ComplianceOnline

The Saving Grace of Internal HR Audits

Instructor: Cathleen M.  Hampton
Product ID: 703818
  • Duration: 90 Min

recorded version

$149.00
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Recorded Link and Ref. material will be available in My CO Section

Training CD

$299.00
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This training session will define why HR audits are a vital part of a comprehensive strategy to help avoid those areas of concern that may need immediate attention. It will discuss key HR areas to audit and list six quick steps to a perfect audit.

Course "The Saving Grace of Internal HR Audits" has been pre-approved by HRCI as eligible for 1.5 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

How is your HR department doing? Noncompliance problems can be, and frequently are, the basis for significant financial risk. Can you answer these questions:

  • Would your company pass an I-9 audit?
  • Do you provide the correct COBRA information at the right time?
  • Do you understand records retention requirements for the various aspects of the function?
  • Do you know what candidate information you must focus on retaining?
  • How are FLSA policies applied and documented?
  • Do you provide the appropriate employee access to employment laws?

If you are having trouble answering these questions, you are at risk for legal liability. The worst case scenario is finding out in retrospect what you should have done to prevent the often hefty costs for noncompliance with these current HR issues.

This webinar will address these ambiguous areas and offer insights on identifying gaps in practices and help achieve and maintain world-class competitiveness in key HR practice areas. It will offer an understanding of how HR can better measure the effectiveness of its functions and programs and will provide insight into solutions for minimizing risks.

Areas Covered in the Webinar:

  • Removing the mystery and easing the frustration of HR audits
  • The power of an HR audit, making the case
  • Most frequent compliance issues
  • The process for conducting an audit
  • Key HR areas to audit
  • Six quick steps to a perfect audit
  • Conducting a gap analysis
  • Reporting concerns and recommending corrective action
  • Continuous improvement

Who Will Benefit:

  • HR Managers
  • HR Administrators
  • Employment and Employee Relations Managers
  • Auditors
  • Supervisors
  • Financial Managers and Analysts
  • Business Executives

Instructor Profile:

Cathleen Hampton has more than 25 years of experience as a human resources professional providing subject matter expertise in areas of risk and compliance, work force planning, and human capital strategy. She has a unique ability to analyze operations for risk and help manoeuver cultural practices and compliance enhancements that would increase organizational outcomes. She is noted for launching new programs focused on talent acquisition and retention strategies that outpaced major competition through strong and decisive business leadership.

Topic Background:

Often in assessing a company’s business practices and legal compliance, the emphasis is on the company’s financial records. It is equally important, however, to assess HR policies and practices, including the less concrete and less tangible areas that deal with employee dignity and well-being. These are harder to measure, but their impact on productivity can be significant. Additionally, poor business practices can lead to very expensive legal sanctions. Just as regular audits help companies ensure proper financial practices, audits can be valuable tools in assessing HR policies and practices and ensuring that the company maintains a safe and respectful work environment.

In today's competitive climate, companies must operate within the confines of a heavily-regulated environment. Given the fact that many HR departments are both understaffed and overworked, being proactive by purchasing liability insurance is good however, being pre-emptive is even better. You likely have dozens of HR policies and procedures covering everything from recruiting and hiring to termination and final pay checks. Problem is, new laws and regulations may have rendered many of them illegal - and you might never know. As a professional, you are faced with the challenge of finding legal pitfalls in your current HR policies and practices before an aggressive attorney or a Labor Department investigator does.

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