes the use of HR auditing techniques. No longer merely checklists of do’s and don’ts\, HR audits have become a continuous\, sustainable\, comprehensive audit activity that assesses the governance\, compliance\, and management of the organization’s human resources management practices\, liabilities\, and potential opportunities. HR audits increasing provide assurance that risks are properly identified and managed\, that HR activities are aligned with organizational objectives\, and that compliance and governance requirements are being met.\nMany of our current management models were based on manufacturing – turning materials into products to sell. The environments were commonly production lines with expensive machinery and individuals had to be “at work” to produce.\nThis workshop reviews the current use of HR audits\, reviews HR audit techniques\, and discusses how HR Audits can be used to help the organization reduce risks and seize potential opportunities. \nWho Will Benefit: \nHR Professionals\nCFOs\nInternal Auditors\nExternal Auditors\nRisk Managers\nCompliance Officers\nCOOs \nAgenda: \nDay 1 Schedule \nLecture 1: Introduction to HR Audits\nBackground of HR audits\nEvolution of HR audits\nDeveloping an HR audit plan\nIdentifying key HR audit issues\nExercise: Pre-HR Audit Questionnaire\nLecture 2: Assessing Human Capital Risks\nDiscussion of risk management issues\nDetermining human capital risks\nDeveloping Key Risk Indicators (KRIs)\nDiscussion of human capital risk mitigation and risk appetite\nExercise: The Employment Practices Liability Risk Assessment Tool\nExercise: Mapping capital human risks\nLecture 3: Developing HR Metrics\nDiscussion of HR metrics\nDetermining relevant human capital measures\nDeveloping Key Performance Indicators (KPIs)\nDeveloping HR audit dashboard\nLecture 4: HR Audit Model\nDiscussion of the critical components of an HR audit\nDiscussion of internal controls\nDiscussion of internal audit activities\nExercise: The HR Audit Worksheet \nDay 2 Schedule \nLecture 1: Assessing Strategic Alignment\nAssessing of the value of human capital\nAssessing your employment brand\nAssessing work force needs\nAssessing employee commitment and engagement\nDiscussion of employee surveys to validate audit findings\nExercise: Mapping employee commitment \nLecture 2: Assessing HR Management Related Documents\nAssessing employment posters and notices\nAssessing job descriptions\nAssessing employee application and other hiring forms\nAssessing employee files\nDiscussion of employee handbooks\nExercise: Review Survey Report on Employee Handbook Policies and Practices\nLecture 3: Assessing HR Management Processes and Practices\nAssessing the recruitment\, selection and hiring process\nAssessing performance management\nAssessing employee relations\nAssessing the discipline and termination process\nDiscussion of Technology\nLecture 4: Practical Applications of HR Audits\nIndentifying to HR audit stakeholders\nDiscussion of HR audits for vendors\, suppliers\, and contractors\nDiscussion of HR audits in mergers and acquisitions\nDiscussion reporting and implementing HR audit results \nSpeaker:\nRonald L. Adler\nPresident\, Laurdan Associates Inc. \nRonald L. Adler\, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force\, workplace\, and HR management issues for The Wall Street Journal\, HRMagazine\, and other publications and newspapers across the country. Mr. Adler’s research findings have been used by the Federal Reserve Board\, the EEOC\, the National Conference of State Legislatures\, the National Federation of Independent Business (NFIB)\, insurers\, and international organizations.\nMr. Adler is a frequent lecturer and author on HR management\, employment practices\, and UI issues. Mr. Adler is the author and editor of the Employment-Labor Law Audit (ELLA)\, the internationally recognized HR auditing and employment practices liability risk assessment process.\nMr. Adler is an adjunct professor at Villanova University where teaches a graduate level course in HR Auditing. Mr. Adler is also a certified instructor for The Chartered Property Casualty Underwriters (CPCU) Society on employment practices liability and HR auditing issues and has conducted continuing education courses for the American Institute of Certified Public Accountants (AICPA) and the Society for Human Resource Management (SHRM) on HR management and HR auditing topics. Additionally Mr. Adler has served as an adjunct instructor at the Baltimore City Community College on workplace diversity and sexual harassment.\nMr. Adler is an appointee to State of Maryland’s Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State’s UI Funding Task Force\, the UI Advisory Committee\, and the state’s Workforce Training Initiative. Mr. Adler has served as a moderator at the State of Maryland’s Annual Human Relations Conference and at the state’s Annual Small Business Conference.\nMr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace and insurance.\nMr. Adler is a member of the Maryland Chamber’s Employment Relations Committee and chairs the Chamber’s UI subcommittee. Mr. Adler is also a member of the U.S. Chamber’s Labor Relations Committee. \nLocation: Washington\, DC Date: February 12th & 13th\, 2018 and Time: 9:00 AM to 6:00 PM\nVenue: Courtyard Arlington Crystal City/Reagan National Airport 2899 Jefferson Davis Highway Arlington\, VA 22202 USA \nPrice: $1\,095.00 (Seminar Fee for One Delegate)\nRegister for 5 attendees Price: $3\,285.00 $5\,475.00 You Save: $2\,190.00 (40%)*\nRegister for 10 attendees Price: $6\,022.00 $10\,950.00 You Save: $4\,928.00 (45%)*\nSponsorship Program benefits for “Quality Assurance Auditing for FDA Regulated Industry” seminar\nAt this seminar\, world-renowned FDA Regulated Industry subject matter experts interact with CXO’s of various designations. Executives who carry vast experience about FDA Regulated Industry and Experts get down to discussing industry-related best practices\, regulatory updates\, changes in technologies\, and much more relating to FDA Regulated Industry.\nAs a sponsor of these seminars\, you get the opportunity to have your product and company reach out to C-Level executives in FDA Regulatory -related industries and become known among these elite executives and subject matter experts. Apart from being seen prominently at these globally held seminars\, you also get talked about frequently in our correspondences with our experts and these participants.\nFor More Information- https://www.globalcompliancepanel.com/control/sponsorship
URL:https://ndnr.com/event/hr-auditing-identifying-and-managing-key-risks/
CATEGORIES:Seminar
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DTSTART;TZID=America/Denver:20180212T100000
DTEND;TZID=America/Denver:20180212T113000
DTSTAMP:20171208T173844Z
CREATED:20171208T173844Z
LAST-MODIFIED:20171208T173844Z
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SUMMARY:Handling Anxiety in 90 Seconds
DESCRIPTION:The TrainHR webinar is approved by HRCI and SHRM Recertification Provider \nOverview: Jill Bolte Taylor\, Ph. D.\, experienced a stroke in her Left Brain and was forced to live through 4 hours of new experiences as she functioned with only her Right Brain intact. As a result of this experience she wrote a book\, “My Stroke of Insight”. This book should be required reading for anyone who interacts with people during their work day. She learned a lot from this experience. One learning is that Fear (anxiety) resides in the Left Brain. During her 4 hours\, she felt no fear\, only joy and exhilaration. Using this insight I have structured a quick exercise that switched your attention from your Left Brain to your Right Brain and thus erases fear and anxiety. You must try it to believe it.\nWhy should you Attend: It may be hard to believe\, but the reason most people do not handle anxiety well is simply ignorance of how to change a pattern. All the internal and external manifestations of anxiety show up and most of us simply wait for the stress situation to improve. \nThis response is outdated and even destructive to your health. Instead here we will introduce you to the idea that all emotions change after 90 seconds. Once you know this for a fact\, you can structure a new response to anxiety. This new response makes you more creative and more effective in whatever behavior you choose to use next. \nI will demonstrate this to members of the audience so they will already know how to do this by the end of the session. \nAreas Covered in the Session: \nDiscuss past experiences of anxiety\nDiscuss methods tried in the past\nMore information on the qualities of the Right Brain and the capabilities of the Left Brain\nDemonstrate with one participant\nDemonstrate with another participant\nQuestions\nClosure \nWho Will Benefit: \nHR Managers\nSupervisors\nSenior Management\nSales and Marketing\nLeadership\nEmployee Relationship Manager\nStaffing Manager \nInstructor:\nDr. Genie Z. Laborde\, Ph. D.\, Internationally recognized seminar leader and author with 31 years experience in her field\, is also the Founder of International Dialogue Education Associates\, inc. Dr. Laborde designs her programs\, produces her videos to complement the trainings\, and certifies her trainers to conduct the programs. She and her trainers have taught over 50\,000 students in 15 countries around the world. Her book\, “Influencing with Integrity” has sold more than 151\,000 copies in 6 languages. The skills in her seminars are collected from Gestalt psychology\, Linguistics\, Cybernetics\, and new Right Brain insights. Her book of research\, “Toot Your Own Horn”\, is a collection of 26 studies\, indicating the effectiveness of these skills in the work-place. I.D.E.A.’s client list includes IBM\, Chase Bank\, Dow Jones\, Sprint\, Dell\, HP\, Intel\, the United Nations\, Stanford University\, and 100 other major corporations and institutions.
URL:https://ndnr.com/event/handling-anxiety-in-90-seconds/
CATEGORIES:Webinar
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BEGIN:VEVENT
DTSTART;TZID=America/Denver:20180212T100000
DTEND;TZID=America/Denver:20180212T113000
DTSTAMP:20171208T174101Z
CREATED:20171208T174101Z
LAST-MODIFIED:20171208T174101Z
UID:27784-1518429600-1518435000@ndnr.com
SUMMARY:Onboarding New Hires: How to Get them Quickly up to Speed\, Engaged and Productive
DESCRIPTION:The TrainHR webinar is approved by HRCI and SHRM Recertification Provider \nOverview: You have made your decision about whom to hire.You have gotten them excited about their new job.You are excited about what they can bring to your team.Now what? If you are like most good organizations\, you are doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles.\nWhile this is a good thing\, there is great variability in the focus\, depth and length of these programs.The most superficial tend to provide surface-level “meet and greets” and focus on initial paperwork and process knowledge. Others go deeper\,focusing on helping leaders learn to navigate the organization’s culture and understand the informal organization and key players. What does yours do? And do you even have an onboarding program? \nAlso\,don’t forget internal transfers.Though onboarding usually focuses on people new to an organization\, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures and the informal culture(how things really get done)is what typically drives an organization. Unwritten rules and politics\, if not openly discussed\,will create obstacles and slow execution. Remember\, you never get a second chance to make a good first impression. Onboarding isn’t just about facts\,it’s about feeling\,too.Effective onboarding programs provide an experience which helps new hires and leaders affirm that they made the right career move. This webinar will cover what you need to ensure your organization is building a stable\,committed productive workforce from the start. \nWhy should you Attend: Is your hiring and onboarding process costing you unnecessarily? Did you know. \nNearly 1/3 of people are job searching within six months of employment\nAlmost 1/3 of externally hired executives miss expectations in the first two years\nWith 10-15% annual attrition\, companies lose about 60% of their entire talent base within four years \nIntroducing an onboarding program in to your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months. Companies who implement an effective onboarding program during the first three months of the new hire employment experience\, will have 31% less turnover than those who don’t according to the Aberdeen Group. Onboarding is important because it introduces the employee to the company’s culture and expectations and gives the employee the vital training and information needed to succeed in their new position. Also a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save the employer from a prolonged investment into the wrong person. \nA strategic onboarding plan can dramatically impact your business. Investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn’t just or more than a routine checklist\, it should be a comprehensive process that makes the new employee as well as the company confident they made the right choice and confident they can succeed in their new job. \nAreas Covered in the Session: \nLearn six mistakes to avoid in your new hire onboarding process\nReview best practices in executive onboarding accelerating executive success\nUnderstand three onboarding approaches to integrate the new hire into their job and organization\nReview an onboarding 90 day timeline with key tasks and tools to measure goals and milestones\nIdentify the top derailers for the critical stakeholders the manager\, the new leader\, human resources\nLearn from focus groups what new leaders consider the top onboarding issues and ways to ensure success. \nWho Will Benefit: \nCEO’s\nCOO’s\nVP of Human Resources\nChief Learning Officer\nDirectors\nProject Managers\nOperation Managers and Supervisors\nTeam Leaders\nStaff Managers and Supervisors \nInstructor:\nMarcia Zidle\, MS\, NCC\, BCC is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. She works with executives\, management teams and high potential professionals ON THE MOVE! They want to move up to the next level – ahead of their competition – into new areas – over and around obstacles – beyond business as usual – towards a sustainable future.
URL:https://ndnr.com/event/onboarding-new-hires-how-to-get-them-quickly-up-to-speed-engaged-and-productive/
CATEGORIES:Webinar
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