Human Resources Kit FO 「 Dummies, 3 「 d Edition Get the Most out of Contingent Staffing.. Take a Proactive Approach to Regulatory Compliance... Make Work/Life Balance a Priority.. Keep Pace with Changing Demographics.. PIay lt Safe When lt Comes to HR Technology.. View Training As an Ongoing lnvestment . Handle Discipline and Dismissal Carefully.. Chapter20: Ten Ways to Become a Great HR ProfessionaI. Develop a Business Orientation tO HR lnitiatives Create and Maintain a FIexibIe Workforce Move Quickly ー But Not T00 QuickIy.. Develop Your Communication SkiIIs.. Serve As the Model.. Share Your Expertise .. Develop a Marketing Mindset . Position lnitiatives As Bottom-Line Benefits.. Americans with Disabilities Act Document Center American Society for Training & DeveIopment.. Chapter 21 : Ten HR-ReIated Websites Worth ExpIoring.. Stay on the Leading Edge . Be Sensitive to the Needs and Agendas of Line Managers.. ... 323 ... 323 … 324 … 324 … 325 … 326 ... 326 .. 327 327 330 … 329 … 329 … 329 … 328 … 328 ... 328 334 … 333 .. 333 … 331 … 330 Bureau Of Labor Statistics 334 The elaws Advisors .. … 334 Human Capitallnstitute 335 Occupational Safety & Health Administration.. Society for Human Resource Management . U. S. EquaI EmpIoyment Opportunity Commission .. WorldatWork.. Workforce Online ... 335 … 335 ... 336 … 336 336 スをイな : スみ硼忖ん CD System Requirements Using the CD 33 7 337 338 What You'll Find on the CD .. Software .. Documents.. Troubleshooting.. Customer Care … 338 … 338 … 339 ... 345 346 347 ルイ

346 Human Resources Kit FO 「 Dummies, 3 「 d Edition Customer Ca Ⅱ you have trouble with the CD, please call Wiley Product Technical Support at 80 762-2974. Outside the United States, call 317-572-3994. You also can contact Wiley Product Technical Support at http : / / support . wi 1 ey. co 皿 J0hn Wiley & Sons, lnc. , will provide technical support only for installation and Other general quality-control items. For technical support on the applica- tions themselves, consult the program's vendor or author. TO place additional orders or tO request information about Other Wiley products, please call 877-762-2974.

4 Human Resources Kit FO 「 Dummies, 3 「 d Edition First and foremost, I want tO address you as a businessperson ー someone whO, after reading the book, is knowledgeable not only about the nuts and bolts 0f HR but also about how t0 approach the function with the goal of becoming a major player in helping t0 run your company. Finally, when I 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 t0 also include the people ljust 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 j0b is. 曜な 30 04 イ Human Resources Kit For Dummies is divided intO six parts, each Of which is further divided int0 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. F0110wing is a brief description 0f what I cover in each part. 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 book,l 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. 市 the t 叩加 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 0thers. 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 pivotalin 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 Of education and on-the-job experience. ln writing this bOOk, my aim is not tO pretend that ー can magically turn you into a seasoned HR professional by the time you read the last page. I do believe, though, thatl can give you a fair representation 0f 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 I won't overwhelm you with information. On the contrary, everything you read in this book and every t06 available on the included CD directly relates to the operational issues 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-reIated 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. / DeveIop 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 0f 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 tO 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.

362 Human Resources Kit FO 「 Dummies, 3 「 d Edition websites (continued) SHRM, 33 336 U. S. Census Bureau, 172 Workforce OnIine, 336 WorldatWork, 336 weighted application forms, 96 ー 97 weighted evaluation systems, 126 , 127 ー wellness programs, 193 witness evaluation notes, 300 Worker Adjustment and Retraining Notification (WARN) Act, 292 , 309 ー 310 128 Workforce Online website, 336 workers' compensation, 135 ー 136 , 188 overview, 44 ー 45 independent contractors, 46 employees, 45 contingent workers, 46 worker classifications work/life balance, 20 ー 21 , 324 WorldatWork website, 336 writing j0b postings, 64 ー 66 written documentation for orientation events, 153 written orientation agendas, providing, 153 written policies about sexual harassment, 315 wrongful discharge, 295 ー 296 Xing, 71 YeIp, 70

lntroduction company's ability tO grow and stay on top Of customer demand has always depended heavily on the quality 0f its people. T0day, this rela- tionship is even more relevant. ln bottom-line terms, employees represent the intellectual capital that can make or break a firm's efforts tO remain com- petitive. Businesses are now, more than ever, recognizing that a highly skilled and motivated workforce iS pivotal tO success. スな 30 Managers and business owners with loyal teams that consistently delight customers and make money for the firm aren't hard tO spot. They're the people whO know hOW tO attract and nurture these teams. ⅲ short, they're very good at managing human resources. But recruiting and managing a first-rate staff is no small feat. ln any job market, competition exists for the most desirable candidates, and, once hired, these top performers are only a competitor's phone call away from leaving you. NOt only that, but the human resources (HR) function now encompasses everything from creating a strategic workforce plan tO launch- ing effective training initiatives, interpreting federal and state codes, and implementing policies and benefits that safeguard workers while protecting company interests. And the stakes are high. The legal and economic conse- quences Of a major HR misstep can be enormous. As a business owner or manager, you've probably already faced these and 0ther challenges. You may not think Of yourself as an 、、 HR person," but you recognize that you need tO hire the best people you can and motivate them t0 d0 their best work for you. ln the past, you likely took on some aspects of finding and keeping top talent, with perhaps someone else on your team han- dling the details. Now, as your organization has grown, you're no doubt find- ing that your company's HR responsibilities have become more complicated. Whether you're a business owner who would like to make sure that you're up-to-date on employment regulations and HR best practices, or you're a manager wh0 has been asked t0 take on HR-related duties, you're going to need a resource. Even if you attend outside courses in people management, you won't remember everything you hear. Ultimately, you need a straight- forward yet comprehensive resource with information, insights, and tools to help align your company's HR practices and policies with the overall objec- tives Of your business. That's why I decided to write 〃 uma 〃 Resources Kit

3 hiring. See 0 な 0 evaluating applicants; job descriptions; recruiting stage of hiring process criteria for, 65 , 130 failure tO hire claims, protection against, 25 internal, 40 ー 43 job titles, 61 from outside of company, 43 ー 44 overview, 39 , 55 qualities and attributes, 61 2 HMOs (health maintenance organizations), 189 hobbies in résumés, 90 holidays, 199 home-based work arrangements, 20 ー 21 , 27 , 185 ー 186 , 212 , 213 hostile environment sexual harassment, 314 hour laws, state, 172 ー 173 HRISS. See human resources information systems HSAs (health savings accounts), 192 Human CapitaIInstitute (HCI) website, 335 human resources information systems (HRISs) ATSs, 26 benefits administration systems, 27 ー 28 employee profile systems, 27 employee self-service features, 2 29 overview, 25 payroll administration systems, 28 time management systems, 27 hypothetical interview questions, 1 1 114 icons, explained, 6 ldentified website, 86 IDPs (individual development plans), 240 , 254 旧 RIM (lnternational Association for Human Resource lnformation Management), 31 lmmigration Reform and Control Act of 1986 (IRCA), 289 inbreeding, organizational, 44 incentives, 165 , 311 ー 312 lndeed website, 67 independent contractors, 18 ー 19 , 45 , 46 individual development plans (IDPs), 240 , industriousness, measuring in jOb candidates, 129 infographic résumés, 87 254 lndex in-house classroom training, 232 initial notifications ⅲ disciplinary process, 297 injuries, workplace, 54 installing CD files, 338 insurance. See 0 な 0 health insurance dental, 198 unemployment, 187 workers' compensation, 188 intangible attributes, 12 130 integration. See onboarding integration Of technology, 31 integrity ⅲ leaders, 246 integrity tests, 101 ー 102 intelligence, measuring in job candidates, 129 interactivity in training classes, 236 intergenerational workforce, 19 ー 20 , 324 ー 325 lnternational Association for Human Resource lnformation Management (IHRIM), 31 lnternet. See 0 な 0 social media hiring policies, 94 job boards, 66 ー 68 networking, sourcing through, 69 ー 71 reference checking, 134 searches for information on candidates, 103 training via, 230 ー 231 lnternet Applicant Final Rule of 2006 , 81 , 94 interpersonal abilities, 61 ー 62 interviews comfortable atmosphere, creating, 109 ー 110 ending, 122 focus, 1 1 1 giving candidates time tO respond, 112 halo effect, 108 impressions of candidates, 125 inconsistencies between, 107 making every question count, 111 nondiscriminatory questioning, 115 ー 118 notes, 112 overview, 105 ー 106 , 107 , 110 ー 111 panel, 110 paying attention, 1 11 preparing for, 108 ー 109 probing, 1 11 ー 112 psychoanalyzing candidates, 108 questions to ask, 118 ー 121 recording, 114 scheduling, 109 styles 0f questions, 113 ー 114

Human Resources Kit FO 「 Dummies, 3 「 d Edition Chapter 12 : Creating the Right Benefits Package What's a Benefit Anyway? Five Ways to Make Your Life Easier.. Employee Assistance Programs .. Sick days . Leaves Of absence.. Time off .. Family assistance.. Vision care .. Dental insurance .. The Rest of the Benefits Smorgasbord ERISA and other legal issues Employer contributions tO retirement plans .. Defined contribution plans.. Defined benefit plans.. Retirement Plans .. Rising costs: Staying ahead of the game.. Weighing the options .. The flavors of health insurance .. A HeaIthy Approach to lnsurance.. Workers' compensation.. Unemployment insurance.. Social Security and Medicare.. The Basics of Benefits Coverage.. The watchful eye of UncIe Sam.. Home-based employees .. Healthcare reform.. COSt containment.. Demographic changes.. Key Trends in Benefits Management . .. 183 184 … 205 … 203 … 202 ... 200 … 199 … 198 … 198 … 198 198 197 ... 195 … 195 … 194 … 193 … 191 … 190 ... 189 … 188 … 188 … 187 … 186 ... 186 ... 186 … 185 … 185 … 185 ... 184 ... 184 Chapter 13 : Creating an EmpIoyee-FriendIy Work Environment. G00dbye, 9 t0 5 : Alternate Work Arrangements Paying attention tO legal implications Looking at alternate work arrangement options Making alternate arrangements work .. 209 210 210 211 212 Considering phased retirement options.. Getting managerial buy-in On-site childcare On-site exercise facilities . Popular Perks.. Employee sabbaticals Tuition assistance or reimbursement.. … 214 214 215 … 215 … 214 215 … 215 Corporate Citizenship 217 Team Opportunities.. Employee Surveys: Keeping Tabs on Company Morale .. Taking the pulse Of your workforce .. Exit interviews.. ... 218 … 218 … 219 … 220

Human Resources Kit FO 「 Dummies, 3 「 d Edition Saying Thank-You: Focusing on Employee Recognition.. Employee recognition programs defined … 255 256 Your employees benefit ー how do you? Getting the fundamentals in place 256 257 Administration and communication.. Handing out awards: The importance of publicity.. Evaluating results . Chapter 16 : Assessing EmpIoyee Performance . Reaping the Benefits Of Performance Appraisals . Deciding on a Performance AppraisaI System.. GoaI setting, or management by objectives EnIist the support of senior management Launching an Appraisal Program in Your Company.. Multirater assessments.. Critical incidents.. Behaviorally anchored rating scale.. ルな必曜 4 れイ併イ FoIIowing Up on Performance AppraisaIs.. Choosing areas for further development.. Preparing for a negative reaction .. Giving constructive feedback.. Conducting the session.. Preparing for the meeting.. Getting the MOSt Out Of the Performance Appraisal Meeting . Develop a communication game plan. Develop a fair and practical tracking mechanism.. Choose performance measures with care.. Legal Matters: The Big Picture 0f Hiring and Managing Chapter 17 : Navigating the LegaI MinefieId OWBA: Older Workers Benefit Protection Act ( 199 の ADEA: The Age Discrimination in Employment Act of 1967.. The FamiIy of EEO and Other Employment Laws: A Closer Look.. The Equal Employment Opportunity Commission .. Disparate lmpact . l)iscrimination.. Keeping the Peace.. … 259 … 259 ... 260 .. 261 … 262 … 263 264 267 ... 267 … 267 … 266 ... 265 275 … 274 … 273 … 272 … 271 … 270 … 270 … 269 … 269 … 268 … 268 278 285 … 284 ... 284 … 281 … 280 … 279 … 279 AC-21 : American Competitiveness in the 21st Century Act ( 200 の .. … 285 ADA: Americans with Disabilities Act of 1990 , as amended by the Americans with DisabiIities Act Amendments Act of 2008 286 COBRA: ConsoIidated Omnibus Budget Reconciliation Act ( 198 の .. The Equal Pay Act of 1963 .. … 286 … 287

De イな at ルれ TO my wife, Marcia, and my sons, Michael and Matthew, and their families, all Of whom are my daily reminders that people are the most important source Of inspiration ーー in life and in work. スんス c 0 研 e preparing this third edition 0f 〃 uma れ Resources Kit For Dummies, lrelied on the advice and assistance Of a number Of talented individuals whose contributions made this bOOk possible.l want tO thank Jeff Wuori0, Allen SCOtt, and Robert McCauley for their research and recommendations on the fast-changing world Of human resources management. I also want tO acknowledge the valuable insight 0f Reesa Staten, senior vice president Of corporate communications at Robert Half, and Lynne Smith, director 0f talent management and staffing at R0bert HaIf.I would be remiss ifl didn't acknowledge those individuals who made the previous editions of Human Resources Kit For Dummies possible, most notably JoeI Drucker, Barry Tarshis, and Lynn Taylor. ln addition, l'm indebted to Stacy Kennedy, acquisitions editor at J0hn Wiley & Sons, lnc. , wh0 saw the need tO provide new insight on this important subject, and tO the editors and reviewers whose efforts carried this third edition through tO completion, EIizabeth Kuball and Debra Tenenbaum. My sincere thanks also go tO the highly respected law firm Of PauI Hastings LLP, whose collaboration was essentialto the whole project. Paul Hastings is a leading internationallaw firm that serves many 0f the world's top financial institutions and Fortune GlObal 500 companies with 19 offices across Asia, Europe, and the United States. As legal issues continue to shape key HR practices, I believe our readers will benefit greatly from the insights provided by Kirby Wilcox, one 0f the firm's senior partners and a leading employment law expert, and Brit Seifert, an attorney with the firm's employment law department.l would also like tO acknowledge with gratitude the law firm of O'MeIveny & Myers, which was a valuable source of expert advice in the first tWO editions Of this book. A fin acknowledgment goes to the founder of our company, the late Robert HaIf, who was a close friend. Bob established a corporate motto years ago: 、 'Ethics First" ー two words that continue to be the indispensable cornerstone Of any successful business.