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HR auditing: Key issues

Since HR auditing is directly related to the most important resource for an organization –its people –a Human resources audit is perhaps the most important of audits that an organization needs to carry out. HR auditing being the mechanism through which an organization assesses its powers and flaws relating to its most important resources; HR audit is extremely important for an organization.

Ways in which HR auditing helps the organization

One can find a number of uses that HR auditing proffers to organizations. Helping to locate probable and tangible problem areas, evaluating the effectiveness of the HR management activities the organization has put in place, assessing the loopholes of the HR internal control processes, evaluating human capital strategic and compliance related risks, and giving strategic advice on how to take corrective actions for all these issues are among them.

Getting HR auditing right

Most organizations realize the importance of HR auditing and the uses it serves in helping to achieve its ends. Many organizations’ HR also understands that HR auditing is indispensable to the organization, and the need to get it right.

However, when it comes to actual implementation of HR auditing practices; organizations need to understand the exact and precise ways of getting their HR auditing right. This is of crucial importance, mainly because when an organization gets its HR auditing right, it lays the foundation for many constructive and corrective steps.

The properly structured and rightly implemented HR audits will further enhance the value of an organization's human capital and its competitiveness, and at the same time, reduces its vulnerability to employment practices liabilities.

But when HR auditing goes wrong, the whole performance structure goes awry, since wrongly implemented HR auditing techniques can instill the wrong practices.

How do organizations get their HR auditing methods right?

The exact ways by which HR auditing can be inculcated and imbibed in an organization will be the learning a webinar from TrainHR, a leading provider of professional trainings for the HR industry, will be offering.

Ronald Adler, a president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm that specializes in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance, who carries vast experience in all the areas of HR including HR auditing, will be the speaker at this session.

To gain from the vast wealth of his experience and to comprehend the proper ways of carrying out HR auditing rightly in the organization, register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701681?safetyc...

The core purpose of this webinar, which has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI), is to help organizations direct and focus their attention on their human resource management practices, policies, procedures, processes, and outcomes.

The basis to getting HR auditing right is to ask the right questions

No practice of HR auditing will be successful if its practitioners do not know which question to ask. The kind of questions HR asks should be insightful, thoughtful, commonsensical and perceptive. They should throw up critical answers. But how does HR cultivate the thinking needed for asking these kinds of questions?

This is what Ronald will help the participants of this webinar ingrain. The questions that HR professionals have to ask will decide the effectiveness of the HR audits. At this session, Ronald will explain the ways by which HR auditing needs to throw up a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues to HR.

This is the main purpose of these audits. This understanding is built on the realization of the fact that no two employees that HR auditing policies are aimed at are alike. An understanding of this distinctive nature of HR auditing will be imparted at this session.

A rather complex interplay of a number of important factors has given HR auditing the possibility of a new role and importance from 2017. These are some of the factors:

  • The increasing importance of human capital in our present day situation of ever increasing globalization
  • The insufficiency and powerlessness of the current financial institutions in the financial industry to anticipate and check the outbreak of corporate scandals and bring about greater transparency in these institutions
  • The emergence and recognition of the importance of HR auditing as an effective tool for self-audits by leading regulatory bodies and legislations such as the EEOC, the OFCCP, U.S. DOL, the NLRB, and ICE

HR auditing from the ERM perspective

HR auditing is interlinked to Enterprise Risk Management (ERM) when its human capital-related risks and opportunities are considered from the perspective of this discipline. In essence, the meaning of this fact is that HR auditing should take a bigger, holistic view of human capital risks and align the interrelationships and interactions between HR and other functions relating to management and the organization.

In this session, all these aspects of HR, plus an explanation of how HR auditing can be used to help the organization reduce risks and seize potential opportunities, will be explained.

 

 

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