Human Resources Guidebook

Price: $170.00

CPE Credits: 20.0

Category:

Course Number: HRHRGUSB

human resources

Description:
Attracting and retaining the best employees is a herculean task, perhaps the most demanding one for today’s manager. The Human Resources Guidebook can be a valuable resource for the manager who needs a thorough knowledge of all issues relating to employees. The course describes how to plan for the appropriate staffing and skill levels, 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. It 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. In essence, the Human Resources Guidebook is the one-stop source for anyone who wants to develop a more effective human resources capability. Table of Contents

Delivery Method: Online QAS Self Study.

Level: Overview.

Prerequisites: None

Advanced Preparation: None

Author: Bragg

Publication: February 2015; Updated January 2019

Format: PDF
Pages: 361

Passing Grade: 70%

Exam Policies: Exam may be retaken. Course must be completed within one year of purchase.

CPE Sponsor Info : NASBA/QAS #109234. Click here to view specific state approvals.

By the end of the course participants should 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.

 

Description:
Attracting and retaining the best employees is a herculean task, perhaps the most demanding one for today’s manager. The Human Resources Guidebook can be a valuable resource for the manager who needs a thorough knowledge of all issues relating to employees. The course describes how to plan for the appropriate staffing and skill levels, 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. It 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. In essence, the Human Resources Guidebook is the one-stop source for anyone who wants to develop a more effective human resources capability. Table of Contents

Delivery Method: Online QAS Self Study.

Level: Overview.

Prerequisites: None

Advanced Preparation: None

Author: Bragg

Publication: February 2015; Updated January 2019

Format: PDF
Pages: 361

Passing Grade: 70%

Exam Policies: Exam may be retaken. Course must be completed within one year of purchase.

CPE Sponsor Info : NASBA/QAS #109234. Click here to view specific state approvals.

By the end of the course participants should 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.

 

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