Developing an Effective HR Audit and Compliance Committee
Why Should you Attend:
There are numerous external forces and factors that have an impact on the demand and scope of HR management and 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, an 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 corporate scandals, the failure of the financial industry to adequately assess risks, and increasing stockholder initiatives, have resulted in increased statutory and regulatory requirements, a 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 more resources to conducting assessments of employment policies and practices. As a result, the EEOC, the OFCCP, U.S. DOL, and ICE have advised employers that they consider self-assessments and HR audits a "best practice," and a method of reducing liability.
In this environment, HR audits can improve the value of your human capital, while helping you to reduce your exposure to employment related liabilities.
Objectives of the Presentation:Understanding the difference between a return and an adjustment
Understand HR Auditing current uses
Learn the role HR audits play in corporate management
Gain an understanding of the economic, political, regulatory, and social factors affecting HR audits
Learn the key factors in using, managing, and reporting HR auditing tools
Review the use of HR Audit Scorecards
Learn the key issues used by HR audit committees to manage HR audits