Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance.He has more than 37 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 is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is a certified instructor on employment practices for the CPCU Society and has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.
Unlike other human resource management issues, unemployment insurance (UI) management issues have a direct impact on an organization's tax liability, and since taxes reduce profitability, on its bottom line.
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization:
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization:
Employee handbooks have become a valuable tool in providing important information to employees.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
HR audits are designed to help your organization focus its attention on its human resource management practices
Effective HR metrics are not developed in a vacuum.
HR audits are designed to help your organization focus its attention on its human resource management practices, policies, procedures
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
Effective HR metrics are not developed in a vacuum.
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
Effective HR metrics are not developed in a vacuum.
HR audits are designed to help your organization focus its attention on its human resource management practices, policies, procedures
HR audits are designed to help your organization focus its attention on its human resource management practices,
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, it business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
Effective HR metrics are not developed in a vacuum.
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.
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and help identify and manage risks.
Effective HR metrics are not developed in a vacuum.
The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and help identify and manage risks.
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.
The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and help identify and manage risks.
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.
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
Effective HR metrics are not developed in a vacuum.
The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and help identify and manage risks.
The purposes and the scope of employee handbook policies and the practices are changing and expanding.
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.
Effective HR metrics are not developed in a vacuum.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees.
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.
The purposes and the scope of employee handbook policies and practices are changing and expanding.
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.
Employee handbooks are a critical tool in providing important information to employees.
The purposes and the scope of employee handbook policies and practices are changing and expanding.
Employee handbooks are a critical tool in providing important information to employees.
Effective HR metrics are not developed in a vacuum.
The purposes and the scope of employee handbook policies and practices are changing and expanding.
Employee handbooks are a critical tool in providing important information to employees.
The purposes and the scope of employee handbook policies and practices are changing and expanding.
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.
Effective HR metrics are not developed in a vacuum.
Employee handbooks are a critical tool in providing important information to employees.
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.
The purposes and the scope of employee handbook policies and practices are changing and expanding.
The purposes and the scope of employee handbook policies and practices are changing and expanding.
The purposes and the scope of employee handbook policies and practices are changing and expanding.
Employee handbooks are a critical tool in providing important information to employees.
The purposes and the scope of employee handbook policies and practices are changing and expanding.
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.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in.
Employee handbooks are a critical tool in providing important information to employees.
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.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, its business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
Employee handbooks are a critical tool in providing important information to employees.
The purposes and the scope of employee handbook policies and practices are changing and expanding
Employee handbooks are a critical tool in providing important information to employees
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.
Employee handbooks are a critical tool in providing important information to employees
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.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, its business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees
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.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, its business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees
Employee handbooks are a critical tool in providing important information to employees.
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.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, its business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees
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.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, its business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees
Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in.
Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, its business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees
Employee handbooks are a critical tool in providing important information to employees.
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.
Effective HR metrics are not developed in a vacuum.
Employee handbooks are a critical tool in providing important information to employees
Employee handbooks are a critical tool in providing important information to employees.
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.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees.
Unlike other human resource management issues, unemployment insurance (UI) management issues have a direct impact on an organization's tax liability, and since taxes reduce profitability, on its bottom line.
Employee handbooks are a critical tool in providing important information to employees.
Employee handbooks are a critical tool in providing important information to employees.
Effective HR metrics are not developed in a vacuum.
Unlike other human resource management issues, unemployment insurance (UI) management issues have a direct impact on an organization's tax liability, and since taxes reduce profitability, on its bottom line.
