Overview of Employment Related Risk Management and HR Audits 2017
Overview:
HR audits are designed to help your organization focus its attention on its human resource management practices, policies, procedures, processes, and outcomes by providing you with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues. As a process, HR audits are designed to help your organization identify potential and actual problem areas, help assess the effectiveness of current HR management activities, help assess weaknesses in HR internal control processes, and help assess human capital strategic and compliance related risks. HR audits should additionally provide suggestions for corrective action.
Importantly, HR audits should consider human capital related risks and opportunities from an enterprise risk management (ERM) perspective. That is, your HR audits should take a holistic approach in assessing human capital risks and attempt 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, your HR audit activities should be designed to help your organization develop and tailor employment practices, policies, procedures, and processes to meet your specific needs. Your HR audit activities should first provide your organization with the "right" questions to ask about various employment practices issues; then helps you determine the optimal answer for your organization.
The HR audit areas in this program provide you with the right questions to ask about your human resource management activities. More importantly, it provides you with a positive method to identify and take corrective measures.
Why should you attend:
Numerous studies have identified the growing critical importance of human capital. Human capital determines that long term success of an organization. Human capital - and its management - can also create significant liabilities. Managing this risk has become a critical activity for most organizations; and one that represents important opportunities.
Human capital related risks can significantly threaten an organization and are routinely recognized for their negative impact on an organization. At the same time these risks are noted as "one of the risks least effectively managed." They are risks that when improperly managed create significant strategic, financial, operational, and reputational liabilities. As a result, these risks threaten the management and sustainability of the organization and reduce its value.
Thus, organizations are buying into advanced techniques to better manage their human resources - this includes the use of HR auditing techniques. No longer merely checklists of do?s and don?ts, HR audits have become a continuous, sustainable, comprehensive audit activity that assesses the governance, compliance, and management of the organization?s human resources management practices, liabilities, and potential opportunities. HR audits increasing provide assurance that risks are properly identified and managed; that HR activities are aligned with organizational objectives; and that compliance and governance requirements are being met.
This workshop reviews the current risk management risks, discusses the use of HR audits and HR audit techniques, and analyzes how HR audits can be used to help organizations reduce risks and seize potential opportunities.
Areas Covered in the Session:
• Review an overview of employment related risk management and HR Audits
• Assess human capital risks
• Develop HR metrics
• Explore the HR audit model
• Assess strategic alignment
• Assess HR management related documents
• Assess HR management processes and practices
• Review the practical applications of HR audits
Who will benefit:
• HR Professionals
• CFOs
• Internal Auditors
• External Auditors
• Risk Managers
• Compliance Officers
• COOs
Agenda:
Day 1 Schedule
Lecture 1:
Introduction to HR Audits
• Background of HR audits
• Evolution of HR audits
• Developing an HR audit plan
• Identifying key HR audit issues
Exercise: Pre-HR Audit Questionnaire
Lecture 2:
Assessing Human Capital Risks
• Discussion of risk management issues
• Determining human capital risks
• Developing Key Risk Indicators (KRIs)
• Discussion of human capital risk mitigation and risk appetite
Exercise: The Employment Practices Liability Risk Assessment Tool
Exercise: Mapping capital human risks
Lecture 3:
Developing HR Metrics
• Discussion of HR metrics
• Determining relevant human capital measures
• Developing Key Performance Indicators (KPIs)
• Developing HR audit dashboard
Lecture 4:
HR Audit Model
• Discussion of the critical compone
HR audits are designed to help your organization focus its attention on its human resource management practices, policies, procedures, processes, and outcomes by providing you with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues. As a process, HR audits are designed to help your organization identify potential and actual problem areas, help assess the effectiveness of current HR management activities, help assess weaknesses in HR internal control processes, and help assess human capital strategic and compliance related risks. HR audits should additionally provide suggestions for corrective action.
Importantly, HR audits should consider human capital related risks and opportunities from an enterprise risk management (ERM) perspective. That is, your HR audits should take a holistic approach in assessing human capital risks and attempt 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, your HR audit activities should be designed to help your organization develop and tailor employment practices, policies, procedures, and processes to meet your specific needs. Your HR audit activities should first provide your organization with the "right" questions to ask about various employment practices issues; then helps you determine the optimal answer for your organization.
The HR audit areas in this program provide you with the right questions to ask about your human resource management activities. More importantly, it provides you with a positive method to identify and take corrective measures.
Why should you attend:
Numerous studies have identified the growing critical importance of human capital. Human capital determines that long term success of an organization. Human capital - and its management - can also create significant liabilities. Managing this risk has become a critical activity for most organizations; and one that represents important opportunities.
Human capital related risks can significantly threaten an organization and are routinely recognized for their negative impact on an organization. At the same time these risks are noted as "one of the risks least effectively managed." They are risks that when improperly managed create significant strategic, financial, operational, and reputational liabilities. As a result, these risks threaten the management and sustainability of the organization and reduce its value.
Thus, organizations are buying into advanced techniques to better manage their human resources - this includes the use of HR auditing techniques. No longer merely checklists of do?s and don?ts, HR audits have become a continuous, sustainable, comprehensive audit activity that assesses the governance, compliance, and management of the organization?s human resources management practices, liabilities, and potential opportunities. HR audits increasing provide assurance that risks are properly identified and managed; that HR activities are aligned with organizational objectives; and that compliance and governance requirements are being met.
This workshop reviews the current risk management risks, discusses the use of HR audits and HR audit techniques, and analyzes how HR audits can be used to help organizations reduce risks and seize potential opportunities.
Areas Covered in the Session:
• Review an overview of employment related risk management and HR Audits
• Assess human capital risks
• Develop HR metrics
• Explore the HR audit model
• Assess strategic alignment
• Assess HR management related documents
• Assess HR management processes and practices
• Review the practical applications of HR audits
Who will benefit:
• HR Professionals
• CFOs
• Internal Auditors
• External Auditors
• Risk Managers
• Compliance Officers
• COOs
Agenda:
Day 1 Schedule
Lecture 1:
Introduction to HR Audits
• Background of HR audits
• Evolution of HR audits
• Developing an HR audit plan
• Identifying key HR audit issues
Exercise: Pre-HR Audit Questionnaire
Lecture 2:
Assessing Human Capital Risks
• Discussion of risk management issues
• Determining human capital risks
• Developing Key Risk Indicators (KRIs)
• Discussion of human capital risk mitigation and risk appetite
Exercise: The Employment Practices Liability Risk Assessment Tool
Exercise: Mapping capital human risks
Lecture 3:
Developing HR Metrics
• Discussion of HR metrics
• Determining relevant human capital measures
• Developing Key Performance Indicators (KPIs)
• Developing HR audit dashboard
Lecture 4:
HR Audit Model
• Discussion of the critical compone
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