Human Resources Guidebook

Upon successful completion of this course, participants will be able to:

• Cite the circumstances under which shared services can be used in human resources.
• Specify 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.
• Specify 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.
• Specify 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.
• Specify the content of a personal development plan.
• Cite the characteristics of a person on the leadership track.
• Specify 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.
• Specify 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.
• Specify the criteria for determining the status of a contractor.
• Recall the actions that can be taken to manage an unemployment experience rating.
• Specify the issues associated with a use it or lose it provision for earned vacation time.
• Identify the different types of working condition benefits.
• Specify the negative effects of cutting compensation and shifting benefits costs to employees.
• Specify 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.
• Specify 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.
• Specify 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.
• Specify the methods available for destroying personnel records.