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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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