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This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, ...more

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1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.


The changing nature of HR management demands that HR professionals participate and contribute fully to their organizations as true strategic business partners. An audit helps an organization understand whether its HR practices help, hinder, or have little impact on its business goals. 

The audit also helps quantify the results of the department's initiatives and provides a road map for necessary changes. Audits can also help the organization achieve and maintain world-class HR practices.

A systematic formal process like any other audit, the HR audit is designed to objectively review and evaluate the strategies, policies, processes and procedures, structure, systems, and documents of the organization’s human resource management in view of enhancing organizational performance. It does so by:

  • Ensuring that legal compliance and governance requirements are being met
  • Confirming that business and talent management objectives are achieved
  • Identifying, assessing, and managing human resources management risks
  • Warranting the organization’s human resources add value

The HR audit is based on the principle that HR processes are dynamic and have to be re-addressed and refreshed constantly if they are to keep on being quick to respond to needs that are changing all the time.

HR audit, thus, contributes toward the best possible use of internal resources and maximizing the effectiveness of human capital in the organization. At the same time, it is useful in streamlining the HR processes and practices with the industry's best practices and standards.

Why you should Attend

Human Resource audits are used to assess the compliance of your HR policies and procedures. They can diagnose issues before they become real problems and help you find the right solutions. But HR compliance audits can be used for more than just defining risk. They can be used to identify what you are doing right, help you improve inefficiencies, and reduce costs.

Areas Covered in the Session

  • The HR Audit as a risk management function
  • Planning and developing an audit plan of action
  • Determining the key functions of HR to audit
  • Who should conduct your HR Audit?
  • The steps to auditing your HR function
  • Analysis and use of audit results
  • Developing action plans for improvement
  • The importance of conducting a regular audit of the HR function

Who Will Benefit

  • Leaders
  • HR Professionals
  • Managers
  • Supervisors
  • Business Owners

Speaker Profile

Steven G. Meilleur, Ph.D., SPHR – is President, CEO – PRAXIS Management Solutions, LLC, a New Mexico-based management consulting firm specializing in human resources, employee relations, leadership, training & organizational development, organizational research and assessment, strategic & operational planning, and non-profit organization management and governance. Dr. Meilleur has more than 40 years of management and executive-level experience in human resources, risk management, and organizational management in the private non-profit public, and private for-profit sectors.

Dr. Meilleur also serves as Senior Vice-President and Risk Services Consultant for Human Resources and Employment with Poms & Associates, a national risk services and insurance brokerage firm. His previous work experience includes public, private, and nonprofit organizations, in executive and management capacities.

He is also on the faculty of the UNM School of Public Administration in the graduate program, teaching in the areas of human resource management, nonprofit organization management, leadership, dispute resolution, organizational change, and human resource development. He has spoken at numerous conferences and workshops across the country, and is a published author in the areas of human resources, marketing, leadership and management development, organizational change and innovation, non-profit organization management, and board development.

Dr. Meilleur received a BA in English Literature and Education from Bucknell University, an Executive MBA from the University of New Mexico's Anderson Graduate School of Management, and his Ph.D. in Leadership and Organizational Learning from UNM. He received his certification as a Senior Professional in Human Resources (SPHR) by the Society for Human Resource Management in 1995.