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Human Resources Guidebook - A Comprehensive Reference - Second Edition

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Course Description

The course describes how to plan for the appropriate staffing and skill levels in a business, as well as how to design jobs and tailor recruiting campaigns to attract the correct types of candidates. There is extensive coverage of employee development, including career development, training programs, and succession planning. The course also notes the many types of compensation and benefits, as well as their tax implications, and finishes with coverage of legal issues, including discrimination, related laws, and records management requirements.

Learning Objectives

Cite the circumstances under which shared services can be used in human resources. Note the uses to which job rotation can be put, as well as the best utilization system for dealing with top talent. Identify the uses of job descriptions, and how they are compiled. Note the factors that must be incorporated into workforce planning. Recall the human resources planning response to a decline in sales. Cite the tools used to recruit for job candidates, as well as to avoid the need for recruiting. State the techniques used to locate those job applicants that are the best fit for a position. Recall the ways to avoid discrimination claims arising from an interview. Note the effects that can skew an interviewer in favor of a particular candidate. Identify the methods available for rapidly assimilating new employees. Identify the techniques available for improving the work environment, as well as their advantages and disadvantages. Note the content of a personal development plan. Cite the characteristics of a person on the leadership track. Note the role of succession plan administration. Identify the techniques used to improve the effectiveness of training. Define the types of ranking systems used in performance evaluation. State the objectives associated with terminating employment. Recall the topics covered with an employee when he or she is terminated. Cite how compensation positioning is used to set compensation levels. Note the compensation problems associated with the piece rate system. Recall the nature of the compensation issues for an exempt employee. Identify the tax issues associated with employee benefits. Identify the nature of a defined contribution retirement plan. Recall the characteristics of phantom stock. Note the criteria for determining the status of a contractor. Recall the actions that can be taken to manage an unemployment experience rating. Note the issues associated with a use it or lose it provision for earned vacation time. Identify the different types of working condition benefits. Note the negative effects of cutting compensation and shifting benefits costs to employees. Note the methods used to compile the various labor-related budgets, and the uses of each budget. Identify when certain payroll-related taxes are more likely to be recognized during a calendar year. State the reasons why employees might want to join a union, and the process flow of the union certification process. Note the filing process for an unfair labor practice claim. Recall the management role for the industrial relations staff. Identify the protected classes under anti-discrimination laws. Cite the roles of the federal agencies tasked with monitoring discrimination and affirmative action issues. Identify the laws governing discrimination and the availability of insurance coverage for terminated employees. Note the situations in which various human resources metrics should be used. Define the types of record keeping needed to document equal employment and other federal laws. Identify the types of documentation used for the different types of warnings. Recall the methods used to prevent unauthorized access to personnel records. Note the methods available for destroying personnel records. Chapter 1 Introduction to Human Resources Cite the circumstances under which shared services can be used in human resources. Chapter 2 Human Resources Strategy Note the uses to which job rotation can be put, as well as the best utilization system for dealing with top talent. Chapter 3 Job Analysis Identify the uses of job descriptions, and how they are compiled. Chapter 4 Workforce Planning Note the factors that must be incorporated into workforce planning. Recall the human resources planning response to a decline in sales. Chapter 5 Recruitment Cite the tools used to recruit for job candidates, as well as to avoid the need for recruiting. Chapter 6 Applicant Evaluation and Selection State the techniques used to locate those job applicants that are the best fit for a position. Recall the ways to avoid discrimination claims arising from an interview. Note the effects that can skew an interviewer in favor of a particular candidate. Chapter 7 Employee Assimilation Identify the methods available for rapidly assimilating new employees. Chapter 8 The Work Environment Identify the techniques available for improving the work environment, as well as their advantages and disadvantages. Chapter 9 Career Development Note the content of a personal development plan. Cite the characteristics of a person on the leadership track. Chapter 10 Employee Training Identify how training comprehension can be improved. Chapter 11 Succession Planning Note the role of succession plan administration. Chapter 12 Performance Evaluation Define the types of ranking systems used in performance evaluation. Chapter 13 Termination of Employment State the objectives associated with terminating employment. Recall the topics covered with an employee when he or she is terminated. Chapter 14 Employee Compensation Cite how compensation positioning is used to set compensation levels. Note the compensation problems associated with the piece rate system. Recall the nature of the compensation issues for an exempt employee. Chapter 15 Employee Benefits Identify the tax issues associated with employee benefits. Identify the nature of a defined contribution retirement plan. Recall the characteristics of phantom stock. Note the criteria for determining the status of a contractor. Recall the actions that can be taken to manage an unemployment experience rating. Note the issues associated with a use it or lose it provision for earned vacation time. Identify the different types of working condition benefits. Chapter 16 Cost Reduction Concepts Note the negative effects of cutting compensation and shifting benefits costs to employees. Chapter 17 Human Resources Budgeting Note the methods used to compile the various labor-related budgets, and the uses of each budget. Identify when certain payroll-related taxes are more likely to be recognized during a calendar year. Chapter 18 Labor Unions State the reasons why employees might want to join a union, and the process flow of the union certification process. Note the filing process for an unfair labor practice claim. Recall the management role for the industrial relations staff. Chapter 19 Discrimination Issues Cite the roles of the federal agencies tasked with monitoring discrimination and affirmative action issues. Chapter 20 Laws Impacting Human Resources Identify the laws governing discrimination and the availability of insurance coverage for terminated employees. Chapter 21 Human Resources Metrics Note the situations in which various human resources metrics should be used. Chapter 22 Records Management Define the types of record keeping needed to document equal employment and other federal laws. Identify the types of documentation used for the different types of warnings. Recall the methods used to prevent unauthorized access to personnel records. Note the methods available for destroying personnel records.

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Learning Format 20.0 Hours
Self-Study / On-Demand

Credit Type(s)
Management Advisory

Knowledge Level
Overview