Key issues in HR auditing

Key issues in HR auditing

The importance of HR auditing can be gauged from the fact that it is about employees, an organization’s most valuable resource. It is through HR audits that an organization evaluates its strengths and weaknesses of its most important resource. HR audits have come a long way from the earlier times, when they were considered a set of checklists to be ticked. Today, HR audits in organizations consist of a whole gamut of sustainable and continuous audit activities that relate to critical areas such as governance, compliance and management in the organization.

Important benefits of HR auditing

HR auditing helps organizations:

o  Zero in on not only existing problems relating to HR, but also potential ones

o  Assess the efficacy of HR management practices

o  Understand the deficiencies of the HR internal control processes

o  Evaluate human capital and risks, both from the strategic and compliance-related perspectives

Rightly done HR audits enhance the value of an organization’s human capital and its competitiveness and bring down its susceptibility to employment practices liabilities by advising the management on what corrective steps it needs to take to resolve HR internal control processes.

Most importantly, HR audits should take human capital related risks and opportunities from the standpoint of Enterprise Risk Management (ERM), which leads to higher interaction between HR and management.

Proper ways of carrying out HR auditing

Although most organizations understand the importance of HR auditing and its uses; it is important for them to get the exact ways of implementing it. Getting their HR auditing right is the stepping stone to many important useful and corrective steps.

Risk management is the single most important ingredient that has to go into HR auditing. The proper ways of carrying out HR auditing will be imparted at a two-day seminar from GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance.

The Director of this seminar is Ronald Adler, a president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm that specializes in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance. Ronald brings vast and deep experience in all the areas of HR including HR auditing.

Professionals who wish to benefit from this learning can register for this seminar by logging on to Key issues in HR auditing .

The Director of this seminar will help organizations direct and focus their attention on their human resource management practices, policies, procedures, processes, and outcomes.

Asking the right questions

The foundation to sound HR auditing is to ask the right questions. Sharp, thoughtful, perceptive and insightful, they should prod management into getting into the depths of HR auditing. The ways by which to ingrain the habit of asking the right, meaningful questions will be the major learning this seminar will impart. Ronald will show the ways by which HR auditing needs to learn to throw up a structured and systematic series of questions about core areas such as key compliance, risk management, internal auditing, and human resource management issues to HR, which after all, is the real purpose of HR audits.

An understanding of how to ask these questions should be out of the realization that no two employees that HR auditing policies are focused on are alike. This way, Ronald will give clarity on the distinguishing nature of HR auditing.

HR auditing from the ERM perspective

A core aspect of HR auditing is that it should be inseparably linked to Enterprise Risk Management (ERM) for it to become effective and successful. To make this happen, HR auditing should take a broader and comprehensive view of human capital risks bring the interrelationships and interactions between HR and other functions relating to management and the organization in alignment with each other.

Ronald will explain these, as well as the ways by which HR auditing can help the organization identify and capitalize on potential opportunities and reduce risks.

HR professionals and others related to HR auditing, such as CFO’s, Internal Auditors, External Auditors, Risk Managers, Compliance Officers and COOs can benefit from the lessons learnt at this seminar.

He will cover the following areas at this seminar:

o  Review an overview of employment related risk management and HR Audits

o  Assess human capital risks

o  Develop HR metrics

o  Explore the HR audit model

o  Assess strategic alignment

o  Assess HR management related documents

o  Assess HR management processes and practices

o  Review the practical applications of HR audits.

Validation in accordance with ICH guidelines

Chemical

Professionals in the field of statistical analysis need a clear and perceptive insight into how to understand and interpret statistical concepts used to investigate quantitative ICH Guidelines such as analytical methods validation, procedures and acceptance criteria in calibration limits. Along with these, process and quality controls, as well as ICH Q8 and Q9 also need to be properly and thoroughly understood.

The ICH tripartite-harmonized ICH Guideline on Text, which was previously coded as Q2A, finalized in October 1994 under Step 4, is the guideline the ICH has set out for analytical methods validation. The aim of this guideline is to identify the validation parameters that are required for a number of analytical methods. This guideline also lays down the characteristics and parameters that need to be taken into consideration when validating the analytical procedures that are included in the registration applications.

Likewise, the ICH tripartite-harmonized ICH Guideline on Methodology, which used to be previously coded as Q2B, finalized in November 1996 under Step 4, is the ICH guideline on procedures and acceptance criteria in calibration limits. This guideline extends the ICH guideline on Text, or what is called Q2A (mentioned above) to comprise the actual experimental data required, along with the statistical interpretation, for the validation of a variety of analytical procedures.

Current Step 4 for process and Quality Control

For process and Quality Control, the extant guideline is the Current Step 4 version of the ICH-harmonized Tripartite Guideline. The final draft of this guideline has been recommended for adoption to the regulatory bodies of the three biggest pharmaceutical markets in the world, namely the US, the EU and Japan.

In order to achieve harmonization in Quality, professionals have to meet critical milestones. These include conducting stability studies, the way the studies define relevant limits for the testing of impurities, and following a more malleable approach to pharmaceutical quality that is based on the principles of Good Manufacturing Practice (GMP) risk management. ICH’s Quality guidelines on harmonization relating to Quality cover the following areas:

Get professionally trained on the areas of Validation in accordance with ICH guidelines

Considering the complexity and the breadth of the issues associated with these techniques, which cover both the pharmaceutical and clinical applications, and considering that these techniques apply to a number of area such as stability testing, outlier analysis and risk management; it is necessary and important to undergo professional trainings with which professionals in these areas can clarify a number of doubts.

This is the learning a two-day seminar from GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance, will be imparting. This training will be led by Dr. Alfred Bartolucci, who serves as Emeritus Professor of Biostatistics at the University of Alabama. To enroll for this seminar, please register by logging on to Validation in accordance with ICH guidelines . This seminar has been pre-approved by RAPS as eligible for up to 12 credits towards a participant’s RAC recertification upon full completion.

A clear and deep understanding of statistical concepts

Depth and clarity of understanding of the statistical concepts used for investigating quantitative ICH Guidelines such as analytical methods validation, procedures and acceptance criteria in calibration limits, and process and Quality Control, along with ICH Q8 and Q9 will be the main thrust of this seminar.

This seminar is not a course in statistics, but offers an introduction to an applied approach to the statistical techniques used, and how to reasonably interpret them. This learning will help participants address the various challenges facing pharmaceutical and biotechnology companies when they have to quantify results in a meaningful interpretable manner through tabulations and graphical presentations.

In addition, Dr. Bartolucci will also focus on another important area: What the different regulatory agencies expect of the quantification and development of a sound statistical monitoring of a properly utilized, effective, and efficient process control. He will familiarize the participants with the critical aspects of the statistical methods and explain to them the practical application of these guidelines.