Call us at +1-(707)-743-8122

Login Register

Speaker:


Ronald L. Adler

Ronald L. Adler, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force, workplace, and HR management issues for The Wall Street Journal, HRMagazine, and other publications and newspapers across the country. Mr. Adler's research findings have been used by the Federal Reserve Board, the EEOC, the National Conference of State Legislatures, the National Federation of Independent Business (NFIB), insurers, and international organizations.

Mr. Adler is a frequent lecturer and author on HR management, employment practices, and UI issues. Mr. Adler is the author and editor of the Employment-Labor Law Audit (ELLA), the internationally recognized HR auditing and employment practices liability risk assessment process.

Mr. Adler is an adjunct professor at Villanova University where teaches a graduate level course in HR Auditing. Mr. Adler is also a certified instructor for The Chartered Property Casualty Underwriters (CPCU) Society on employment practices liability and HR auditing issues and has conducted continuing education courses for the American Institute of Certified Public Accountants (AICPA) and the Society for Human Resource Management (SHRM) on HR management and HR auditing topics. Additionally Mr. Adler has served as an adjunct instructor at the Baltimore City Community College on workplace diversity and sexual harassment.

Mr. Adler is an appointee to State of Maryland's Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State's UI Funding Task Force, the UI Advisory Committee, and the state's Workforce Training Initiative. Mr. Adler has served as a moderator at the State of Maryland's Annual Human Relations Conference and at the state's Annual Small Business Conference.

Live Webinars

Industry: HR Compliance

Duration: 90 Minutes

Date: 2020-03-05

Time: 10:00 AM PST | 01:00 PM EST

The purposes of an organization's Human Resources department are to add value, make the organization more competitive, and help the organization achieve its business objectives. The purposes of HR metrics are to help communicate the value-added, demonstrate the contribution of human capital, and measure employment-related risks. 

Thus, to become a strategic partner, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and metrics? Including HR metrics. HR metrics help communicate the value added by the HR function, demonstrate the contribution of human capital, and measure employment-related risks. This webinar discusses the use of HR metrics as a core competency.

This new 2020 HR Metrics session reviews the utilization of HR metrics and analytics and as a key competency, reviews the role they play in helping the business make critical business conclusions, discusses the computation of employment practices risk, and provides a list of more widely used HR metrics.

Industry: HR Compliance

Duration: 90 Minutes

Date: 2020-04-13

Time: 12:00 PM PST | 03:00 PM EST

Numerous external forces and factors have an impact on the purpose, scope, and demand for 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 organization's human capital is the source of innovation and a driver of business success.

Second, a confluence of economic, political, and social factors, including stockholder, plaintiffs, and third-party initiatives, have resulted in increased statutory and regulatory requirements, the 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 increasing resources to conduct 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 as a "best practice."

Industry: HR Compliance

Duration: 90 Minutes

Date: 2020-06-08

Time: 10:00 AM PST | 01:00 PM EST

The purposes and the scope of employee handbook policies and the practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of an organization-wide management process that maximizes organizations' achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.

To increase the effectiveness of their employment policies, organizations will have to:

  • Enhance their business, operational, and legal intelligence to ensure they have identified the changing external and internal factors that affect their policies
  • Increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment
  • Establish new metrics to assess handbook policy and practices performance and measure the achievement of organization goals
  • Implement internal controls that identify and alert management when employee handbook process failures occur

Thus employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally they will have to:

  • Enhance the employment brand
  • Play a key role in recruitment and retention
  • Enhance employee relations, employee morale, and productivity
  • Contribute to uniform and consistent application, interpretation, and enforcement of organizational policies and rules
  • Protect the organization against claims of improper employee/supervisor conduct
  • Reduce the organization's exposure to employment related liabilities

From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.

Chronicles

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

It is increasingly assumed that HR professionals have a working knowledge of the key tactical and operational metrics that measure the role and the value of HR. However, as HR moves into higher positions within their organizations and as managing human capital becomes more critical to their organizations success, HR professionals must increasingly also have a working knowledge of the key strategic metrics. That means that HR professionals must be able to identify and present key HR metrics that will help their organizations make critical decisions, identify and plan for risks, and improve the bottom line.  

Strategic HR metrics play an increasingly important role.

Such metrics as the Revenue-per-Employee (RPE) and the Return on Investment (ROI) are now standard measurements and ones that should be regularly measured human resources. Other metrics such as implemented impact of innovations on corporate revenue and the recruiting and employer branding effectiveness are also gaining attention. Together these and other important metrics are becoming important metrics that should be measured and watched. 

As organizations increasingly place value on business metrics, HR will need to identify and update the strategic and operational metrics that it measures and reports.  

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

Almost 100,000 discrimination charges were filed with EEOC and state Fair Employment Agencies in the fiscal year 2013 that resulted in more than $300 million in non-litigated awards. According to a study conducted by Seyfarth Shaw LLP law-firm, the top 10 private plaintiff employment discrimination class action lawsuits cost employers more than $350 million.

Unfortunately without ongoing training, supervisors, even organizations with the best intentions make mistakes and costly ones at that. This audio conference by seasoned speaker Ronald Adler is designed to help organizations provide supervisors and managers with the basic tools to help them manage their subordinates effectively and lawfully. This session also provides attendees with actionable information to reduce their organizations’ exposure to employment discrimination claims.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

Leading organizations are using metrics to drive decisions around people. But how can we move from measures to analysis? Oftentimes, HR focused metrics fall short of delivering the types of insight business leaders need to drive business impact. This webinar will provide tools and strategies for using descriptive analytics, diagnostic analytics, and prescriptive analytics in Human Resources in a manner that will initiate better people intelligence. Participants will learn what it takes to make the transition from operational reporting to strategic analytics and impact.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

There are numerous external and internal forces and factors that have an impact on organizations. Increasingly this list includes the strategic, tactical, and legal activities of managing their human capital. Like the management of their financial capital, effective management of organizations’ human capital plays a critical role in determining their success. And like the benefits of financial audits, HR audits provide management with a method of determining whether human capital is effectively used, where human capital is incorrect – or unlawfully — used, and how to improve human capital return on investment.

HR audits are designed to help organizations focus their attention on their human resource management practices, policies, procedures, processes, and outcomes by providing them with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues. As an auditing process, HR audits are designed to help organizations identify potential and actual problem areas, help assess the effectiveness of HR management activities, help assess weaknesses in HR internal control processes, and help assess human capital strategic and compliance-related risks. HR audits then typically provide suggestions for corrective action.

Importantly, the HR audit process considers human capital related risks and opportunities from an enterprise risk management (ERM) perspective. That is, HR audits take a holistic approach in assessing human capital risks and attempts to indicate the interrelationships and interactions between HR and other management and organizational issues.

Recognizing that no two employers are alike and that the practices, policies, and processes that may be appropriate and effective for multinational corporations may not be appropriate for small and medium-size companies or non-profits, HR audits are typically designed to help organizations develop and tailor their employment practices, policies, procedures, and processes to meet their specific needs. Thus, HR audits typically provide organizations with the “right” questions to ask about various employment practices issues; then help them determine the optimal answer.  

While a human resources audit program alone will not guarantee that an organization’s workplace will be selected as a “best place to work” or be free from all legal challenges, it will serve as an important guide through the maze of human resource management best practices and employment and labor laws and regulations. As a result, an HR audit will further enhance the value of your organization’s human capital, enhance your organization’s competitiveness, and reduce your organization’s exposure to employment practices liabilities.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

It is increasingly assumed that HR professionals have a working knowledge of the key tactical and operational metrics that measure the role and the value of HR. However, as HR moves into higher positions within their organizations and as managing human capital becomes more critical to their organizations’ success, HR professionals must increasingly also have a working knowledge of the key strategic metrics. That means that HR professionals must be able to identify and present key HR metrics that will help their organizations make critical decisions, identify and plan for risks, and improve the bottom line. 
Strategic HR metrics play an increasingly important role.
Such metrics as the Revenue-per-Employee (RPE) and the Return on Investment (ROI) are now standard measurements and ones that should be regularly measured human resources. Other metrics such as Implemented Impact of Innovations on Corporate Revenue and the Recruiting and Employer Branding Effectiveness are also gaining attention. Together these and other important metrics are becoming important metrics that should be measured and watched.As organizations increasingly place value on business metrics, HR will need to identify and update the strategic and operational metrics that it measures and reports.