HR Auditing: Important Issues for 2020

Just as financial audits show how well financial capital is used, HR audits show whether human capital is used effectively, where it is used incorrectly or unlawfully, and how to improve its return. This 90-minute HR audit training explains how they work.

An HR audit asks a structured set of questions about compliance, risk management, internal controls and HR practices. It helps find actual and potential problems, assess HR effectiveness and control weaknesses, and suggest corrective action, all from an enterprise risk management perspective that links HR with other business issues.

Because no two employers are alike, audits are tailored to the organization's size and needs, and they have moved from simple checklists to a continuous process built into internal controls and strategy.

• Explain the purpose and value of HR audits from an enterprise risk perspective
• Assess how effectively your organization manages its human capital
• Identify employment practices that create material risks and liabilities
• Decide which organizational issues to audit
• Choose the right HR audit tools
• Build HR auditing into an ongoing compliance and risk management process

• Why HR risks now affect valuation, credit rating, reputation and employment brand
• HR audits as an independent, objective and systematic evaluation
• Assurance on compliance with employment laws and governance requirements
• Assurance that business and talent management objectives are met
• Identifying, assessing and managing HR risks
• Confirming that human capital adds value
• Moving from checklists to a continuous process built into internal controls, due diligence and risk management
• How effective your HR management is
• Whether human capital helps meet organizational objectives
• Whether employment practices create material risks and liabilities
• Key organizational issues to audit
• Choosing the right HR audit tool

Human capital drives competitiveness and innovation, while regulation, demands for transparency and agency enforcement keep growing. The EEOC, OFCCP, U.S. DOL and ICE all call self-assessment and audit a best practice, and HR failures now affect valuation, credit rating and reputation as well as fines.

This session suits HR professionals, internal and external auditors, risk managers, compliance officers, CEOs and CFOs.

• HR professionals
• Internal auditors
• External auditors
• Risk managers
• Compliance officers
• CEOs
• CFOs

Ronald 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.

Mr. 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.

Mr. 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.

Mr. 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.