検索対象: Human Resources Kit FOR DUMMIES 3RD EDITION
Appendix Aboutthe CD ル な / 2 れ イ な Getting the lowdown on the system requirements Using the CD with Windows and Mac Exploring the CD contents 第 ・ 一 Troublesh00ting if something goes wrong ere's what you'll find on the Human Resources Kit For Dummies CD: / More than 50 documents, including policies, forms, and contracts / Adobe Reader, for viewing the PDF documents / OpenOffice, for viewing the Word documents If you're reading this in an electronic format, please go to http : / /book support . wiley. com for access tO the additional content. S s 揃 eq 財 i e お Make sure that your computer meets the following minimum system requirements: / A PC running Microsoft Windows or a Mac running OS X / A CD-ROM drive If your computer doesn't meet these requirements, you may have problems using the software and files on the CD.
338 Human Resources Kit FO 「 Dummies, 3 「 d Edition 加 the TO install the items from the CD t0 your hard drive' f0110W these steps. 1. lnsert the CD intO your computer's CD-ROM drive. The license agreement appears. ル 0 ー 0 Ⅳ ー れ dO s users: The interface won't launch if you have autorun disabled. ln that case, choose Start<Run. ln the dialog box that appears' type D:\Start. exe. (Replace D with the proper letter if your CD drive uses a different letter. If you don't ow the letter, see how your CD drive is listed under MY Computer. ) Click OK. 0 セ s 知 慨 住 c users: When the CD icon appears on your deskt0P' double- click the icon tO open the CD and double-click the Start icon. SO , note that the content menus may not function expected VerSi()nS 0f safari and Firefox; however, the documents are available bY navigating to the Documents folder. 2. Read through the license agreement and then click the Accept b on if yo 題 want t0 use the CD. The CD interface appears. The interface allows you tO browse the contents and install the programs with just a click 0f a button ()r two). ん t 'tt イ the The following sections are arranged by category and provide a summary Of the software and 0ther goodies you'll find on the CD. If you need help with installing the items provided on the CD, refer tO the installation instructions in the preceding section. The CD contains the following two programs: / Adobe Reader, を om Ad0be: Ad0be Reader allows you t0 view the PDF documents on the CD. For information about all the features and controls in Adobe Reader, be sure t0 check out the Ad0be Reader Help file or visit wtNW. adobe . com/products/reader . h し Ⅲ 1. / ・ OpenOffice, を om Apache: Use OpenOffice tO view the Word files on the CD ()f you don't already have Microsoft Word installed on your if you already have Word, you don't need t0 download computer OpenOffice). You can find more about OpenOffice by reading the Help file or visiting www. openoffice . org.
TabIe of Contents 1 1 ワ っ 0 C'O 4 -4 4 【 戸 0 【 【 【 。 6 6 7 9 0 1 ワ ~ つ け 5 。 6 イ 「 ー 8 9 、 0 1 3 4 戸 0 06 「 ー ル 0 イ 財 ct ル About This BOOk.. Conventions Used in This B00k What You're N0t tO Read.. F001ish Assumptions.. How This Book ls Organized.. Part I: Scoping Out the HR RO 厄 Part II: Putting the Right People in the Right Places .. Part Ⅲ : Keeping Your Best People.. Part Ⅳ : DeveIoping Your Employees .. Part V: Law and Order.. Part Ⅵ : The Part of Tens.. Appendix.. The CD.. lcons Used in This B00k .. Where tO GO from Here.. ル な 1 : 叩 加 4 Out the Chapter 1 : The WorId 0f Human Resources.. Grasping Key HR Responsibilities.. BuiIding Your Team: Staffing Strategically.. Keeping Your Best People: The Art 0f Retention .. Training and Developing Employees L00king At the Legal Aspects 0f HR Chapter 2 : Setting the Stage: Key HR Trends Working As a Strategist, NOt Just an Administrator Taking Techn010gy tO the Next Level Understanding the Specialist Economy.. Building Workforce Flexibility Making Workforce Diversity Work for Your Organization.. Easing the Work/Life Conflict.. Managing Rising Healthcare COSts Chapter 3 : HR TechnoIogy Systems and SociaITooIs. The Growth of HR-Related Techn010gy Human Resources lnformation Systems.. Applicant tracking systems Employee profile systems
6 Human Resources Kit FO 「 Dummies, 3 『 d Edition The collection of forms is pretty comprehensive, but your situation may be unique. When in doubt, the best practice is always tO contact a knowledge- able and experienced lawyer whO specializes in this area. lcons e イ 加 な NING! 0 When I want you to pay close attention to a specific piece of information, I place little pictures, called た 0 〃 s , next tO the text in the margin. Here's what the icons mean: This icon flags what I consider to be good and practical advice. I flag important conceptualinformation with this icon. This icon indicates something that is particularly sensitive and could get you intO legal trouble if not handled properly. AIways contact an attorney if you're unsure if something is legally risky (regardless of whether it's flagged by a Warning icon). This icon flags legal jargon and technical discussions. Whenever ー mention a document that you can reference on the CD,I use this icon. ん to Go Every chapter in this bOOk covers a topic Of importance to the HR function. But you'll likely find that some chapters have greater relevance to your situ- ation than others. If you're completely new tO the HR role, for instance, you'll want t0 start with Part I t0 build your baseline knowledge. If you have some experience hiring and managing staff, you may instead choose tO start with the later chapters tO discover the finer points Of these activities. You don't have tO read this bOOk from start tO finish tO get the most out Of it. LOOk through the table Of contents and index SO you can find those chapters or sections that address the issues you currently face.
4 Human Resources Kit FO 「 Dummies, 3 「 d Edition First and foremost, ー want tO address you as a businessperson ー someone wh0, after reading the b00k, is knowledgeable not only about the nuts and bolts 0f HR but also about how tO approach the function with the goal of becoming a major player in helping t0 run your company. Finally, when ー use the term senior management at various points in this bOOk, don't misconstrue it tO refer exclusively tO CEOS and other higher-ups at larger companies. Rather, I take it tO a 0 include the people I just mentioned owners Of small, growing companies and key managers in mid-size busi- nesses, among Others. The overriding point iS, if you need a comprehensive overview Of what HR involves, this bOOk is designed tO fit your needs, no matter what your day jOb is. 曜 な 80 04 た e イ 〃 uma 〃 Resources Kit For Dummies is divided intO six parts, each Of which is further divided into chapters, totaling 21 chapters in all. lt also includes a CD with forms, templates, and other tOOls that correspond tO the topics covered in particular chapters. Every chapter contains not just information but alSO concrete advice on hOW tO put this information tO practical use. Following is a brief description Of what I cover in each part. な 1 : 加 Out the HR ln this part, I introduce the fundamental responsibilities expected of some- one in an HR role. Then I outline the key issues affecting the human resources field tOday. Throughout the b00k, I discuss various HR technology tools, but in this part, I talk about them as a group and explain how they can benefit even the smallest HR shop. ル な 市 the t ル 加 the t Ptaces Here I get down t0 brass tacks.l focus specifically on the hiring process, beginning with the foundation that supports all your staffing activities. Successful staffing in today's workplace is a multistage process, with each phase linked t0 the others. I give you the background and tools you and your company's line managers need tO recruit, interview, and select employees, or tO engage contingent workers, whO will be pivotal in growing your business.
2 Human Resources Kit FO 「 Dummies, 3 「 d Edition Some companies are lucky enough tO have their own HR professional or even an entire HR department. Most 0f these HR specialists have developed their skills through years 0f education and on-the-job experience. ln writing this bOOk, my aim is not tO pretend that I can magically turn you into a seasoned HR professional by the time you read the last page. I 面 believe, though, thatl can give you a fair representation Of the issues HR people deal with, how the best 0f them approach these challenges, and enough background to help you better oversee or handle the HR function for your organization ー both today and as you continue tO grow. AS you can see from the table Of contents, human resources is a very broad and varied discipline. One b00k can't possibly tell you everything you need tO know about this continually evolving subject area. SO, don't worry ー ー won't overwhelm you with information. On the contrary, everything you read in this b00k and every t001 available on the included CD directly relates to the operationalissues most companies deal with daily. What can you expect to gain from this book? For starters, you'll be better able to / Evaluate your company s current HR policies and practices to ensure that they've kept pace with changes in the HR landscape. / Understand the HR-related issues (changing demographics, for example) that are affecting the workplace 0f the future ー and make the necessary long-term plans for success. / DeveIop and implement an HR program that responds to the needs and resources Of your firm. / Understand the key regulatory issues that apply to many business owners and managers and, thus, put yourself in a better position tO guard against costly legal disputes. / Develop a strategic staffing mindset, ensuring that hiring and staffing practices and decisions are linked tO long-term and short-term business objectives. / Examine what today's most successful and progressive companies are dOing with respect tO such basic HR areas as recruiting, benefits, train- ing, performance management, and staff retention. / Gain insight intO practices (flextime and telecommuting, for example) that have become basic components Of today's 、 、 employee-friendly" workplace, determine which ones are right for your company, and administer them successfully and cost-effectively. This book provides general guidelines on how t0 set up and implement suc- forms, templates, web links, cessful HR practices, as well as actual tOOls and SO on ー that you can use right away. Human Resources Kit For Dummies, in Other words, is not simply a bOOk tO read; it's a bOOk tO use.
Appendix: Aboutthe CD B0th 0f these programs are freeware (free, copyrighted applications); you can copy them tO as many computers as you like ー for free ー but they offer no technical support. They work on Windows and Mac. DOC e れ l've organized the forms and documents on the CD by the chapter in which they're mentioned.l briefly describe each document in this appendix, but refer tO the actual document for more information. ル 0 : As is often indicated in the chapters, the forms and draft policies pro- vided are only samples. Different state and locallaws may impose different legal obligations, including with regard tO the content Of the documents and how you use them. An attorney can explain the particular laws that apply to your organization and employees. C 耘 4 Blank SkiIIs lnventory Form and Sample Skills lnventory Form: The form can serve as a model for an employee skills inventory. Staffing 日 rm EvaIuation Checklist: You can use this checklist to evaluate staffing firms. 、 Vorker Classification Quick Reference Table: This document provides an at-a-glance summary Of the differences among worker classifications. Blank 30b Description Form and SampIe 30b Descriptions: Th is document includes a blank j0b description form so that you can develop your own job descriptions, as well as three sample jOb descriptions. 朝 t 6 Acknowledgement of Receipt of R 取 m or 30b Application: This form acknowledges that the company has received a candidate's résumé or jOb application. Sample 30b Ads: This document includes three sample j0b ads you can use as a reference when preparing your own. 朝 t 邵 7 Applicant Self-ldentification Form: This form is for use only by federal government contractors or subcontractors. lt should be given tO jOb appli- cants. The data collected are compiled in the EEO-I Report, which is a report that private employers with 100 or more employees and certain federal 339
ル 朝 な part. very bOOk ends with top-ten lists, and this one is no exception. ln this part, I Offer ten keys tO HR success in the future, ten ways tO become a great HR professional, and ten HR-related websites worth exploring.
Chapter 10 : Starting New Hires 0 升 on the RightFoot What about otherlanguages? 花 1 today's dive 「 se, multilingual workplaceryou maywantto produce youremployee handbook inlanguages otherthan English. Such a prac- tice is a good idear especially if English is a second languageto many Ofyou 「 workers. But be wa 「 ned: You need a professional translator tO dO the WO 「 k, not a staff member who took language cou 「 ses in high sch001. lt's a 厄 g 引 document. 0 This sample table Of contents is just that: a sample. The employee handbook you end up with will be one 0f your own design. Laws are constantly evolving, especially those involving the use 0f social media by companies and employ- ees. For a full understanding 0f what's right for your handbook, consult with a knowledgeable attorney. See the Employee Handb00k TabIe of Contents on the CD for another sample. AISO included is an Employee Handbook and At-Will Employee Status Acknowledgement. AISO, be sure tO keep the big picture in mind. Don't just adopt policies because ー refer t0 them in this b00k or on the accompanying CD. Think about the rules you want tO govern your workplace. This isn't a mechanical exercise ー it's an exercise in creating the rules you want to apply to your employment relationship with your workers. P 耘 加 ク な Whatever else your employee handbook does, make sure that it doesn't do any 0f the following: / Make promises you can't keep. / Publish procedures you don't follow or can't enforce. / Say anything that someone may construe as discriminatory. / Use the phrase rm ⅲ ″ on ん r ノ u cause. Ⅱ this phrase is used, be sure you're prepared t0 give up at-will employment and specify exactly what you mean byjust cause. (See Chapter 18 for more information. ) One last piece 0f advice: AIways include a disclaimer that emphasizes that the handbook is a general source of information and not for anyone to con- strue as a binding employment contract, and that employment contracts can be created only with a written document signed by authorized company rep- resentatives.
ル な part. fter getting a big picture of what today's HR role is like, it's time tO get down to the nuts and bolts of the hiring process, one of the key topics of this book. Part II takes you all the way from a threshold activity far t00 many managers skip ー workforce planning ー through posting your jOb opening, reviewing résumés, and narrow- ing the field 0f applicants to making your final selection.