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HR audi ts are designed to help your organization focus its attention on its human resource management practices\, policies\, procedures\, processes\, and o utcomes by providing you with a structured and systematic series of questi ons 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 asse ss the effectiveness of current HR management activities\, help assess wea knesses in HR internal control processes\, and help assess human capital s trategic and compliance related risks. HR audits should additionally provi de suggestions for corrective action.
\n\nImportantly\, HR audits sh ould consider human capital related risks and opportunities from an enterp rise risk management (ERM) perspective. That is\, your HR Audits should ta ke a holistic approach in assessing human capital risks and attempt to ind icate the interrelationships and interactions between HR and other managem ent and organizational issues.
\n\nRecognizing that no two employers are alike and that the practices\, policies\, and processes that may be a ppropriate and effective for multinational corporations may not be appropr iate for small and medium size companies or non-profits\, your HR audit ac tivities should be designed to help your organization develop and tailor e mployment practices\, policies\, procedures\, and processes to meet your s pecific needs. Your HR audit activities should first provide your organiza tion with the "\;right"\; questions to ask about various employmen t practices issues\; then helps you determine the optimal answer for your organization.
\n\nThe HR audit areas in this program provide you wit h the right questions to ask about your human resource management activiti es. More importantly\, it provides you with a positive method to identify and take corrective measures.
\n\nNumerous studies have identified the growing critical importance of human capital. Human capital determines that long term success of an or ganization. Human capital-and its management-- also represent significant liabilities. Managing this risk has become a critical activity for most or ganizations\, and one that represents important opportunities.
\n\nH uman capital risks can significantly threaten an organization and are rout inely recognized for their negative impact on an organization. At the same time these risks are noted as "\;one of the risks least effectively m anaged."\; As noted\, they are identified as risks that when improperl y managed create significant strategic\, financial\, operational\, and rep utational risks. These risks threaten the management and sustainability of the organization and reduce it value.
\n\nAs a result\, organizatio ns are bringing advanced techniques to the management of their human resou rces--this includes the use of HR auditing techniques. No longer merely ch ecklists 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 audit s increasing provide assurance that risks are properly identified and mana ged\, that HR activities are aligned with organizational objectives\, and that compliance and governance requirements are being met.
\n\nMany of our current management models were based on manufacturing - turning mat erials into products to sell. The environments were commonly production li nes with expensive machinery and individuals had to be "\;at work" \; to produce.
\n\nThis workshop reviews the current use of HR audit s\, reviews HR audit techniques\, and discusses how HR Audits can be used to help the organization reduce risks and seize potential opportunities. p>\n\n
Lecture 1: Introduction to HR Audits
\n\nLecture 2: Assessing Human Capital Risks p>\n\n
Lecture 3: Developing HR Metrics< /strong>
\n\nLecture 4: HR Audit Model
\n\nLecture 1: Assessing Strategic Alignment
\n\nLecture 2: Assessing HR Management Related Documents
Lecture 3: Assessing HR Management Processes and Pract ices
\n\nL ecture 4: Practical Applications of HR Audits
\n\nRonald L. Adler\, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting exper t on work force\, workplace\, and HR management issues for The Wall Street Journal\, HRMagazine\, and other publications and newspapers across the c ountry. Mr. Adler'\;s research findings have been used by the Federal R eserve Board\, the EEOC\, the National Conference of State Legislatures\, the National Federation of Independent Business (NFIB)\, insurers\, and in ternational organizations.
\n\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 in ternationally recognized HR auditing and employment practices liability ri sk assessment process.
\n\nMr. Adler is an adjunct professor at Vill anova 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 audit ing issues and has conducted continuing education courses for the American Institute of Certified Public Accountants (AICPA) and the Society for Hum an Resource Management (SHRM) on HR management and HR auditing topics. Add itionally Mr. Adler has served as an adjunct instructor at the Baltimore C ity Community College on workplace diversity and sexual harassment.
\n\ nMr. Adler is an appointee to State of Maryland'\;s Unemployment Ins urance (UI) Oversight Committee and previously served as an appointee to t he State'\;s UI Funding Task Force\, the UI Advisory Committee\, and th e state'\;s Workforce Training Initiative. Mr. Adler has served as a mo derator at the State of Maryland'\;s Annual Human Relations Conference and at the state'\;s Annual Small Business Conference.
\n\nMr. Ad ler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate H.E.L.P. Com mittee on genetic discrimination in the workplace and insurance.
\n\nMr. Adler is a member of the Maryland Chamber'\;s Employment Relations Committee and chairs the Chamber'\;s UI subcommittee. Mr. Adler is als o a member of the U.S. Chamber'\;s Labor Relations Committee.
\n\nPlease contact Marilyn Turner: Phone: +1 929 900 1853 \; Email: ma rilyn.turner [a] nyeventslist.com for registrations