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HR Audits: Ensuring Compliance & Improving Competitiveness and Productivity - By Compliance Global Inc
This Webinar is over| Date | Mar 18, 2015 |
| Time | 01:00 PM EDT |
| Cost | $135.00 |
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Online
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Overview
Human resources play a critical—and growing—role in most organizations. Increasingly, human resources determine the success of organizations. And for some organizations, human resources are a critical factor in their organizations’ survival.
These factors create a growing demand for a report on how well this critical organizational asset is being managed and provide the need for HR audits. As noted, in the global economy, human resources have become for many organizations the single most important determinant of competitiveness, productivity, sustainability, and profitability. Increasingly, organizations’ human resources are a critical the source of innovation and a driver of business success.
Additionally, the recent confluence of economic, political, and social factors have resulted in increased statutory and regulatory requirements, a call for greater transparency, and increased internal and external audit activity.
Finally, governmental agencies have become more active and have committed more resources in conducting employer assessments. Governmental agencies now consider organizations self assessments and New HR Auditing Techniques as “best practices” and critical aspect of preventing and managing workplace violations.
Why Should You Attend
The HR auditing process is — or should be — an independent, objective, and systematic evaluation that provides assurance that: 1) compliance and governance requirements are being met; 2) business and talent management objectives are being achieved; 3) human resource management risks are fully identified, assessed, and managed; and 4) the organization’s human capital adds value.
Under this definition, human resource audits are more than an audit activity that solely collects and presents evidence of compliance. Human resource audits are increasingly expected to look behind and beyond the organization’s assertions of sound and proper human resource management practices and to assess the assumptions being made, to benchmark the organization’s processes and practices, and to provide the necessary consultative services that help the organization achieve its business goals and objectives.
There are numerous external forces and factors have had an impact on the demand for and scope of HR audits. In the global economy, human capital is becoming the single most important determinant of competitiveness, productivity, sustainability, and profitability. Thus understanding the impact of human resources can have a positive effect on their organization’s return on this investment.
Additionally, the confluence of economic, political, and social factors, including corporate scandals, the failure of the financial industry to adequately assess risks, and increasing stockholder initiatives, have resulted in increased statutory and regulatory requirements, a call for greater transparency, and increased internal and external audit activity. As a result, HR audits now have pressing external and internal demands which they must respond to.
Areas Covered in the Session
Over the last 5 years there has been a significant change in the HR auditing process, the value derived from HR auditing, and the HR audit tools used. HR audits have evolved from a simple checklist of do’s and don’ts or periodic affirmative action plans to a comprehensive, sustainable process that: 1) is an integral part of the organization’s internal controls, due diligence, and risk management; 2) is a fundamental activity of strategic management; and 3) uses sophisticated auditing products and consulting services. Increasingly HR audits are conducted of HR rather than by HR. This webinar discusses the changes in HR audits, discusses the external and internal forces affecting the process and use of HR audits, and provides information about the leading HR auditing process.
This session discusses the increasing recognition by organizations that their human capital is a source of innovation and a driver of business success, and to be effective in the global economy, their HR audits must be diagnostic, predictive, and action oriented. The session also discusses role HR audits play in an increasingly complex and multi-dimensional world. This while ensuring compliance is still a basic goal of HR audits, other objectives include:
A. Ensuring the alignment of HR management and employment practices with the organization’s business objectives.
B. Assessing the outcomes of the organization’s employment processes, policies, practices, and outcomes.
C. Developing the right human capital measurements and HR metrics to allow the organization to calculate and measure the value added by human resources, to determine the ROI and the return on the human capital asset, to measure the outcomes of employment policies and practices and the achievement of EEO and diversity goals, and to benchmark best practices.
D. Ensuring required due diligence, including: uncovering hidden liabilities and assets, identifying vulnerabilities to be corrected, and identifying opportunities to be attacked.
E. Developing HR auditing procedures that become an ongoing and sustainable element of the organization’s internal controls.
F. Developing HR auditing procedures that become an ongoing and sustainable element of the organization’s risk management program.
Learning Objectives
Beginner
For more detail please click on this below link
https://www.complianceglobal.us/product/700016
Human resources play a critical—and growing—role in most organizations. Increasingly, human resources determine the success of organizations. And for some organizations, human resources are a critical factor in their organizations’ survival.
These factors create a growing demand for a report on how well this critical organizational asset is being managed and provide the need for HR audits. As noted, in the global economy, human resources have become for many organizations the single most important determinant of competitiveness, productivity, sustainability, and profitability. Increasingly, organizations’ human resources are a critical the source of innovation and a driver of business success.
Additionally, the recent confluence of economic, political, and social factors have resulted in increased statutory and regulatory requirements, a call for greater transparency, and increased internal and external audit activity.
Finally, governmental agencies have become more active and have committed more resources in conducting employer assessments. Governmental agencies now consider organizations self assessments and New HR Auditing Techniques as “best practices” and critical aspect of preventing and managing workplace violations.
Why Should You Attend
The HR auditing process is — or should be — an independent, objective, and systematic evaluation that provides assurance that: 1) compliance and governance requirements are being met; 2) business and talent management objectives are being achieved; 3) human resource management risks are fully identified, assessed, and managed; and 4) the organization’s human capital adds value.
Under this definition, human resource audits are more than an audit activity that solely collects and presents evidence of compliance. Human resource audits are increasingly expected to look behind and beyond the organization’s assertions of sound and proper human resource management practices and to assess the assumptions being made, to benchmark the organization’s processes and practices, and to provide the necessary consultative services that help the organization achieve its business goals and objectives.
There are numerous external forces and factors have had an impact on the demand for and scope of HR audits. In the global economy, human capital is becoming the single most important determinant of competitiveness, productivity, sustainability, and profitability. Thus understanding the impact of human resources can have a positive effect on their organization’s return on this investment.
Additionally, the confluence of economic, political, and social factors, including corporate scandals, the failure of the financial industry to adequately assess risks, and increasing stockholder initiatives, have resulted in increased statutory and regulatory requirements, a call for greater transparency, and increased internal and external audit activity. As a result, HR audits now have pressing external and internal demands which they must respond to.
Areas Covered in the Session
Over the last 5 years there has been a significant change in the HR auditing process, the value derived from HR auditing, and the HR audit tools used. HR audits have evolved from a simple checklist of do’s and don’ts or periodic affirmative action plans to a comprehensive, sustainable process that: 1) is an integral part of the organization’s internal controls, due diligence, and risk management; 2) is a fundamental activity of strategic management; and 3) uses sophisticated auditing products and consulting services. Increasingly HR audits are conducted of HR rather than by HR. This webinar discusses the changes in HR audits, discusses the external and internal forces affecting the process and use of HR audits, and provides information about the leading HR auditing process.
This session discusses the increasing recognition by organizations that their human capital is a source of innovation and a driver of business success, and to be effective in the global economy, their HR audits must be diagnostic, predictive, and action oriented. The session also discusses role HR audits play in an increasingly complex and multi-dimensional world. This while ensuring compliance is still a basic goal of HR audits, other objectives include:
A. Ensuring the alignment of HR management and employment practices with the organization’s business objectives.
B. Assessing the outcomes of the organization’s employment processes, policies, practices, and outcomes.
C. Developing the right human capital measurements and HR metrics to allow the organization to calculate and measure the value added by human resources, to determine the ROI and the return on the human capital asset, to measure the outcomes of employment policies and practices and the achievement of EEO and diversity goals, and to benchmark best practices.
D. Ensuring required due diligence, including: uncovering hidden liabilities and assets, identifying vulnerabilities to be corrected, and identifying opportunities to be attacked.
E. Developing HR auditing procedures that become an ongoing and sustainable element of the organization’s internal controls.
F. Developing HR auditing procedures that become an ongoing and sustainable element of the organization’s risk management program.
Learning Objectives
- How effective is your organization’s human resource management?
- Is your human capital helping you achieve organizational objectives?
- Are your employment practices creating material risks and liabilities?
- What are the critical HR risks and due diligence issues that are (should be) addressed in your auditing activities.
- HR professionals
- Risk managers
- Internal auditors
- In-house counsel
- CFOs
- CEOs
- Management consultants
Beginner
For more detail please click on this below link
https://www.complianceglobal.us/product/700016
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