HR Auditing: 2023 Key Issues


HR audits have increasingly become a critical tool in assessing, measuring, and managing the scope and capabilities of an organization. Designed to help focus an organization’s attention on its human resource management practices, policies, procedures, processes, and outcomes, HR audits provide a structured and systematic approach to assessing key questions about the organization level of compliance, it risk management strategy, its internal auditing process, and its human resource management activities. As an auditing process, HR audits are designed to help your organization identify potential and actual problem areas, help assess the effectiveness of HR management activities, help assess weaknesses in HR internal control processes, help assess human capital strategic, and help assess compliance related risks.

Importantly, HR audits consider 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 attempt to indicate the interrelationships and interactions between HR and other management and organizational issues.

Because no two employers are alike, HR audits typically help organizations develop and tailor employment practices, policies, procedures, and processes to meet its specific needs. Properly designed, HR audits should first provide your organization with the “right” questions to ask about various employment practices issues; then help your organization determine the optimal answers.

Thus, while HR audits alone will not guarantee that your workplace will be selected as a “best place to work” or be free from all legal challenges, they will serve as a guide through the maze of human resource management best practices and employment and labor laws and regulations. HR audits 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.

Why Should You Attend:

Surveys of organizations identify the human capital risk as one of the most important risks facing organizations…and one of the least effectively managed.  Surveys of CEOs consistently rank the “availability of key skills” as a critical risk…a risk—that if not effectively managed—can negatively affect the achievement of strategic and business objectives, negatively affect competitiveness, and hamper the organization’s ability to innovate.

HR experts and business leaders further note that misaligned, ineffective, and improper human capital management policies, practices, and processes create financial, operational, and reputational risks that can threaten an organization’s bottom-line, adversely impact sustainability, and reduce the organization’s value for its stakeholders.

Conversely, effective human capital risk management can create a competitive advantage, create new business development opportunities, enhance the effective deployment of resources, and create value.

As a result, organizations that effectively manage their human capital risks can increase the value of their human capital, be better positioned to seize new business opportunities, be more resilient to volatile conditions, and more responsive to political and governmental constraints.  

Areas Covered in the Session:

1) Develop an understanding of key risk management techniques and issues
2) Identify and review the critical issues of human resources management
3) Develop skills in applying risk management techniques in managing human capital related risks
4) Improve your human capital risk management effectiveness using HR audits
5) Review the development of Key Performance indicators (KPIs) and Key Risk Indicators (KRIs)
6) Develop competencies in human capital metrics and human capital scorecards
7) Gain practical insights in using human capital risk management to help your organization seize opportunities and reduce liabilities

Who Will Benefit:

Human resources managers.
Internal and external auditors
CEO and CFOs
Risk managers
Compliance managers
VPs, GMs, Directors, Division Heads, Senior Managers, and Coordinators
Board of Directors



RONALD ADLER is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm that helps organizations enhance the value of their human capital and reduce their exposure to employment practices liability through human capital risk management. Laurdan Associates specializes in HR audits, employment practices liability risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance management issues. Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.

Mr. Adler has served as a consulting expert on work force, 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, EPLI carriers, and international organizations.

Mr. Adler is an internationally recognized thought leader on HR audits and is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices risk assessment process — now in the tenth edition.

As an adjunct professor at Villanova University, Mr. Adler taught a graduate course on HR auditing. He has also served as a certified instructor on employment practices and insurance issues for The CPCU Society, has conducted continuing professional education courses for the American Institute of Certified Public Accountants on “Assessing Employment and Personnel Policies,” and has conducted continuing professional education courses for SHRM, the Institute of Internal Auditors, the Institute of Management Consultants, the Maryland Advanced Tax Institute, and the Maryland CPA Society.

Mr. Adler has testified before the U.S. Senate Finance Committee on unemployment insurance issues and before the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace.

Mr Adler is a member of the Society for Human Resource Management (SHRM) and has served as a subject matter expert (SME) on HR metrics and is a consulting expert on workplace issues to SHRM’s legislative staff. Mr. Adler served on national taskforces developing professional standards in human capital measurement and performance management.

Additionally, Mr. Adler has been a member of the Institute of Internal Auditors, a member of the Maryland Chamber of Commerce and chaired its UI Subcommittee, and a member of the U.S. Chamber of Commerce’s Labor Relations Committee.

Mr. Adler holds a B.S. degree in Finance from the University of Maryland and an M.B.A. degree from Southern Illinois University. He can be reached at 301.762.5794,

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