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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."
As human resources have taken on new importance in a growing number of organizations, senior management, internal auditors, and human resources staff increasingly recognize the value and importance of sound human resource management. This critical analysis requires an understanding of how the human resources currently affect the organization; what legal and process risks expose the organization to liabilities; and how effective HR management can improve the organization's business, operational, and financial well-being.
Thus HR audits are now seen as a critical management tool, which helps the organization assess the value of the organization's human capital, help the organization identify and assess human capital risks and opportunities, and help in ensuring the proper and effective allocation of resources.
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? This session discusses the development and use of HR Audits in answering these questions and addressing critical risk management and due diligence issues.
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm in Rockville, Md., specializing in HR audits, employment practices risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance issues. Ronald has more than 42 years of HR consulting experience working with U.S. and international firms, small businesses, and non-profits, insurance companies and brokers, and employer organizations. He is a consulting expert on workforce, employment practices, and unemployment insurance issues to Bloomberg BNA, HR Magazine, and other publications and newspapers across the country. His research findings have been used by the Federal Reserve Board, the Equal Employment Opportunity Commission (EEOC), the National Conference of State Legislatures, the National Association of Manufacturers, the National Federation of Independent Business, insurers, and international organizations.