HR Audits: Identifying and Managing What Happens Next as the Result of Pandemic

Speaker

Instructor: Ronald Adler
Product ID: 703882

Location
  • Duration: 90 Min
This HR Audit webinar will cover key strategic, operational, and compliance HR management issues. The objective is to provide the attendee with the key areas that should be addressed in conducting an HR audit, an understanding of critical tasks to be completed, and an update how federal and state employment laws may affect the scope and the reporting of the HR audit.
RECORDED TRAINING
Last Recorded Date: Apr-2015

 

$249.00
1 Person Unlimited viewing for 6 month info Recorded Link and Ref. material will be available in My CO Section
(For multiple locations contact Customer Care)

$349.00
1 USB is for usage in one location only. info CD/USB and Ref. material will be shipped within 15 business days
(For multiple locations contact Customer Care)

 

 

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Fax: +1-650-362-2367

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Course "HR Audits: Identifying and Managing What Happens Next as the Result of Pandemic" has been pre-approved by SHRM as eligible for 1.5 credits and 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:

This session will provide advanced training in planning, executing, and reporting HR audits and developing a HR audit scorecard. Critical HR audit issues will be reviewed including developing an HR audit plan, identifying audit stakeholders, evaluating critical employment practice areas, and analyzing key performance and risk indicators.

Areas Covered in the Webinar:

  • The strategic and operational importance of HR audits
  • The critical components of HR audits
  • Areas typically audited
  • Internal controls
  • The development of key performance and risk indicators
  • The use of employee surveys, exit interviews, and other tools
  • The development of an HR audit plan

Who Will Benefit:

  • HR professionals
  • CEOs, CFOs, COOs
  • Internal auditors/external auditors
  • Risk managers
  • Compliance managers
  • Operations managers
Instructor Profile:
Ronald Adler

Ronald Adler
CEO, Laurdan Associates Inc

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm in Rockville, Md., specializing in HR audits, employment practices risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance issues. Mr. Adler has more than 42 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations. Mr. Adler is a consulting expert on work force, employment practices, and unemployment insurance issues to Bloomberg BNA, HR Magazine, and other publications and newspapers across the country. His research findings have been used by the Federal Reserve Board, the Equal Employment Opportunity Commission (EEOC), the National Conference of State Legislatures, the National Association of Manufacturers, the National Federation of Independent Business, insurers, and international organizations.

Mr. Adler has served as a consulting expert on work force, employment practices, and unemployment insurance issues to The Wall Street Journal, Bloomberg BNA, HR Magazine, and other publications and newspapers across the country. His research findings have been used by the Federal Reserve Board, the Equal Employment Opportunity Commission (EEOC), the National Conference of State Legislatures, the National Association of Manufacturers, the National Federation of Independent Business, EPLI carriers, and international organizations.

Mr. Adler is an internationally recognized thought leader on HR audits and is the developer of the Employment-Labor Law Audit™ (ELLA®)—now in the tenth edition—the nation’s leading HR auditing and employment practices risk assessment process.

Mr. Adler has served as an adjunct professor at Villanova University, where he taught a graduate course on HR auditing. Mr. Adler has also served as a certified instructor on employment practices and insurance issues for The CPCU Society, has conducted education courses for the American Institute of Certified Public Accountants on “Assessing Employment and Personnel Policies,” and has conducted continuing professional education courses for SHRM, the Institute of Internal Auditors, the Institute of Management Consultants, the Maryland Advanced Tax Institute, and the Maryland CPA Society.

Mr. Adler has testified before the U.S. Senate Finance Committee on unemployment insurance issues and before the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace.

Mr. Adler is a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert on HR metrics, has served as a consulting expert on workplace issues to SHRM’s legislative staff, and has represented SHRM in meetings with the EEOC. Mr. Adler has also served on national taskforces developing professional standards in human capital measurement and performance management.

Mr. Adler is a member of the Institute of Internal Auditors, has served as a member of the Maryland Chamber of Commerce and chaired its UI Subcommittee, and is a former member of the U.S. Chamber of Commerce's Labor Relations Committee.

Mr. Adler holds a bachelor's degree in finance from the University of Maryland and an M.B.A. degree from Southern Illinois University.

Topic Background:

Numerous external and internal forces and factors have an impact on the demand for and scope of HR audits. First, in the global economy, human capital has become for many organizations the single most important determinant of competitiveness, productivity, sustainability, and profitability. Increasingly, the value of an organization’s human capital is the source of innovation and a driver of business success.

Second, a confluence of economic, political, social — and now health issues — have resulted in increased statutory and regulatory requirements, a call for greater transparency, and increased internal and external audit activity.

Third, governmental agencies have become more active — some would argue more aggressive — and have committed more resources to conducting assessments of employment policies and practices. Importantly, the EEOC, the OFCCP, U.S. DOL, and ICE have advised employers that they consider self-assessments and audits a “best practice.”

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