A guide to the human resource body of knowledge

A guide to the human resource body of knowledge

An essential reference for HR professionals and HRCI certification candidates The HRCI® Official Body of Knowledge is the official reference for HR professionals, and a study guide for candidates preparing for the aPHR, PHR, SPHR, GPHR, PHRi, and SPHRi exams. Compiled to help HR professionals to ali...

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Detalles Bibliográficos
Otros Autores: Reed, Sandra M., author (author), Ulrich, Dave, author
Formato: Libro electrónico
Idioma:Inglés
Publicado: Hoboken, New Jersey : Wiley 2017.
Edición:1st edition
Materias:
Personnel management.
Ver en Biblioteca Universitat Ramon Llull:https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009630157406719
Tabla de Contenidos:
  • A Guide to the Human Resource Body of Knowledge[TM]
  • Contents
  • Acknowledgments
  • Acknowledgments from the First Edition
  • About the Author
  • Foreword: HR Rising to the Opportunity
  • HR Career Mosaic
  • HR Certification and Competencies
  • Conclusion
  • Notes
  • Chapter 1. The Human Resource Body of Knowledge: HRBoK[TM]
  • The Building Blocks
  • The HR Profession
  • The Six Domains
  • The Age of Organizational Behavior
  • Structuring Human Resource Departments
  • Department of Labor, Bureau of Labor Statistics, RIASEC
  • Human Resource Manager: Enterprising, Social, Conventional
  • Human Resource Specialist: Enterprising, Conventional, Social
  • Compensation, Benefits, and Job Analysis Specialists: Conventional, Enterprising
  • Training and Development Managers: Conventional, Enterprising, Social
  • Payroll and Timekeeping Clerks: Conventional, Enterprising
  • From HR to Employee Experience
  • The Development of HR Competencies
  • The Exams
  • How the Exams Are Scored
  • How to Prepare for Exams
  • The Importance of Recertification
  • HRBoK[TM]
  • Notes
  • Chapter 2. Business Management and Strategy
  • Introduction
  • General Business Principles
  • Business Entities, Functions, and Structures
  • Less Traditional Structures
  • HR as a Strategic Partner
  • Mission, Vision, and Values
  • Strategic Planning and Analyses
  • Business Metrics
  • Technology at Work
  • Standing on the Shoulders of Giants: Strategies' Leading Experts
  • Organizational Development (OD)
  • Change Management
  • The Psychology of Decision Making
  • Project Management
  • Organizational Restructuring
  • The Role of HR
  • Continuing Development
  • Corporate Governance
  • Suggested Study or Organizational Audit Activities
  • References
  • Chapter 3. Workforce Planning and Employment
  • Introduction
  • Workforce Planning: A Cascading Strategy
  • Job Design.
  • Job Analysis: Characteristics of Jobs
  • Recruiting: Characteristics of People
  • Internal Recruiting Sources
  • External Recruiting Sources
  • Employer Retention Efforts
  • Selection: Matching Jobs to People
  • Preemployment Testing
  • Verifying Applicant Information
  • Special Issues: Negligent Hiring and Polygraph Testing
  • Employee Selection Procedures
  • Negotiations, Offer Letters, and Employment Contracts
  • Employment at Will (EAW)
  • Postoffer and Prehire Activities
  • Special Issues: Affirmative Action Plans and Record Retention
  • Orientation and On-Boarding
  • The Separation Process
  • Exit and Off-Boarding
  • Reductions in Force
  • Metrics
  • Calculating Turnover
  • Cost per Hire
  • Succession Planning
  • Global Workforce Planning
  • Ethical Business Practices
  • Global Staffing Strategies
  • Suggested Study or Organizational Audit Activities
  • Notes
  • References
  • Chapter 4. Human Resource Development
  • Introduction
  • Employee Training
  • Needs Assessments
  • Leadership Development
  • Leadership Styles
  • Leadership Coaching
  • Theories of Motivation
  • Scientific Management-Frederick Taylor
  • Job Characteristics Model-Hackman and Oldman
  • Frederick Herzberg-Motivator Hygiene Theory
  • B. F. Skinner-Operant Conditioning
  • Maslow's Hierarchy of Needs
  • David McClelland's Acquired Needs Theory
  • Victor Vroom's Expectancy Theory
  • Instructional Design
  • The ADDIE Model
  • Other Instructional Design Models
  • Learning
  • Techniques for Training and Instructional Methods
  • Technology in Training
  • Talent Management
  • Performance Management Systems
  • Employee Development
  • Assessing Talent
  • Organizational Development
  • Metrics
  • Special Programs
  • Training Evaluation
  • Expatriation and Repatriation
  • References
  • Suggested Study or Organizational Audit Activities.
  • Case Study: Measuring Return on Investment in HR: A Global Initiative for HR Strategy
  • References
  • Chapter 5. Compensation and Benefits
  • Case Study: Organizational Justice: The Case for Organizational Justice
  • Introduction
  • Strategic Compensation
  • Compensation Philosophies
  • Pay Equity
  • Budgeting for Compensation and Benefits
  • Communicating Total Rewards
  • Designing Pay Systems
  • Job Evaluation
  • Pay Ranges and Comparisons
  • Pay Adjustments
  • Managing Payroll
  • Employee Benefit Programs
  • Needs Assessments
  • Benefits Offerings
  • Leave Benefits
  • Retirement Benefits
  • Compensation and Benefits Outsourcing
  • Expatriate Compensation
  • Tax Issues
  • Pay Premiums
  • Executive Compensation
  • Employment Contracts
  • Base Salary
  • Perks
  • Executive Benefits
  • Incentives
  • Stock Options
  • Reporting
  • Global Executive Compensation
  • Metrics
  • Suggested Study or Organizational Audit Activities
  • Chapter 6. Employee and Labor Relations
  • Introduction
  • Managing the Employee-Employer Relationship
  • Climate and Culture: Assessing Attitudes
  • Positive Employee Relations Strategies
  • Employee Communication and Feedback
  • Employee Handbooks
  • Employee Operational Guides
  • Discipline and Terminations
  • Employee Discipline
  • Employee Terminations
  • Dispute/Grievance Resolution
  • Managing Risk and Responding to Complaints
  • Managing the Union Relationship
  • Union Labor Law
  • Union Organizing
  • The Union Organizing Process
  • Unfair Labor Practices (ULPs)
  • The Election
  • Election Bars
  • Collective Bargaining
  • The Rights of Employees
  • Union Decertification
  • Union Avoidance Strategies
  • Note
  • Suggested Study or Organizational Audit Activities
  • Note
  • Chapter 7. Risk Management
  • Introduction
  • A Focus on Compliance
  • Risk Assessments
  • Self-Inspections
  • Job Hazard Analysis.
  • Injury and Accident Data
  • Historical Data
  • Incidence Rates
  • Injury and Illness Prevention Programs
  • Workplace Injuries and Illnesses
  • Compensation Insurance
  • Crisis Management Plans
  • Return to Work Programs
  • A Focus on Prevention
  • Disaster Preparation and Continuity Planning
  • Workplace Violence
  • Substance Abuse
  • Physical Asset Protection
  • Cyber Vulnerability and Liability
  • Employee Communication and Safety Training
  • Risk Management Techniques
  • Metrics
  • Suggested Study or Organizational Audit Activities
  • Appendix A: Alphabetical Listing of Legal Issues
  • Affirmative Action Plans (AAPs)
  • Age Discrimination in Employment Act of 1967 (ADEA)
  • Americans with Disabilities Act of 1990 (ADA)
  • Australian Federal Privacy Act of 1988
  • Civil Rights Act of 1964 (Title VII)
  • Common Law Doctrines
  • Copyright Act of 1976
  • Davis-Bacon Act of 1931
  • Drug-Free Workplace Act of 1988
  • EEO Survey
  • Employee Retirement Income Security Act of 1974 (ERISA)
  • Executive Orders
  • Fair Credit Reporting Act of 1970 (FCRA)
  • Fair Labor Standards Act of 1938 (FLSA)
  • Family and Medical Leave Act of 1993 (FMLA)
  • Foreign Corrupt Practices Act of 1977
  • Genetic Information Nondiscrimination Act of 2008 (GINA)
  • Glass Ceiling Act of 1991
  • Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IIRIRA)
  • Immigration Reform and Control Act of 1986 (IRCA)
  • International Labour Organization (ILO)
  • International Trade Organizations
  • Mine Safety and Health Act of 1977 (MSHA)
  • Occupational Safety and Health Act of 1970 (OSHA)
  • Organisation for Economic Co-operation and Development (OECD): Guidelines for Multinational Enterprises (MNEs)
  • Patient Protection and Affordable Care Act of 2010 (PPACA, ACA, Obamacare)
  • Pension Protection Act of 2006 (PPA)
  • Privacy Act of 1974.
  • Privacy Shield and Safe Harbor Frameworks
  • Rehabilitation Act of 1973, Sections 501, 503, and 505
  • Sarbanes-Oxley Act of 2002 (SOX)
  • Service Contract Act of 1965 (SCA)
  • Sexual Harassment
  • Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
  • United Kingdom Bribery Act of 2010
  • United States Patent Act of 1790
  • Wage Garnishment Law, Federal
  • Walsh-Healey Public Contracts Act of 1936
  • Worker Adjustment Retraining and Notification Act of 1988 (WARN)
  • Workers' Compensation
  • Quick Reference Guide: Agencies, Court Cases, Terms, and Laws
  • General Record-Keeping Guidelines
  • Appendix B: Four Steps to Domestic Certification
  • Appendix C: Four Steps to Global Certification
  • Appendix D: Some Questions You May Have About Form I-9
  • Appendix E: Sample Affirmative Action Plan
  • Appendix F: OSHA Form 300
  • Appendix G: HRCI's Ethical Standards
  • Professional Responsibility
  • Professional Development
  • Ethical Leadership
  • Fairness and Justice
  • Conflicts of Interest
  • Use of Information
  • Appendix H: Glossary of Terms
  • Index
  • End User License Agreement.

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