Develop a strong HR audit plan and gain a better understanding of your organizations needs.
Increasingly, human capital is an organizations most important asset its certainly one of its largest expenses. It also exposes organizations to material risks. Yet many of the management techniques and assessment tools used to manage and assess other assets and processes of the organization have not been applied to HR. That is changing. As the implications and risks of misaligned, mismanaged and unlawful employment practices become more obvious, organizations are increasingly turning to HR audits to help them align human resource management with business objectives, to measure the impact and results of HR activities, to assist in performing due diligence and to help ensure compliance. To help you improve the effectiveness of your HR auditing activity, this topic reviews and discusses current HR auditing techniques, techniques of employment practices risk assessment, key HR audit areas and the five critical components of an HR audit.
HR Audits: Background
ï The Evolving Purposes and Objectives of HR Audits
ï Assessing Human Capital Risk
ï Assessing the Value of Human Capital
ï The Importance of Human Capital Metrics
ï The Use of HR Audit Tools
Developing an Audit Plan of Action
ï Where to Begin
ï What to Include
ï Communicating Audit Results
The Five Critical Components of HR Audits
ï Risks and Opportunities
ï Internal Controls
Key Audit Areas
ï Strategic Alignment
ï Employment Policies, Practices, Procedures and Policies
ï Organization Culture and Values
ï Employment Brand and Image
ï Employee Surveys
Ronald Adler with Laurdan Associates, Inc.
HR Certification Institute ,CPE ,SHRM ,Additional credit may be available upon request.