As governmental agencies bulk up their auditing staff and commit increased resources to assessing employers' wage and hour and employment law compliance, employers are increasingly in the investigative bull's-eye. The target of these investigations: employers' improper, unlawful, and/or discriminatory management policies, practices, and processes. The compliance risks resulting from these assessments are significant and can include fines and penalties, debarment, loss of contracts, criminal sanctions — including jail time — and the loss of managerial prerogatives.

Human capital risks from misaligned and ineffective HR management policies and practices pose similar material risks: from damaging an organization's employment brand and reputation and hindering innovation and productivity, to preventing the organization from achieving its business objectives, reducing its competitiveness, and destroying the value of its human capital.

In response to governmental action and in an effort to improve the value of their human capital, employers are increasingly turning to HR audits to profile and assess their risk exposure, assess internal controls, improve risk management outcomes, demonstrate a "culture of compliance," and enhance the ROI of human capital.  Additionally HR audits are becoming an integral part of an organization's internal controls and strategic management activities. This program is designed for HR professionals, risk managers, internal auditors, in-house counsel, insurers and brokers, and management consultants or other individuals who want to learn how to use HR auditing to identify and assess human capital related risks.

Join Ronald Adler, CEO of Laurdan Associates, a human resources management consulting firm specializing in HR audits and employment practices liability risk management, as he:

• Explains the process of HR auditing
• Reviews the Five Critical Components of an HR Audit
• Examines the factors that affect your organization's exposure to human capital related risks
• Outlines questions you should consider before undertaking HR audits
• Identifies various tools you can use to prepare for, conduct, and evaluate results of HR audits
• Discusses who should be involved in the HR auditing process
• Reviews the pros and cons of conducting HR audits
• Provides an action plan for comprehensive HR auditing
• Tells you what should do once you've completed your audit
• Answers your questions about costs and resources associated with HR auditing, employment practices liability insurance, employee and management training essential to risk management, and more

Ronald Adler, CEO, Laurdan Associates