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Human Resources Defined
HR Consult is pleased to provide the following guide to human resources.  HR Consult's team of professionals are well versed in the application as well as integration of each function and sub-function listed below.  Unlike other firms that may provide expertise in one or two functions without consideration of the impact on the remaining functions (resulting in reduced effectiveness), HR Consult ensures that it's services are implemented with maximum integration and cost effectiveness. Let us show you today how our expert support of your business will result in increased profitability!

STAFFING    HR DEVELOPMENT    MANAGEMENT PRACTICES    COMPENSATION AND BENEFITS    HEALTH, SAFETY, AND SECURITY    EMPLOYEE AND LABOR RELATIONS    EMPLOYMENT PRACTICES    HUMAN RESOURCE INFORMATION SYSTEMS

 I. MANAGEMENT PRACTICES

 A. HR in the Organization
1. Advisory/Counselor, Consultant, Service, Control
2. Change Agent Role/Reengineering and Facilitating Both Content & Process
3. Strategic Planning
4. HR Generalist and HR Specialist Expertise
5. HR Policies and Procedure Development  

B. Human Resource Planning
1. Environmental Scanning
2. Internal Scanning
3. Human Resources Inventory
4. Human Resource Information Systems
5. Action Plans and Programs
6. Evaluation of Human Resource Planning

C. Organizational Design and Development
1. Organizational Structures
2. Organizational Development
3. Diagnosis and Intervention Strategies: Action Research, Sensing,
    Team Building, Goal Setting, Survey Feedback, Strategic Planning, Visioning,
    Sensitivity Training (T-Groups), Grid Training
4. Role of Organizational Culture in Organizational Development
5. International Culture and Organizational Development
6. Organizational Development in Response to Technological Change

D. Budgeting, Controlling, and Measurement
1. HR Budgeting Processes
2. HR Control Processes
3. Evaluating HR Effectiveness

E. Motivation
1. Motivation Theories
2. Applying Motivation Theory in Management

F. Leadership
1. Leadership Theories
2. Effect of Leadership in Organizations
3. Leadership Training

G. Quality and Performance Management/ TQM
1. Performance Planning: Identifying Goals/Desired Behaviors
2. Setting and Communicating Performance Standards
3. Measuring Results and Providing Feedback
4. Implementing Performance Improvement Strategies
5. Evaluating Results

H. Employee Involvement Strategies
1. Work Teams
2. Job Design and Redesign
3. Employee Ownership/ESOPs
4. Employee Suggestion System
5. Participative Management
6. Alternative Work Schedules

I. HR Research
1. Research Design and Methodology
2. Quantitative Analysis
3. Qualitative Research

J. International HR Management
1. Cultural Differences
2. Legal Aspects of International HR
3. Expatriation and Repatriation
4. Issues of Multinational Corporations
5. Compensation and Benefits for Foreign Nationals and Expatriates
6. HR in International Business

K. Ethics
1. Ethical Issues
2. Establishing Ethical Behavior in the Organization

 II. GENERAL EMPLOYMENT PRACTICES

A. Legal & Regulatory Factors: Definitions, Requirements, Proscribed Practices, Exemptions, Enforcement, Remedies, & Case Histories
 1. Title VII of the Civil Rights Act (1964) as Amended (1972, 1991)
 2. Age Discrimination in Employment Act (1967) as Amended
 3. Health, Medical, & Rehabilitation Statutes (e.g., Vocational Rehabilitation Act,
     Pregnancy Discrimination Act, Americans with Disabilities Act, Family &   
     Medical Leave Act, HMO Act, etc.)
 4. Vietnam-era Veterans Readjustment Act (1986)
 5. Immigration Reform and Control Act (1986) as Amended (1990)
 6. Employee Polygraph Protection Act (1988)
 7. Uniform Guidelines on Employee Selection Procedures
 8. Worker Adjustment and Retraining Notification Act (1988)
 9. North American Free Trade Act
10. Common Law Tort Theories
11. Copyright Statutes
12. Compensation Laws and Regulations
13. Consumer Credit Protection Act: Wage Garnishment (1968), Fair Credit  
      Reporting (1970)
14. Social Security/Retirement Legislation (e.g., ERISA)
15. COBRA (Consolidated Omnibus Budget Reconciliation Act (1990)); Omnibus
      Budget Reconciliation Act (1993)
16. Workers' Compensation and Unemployment Compensation Laws and
      Regulations
17. Legal and Regulatory Factors Affecting Employee and Labor Relations (E.g.,
      NLRA, Taft-Hartley, Landrum-Griffin, etc.)
18. Federal Health, Safety, and Security Legislation (e.g., OSHA)

B. Job Analysis, Job Description, and Job Specification
1. Methods of Job Analysis
2. Types of Data Gathered in a Job Analysis
3. Uses of Job Analysis
4. Job Descriptions
5. Job/ Position Specifications
6. Validity & Reliability of Job Analysis, Job Description, & Job Specification

C. Individual Employment Rights
1. Employment-At-Will Doctrine
2. Exceptions to Employment-At-Will
3. Common Law Tort Theories
4. Job-As-Property Doctrine
5. Noncompete Agreements

D. Performance Appraisals
1. Performance Measurement-The Criterion
2. Criterion Problems
3. Documenting Employee Performance
4. Category Rating Appraisal Methods
5. Comparative Appraisal Methods
6. Narrative Appraisal Methods
7. Special Appraisal Methods: MBO, BARS, BOS
8. Types of Appraisals
9. Rating Errors
10. Appraisal Interview
11. Linking Appraisals to Employment Decisions
12. Legal Constraints on Performance Appraisal
13. Documentation

E. Workplace Behavior Problems
1. Discipline
2. Absenteeism and Tardiness
3. Sexual Harassment
4. Drug and Alcohol Use
5. Off-duty Conduct

F. Employee Attitudes, Opinions and Satisfaction
1. Measurement
2. Results Analysis
3. Interpretation
4. Feedback
5. Intervention
6. Confidentiality and Anonymity of Surveys

 III. STAFFING
A. Equal Employment Opportunity/ Affirmative Action (3.56%, 2.99%)
1. Legal Endorsement of EEO: Supreme Court Decisions
2. Equal Employment Opportunity Programs
3. Affirmative Action Plans
4. Special Programs to Eliminate Discrimination
5. Fairness Issues: Reverse Discrimination, Quota Hiring vs. Merit Hiring

B. Recruitment
1. Determining Recruitment Needs and Objectives
2. Identifying Selection Criteria
3. Internal Sourcing
4. External Sourcing
5. Evaluating Recruiting Effectiveness

C. Selection
1. Application Process
2. Interviewing
3. Pre-employment Testing
4. Background Investigation
5. Medical Examination
6. Hiring Applicants with Disabilities
7. Illegal Use of Drugs and Alcohol
8. Validation and Evaluation of Selection Process Components

D. Career Planning and Development
1. Accommodating Organizational and Individual Needs
2. Mobility Within the Organization
3. Managing Transitions

E. Organizational Exit
1. General Issues
2. Layoffs/Reductions-In-Force
3. Constructive Discharge
4. Retaliatory
5. Retirement
6. Employer Defenses Against Litigation


 IV. HUMAN RESOURCE DEVELOPMENT  

A. HR Training and the Organization
1. The Learning Organization, Linking Training to Organizational Goals,  
    Objectives, and Strategies
2. Human Resources Development as an Organizational Component
3. Funding the Training Function
4. Cost/Benefit Analysis of Training

B. Training Needs Analysis
1. Training Needs Analysis Process
2. Methods for Assessing Training Needs

C. Training and Development Programs
1. Trainer Selection
2. Design Considerations and Learning Principles
3. Types of Training Programs
4. Instructional Methods and Processes
5. Training Facilities Planning
6. Training Materials

D. Evaluation of Training Effectiveness
1. Sources for Evaluation
2. Research Methods for Evaluation
3. Criteria for Evaluating Training

 V. COMPENSATION AND BENEFITS

A. Tax & Accounting Treatment of Compensation & Benefit Programs
1. FASB Regulation
2. IRS Regulations

B. Economic Factors Affecting Compensation
1. Inflation
2. Interest Rates
3. Industry Competition
4. Foreign Competition
5. Economic Growth
6. Labor Market Trends/Demographics

C. Compensation Philosophy, Strategy, and Policy
1. Fitting Strategy & Policy to the External Environment and to an Organization:
    Culture, Structure, & Objectives
2. Training in and Communication of Compensation Programs
3. Making Compensation Programs Achieve Organizational Objectives
4. Establishing Administrative Controls

D. Compensation Programs: Types, Characteristics, and Advantages/Disadvantages
1. Base Pay
2. Differential Pay
3. Incentive Pay
4. Pay Programs for Selected Employees

E. Job Evaluation Methods
1. Compensable Factors
2. Ranking Method
3. Classification/Grading Method
4. Factor Comparison Method
5. Point Method
6. Guide Chart-Profile Method (Hay Method)

F. Job Pricing, Pay Structures, and Pay Rate Administration
1. Job Pricing and Pay Structures
2. Individual Pay Rate Determination
3. Utilizing Performance Appraisal in Pay Administration
4. Reflecting Market Influences in Pay Structures
5. Wage Surveys

G. Employee Benefit Programs: Types, Objectives, Characteristics, and Advantages/Disadvantages
1. Legally Required Programs/Payments
2. Income Replacement
3. Insurance and Income Protection
4. Deferred Pay
5. Pay for Time Not Worked
6. Unpaid Leave
7. Flexible Benefit Plans
8. Recognition and Achievement Awards

H. Managing Employee Benefit Programs
1. Employee Benefits Philosophy, Planning, and Strategy
2. Employee Need/Preference Assessment: Surveys
3. Administrative Systems
4. Funding/ Investment Responsibilities
5. Coordination with Plan Trustees, Insurers, Health Service Providers and Third-Party Administrators
6. Utilization Review
7. Cost-Benefit Analysis and Cost Management
8. Communicating Benefit Programs/Individual Annual Benefits Reports
9. Monitoring Compensation/Benefits Legal Compliance Programs

I. Evaluating Total Compensation Strategy & Program Effectiveness
1. Budgeting
2. Cost Management
3. Assessment of Methods and Processes

 VI. EMPLOYEE AND LABOR RELATIONS

A. Union Representation of Employees
1. Scope of the Labor Management Relations (Taft-Hartley) Act (1947)
2. Achieving Representative Status
3. Petitioning for an NLRB Election
4. Election Campaign
5. Union Security

B. Employer Unfair Labor Practices
1. Procedures for Processing Charges of Unfair Labor Practices
2. Interference, Restraint, and Coercion
3. Domination and Unlawful Support of Labor Organization
4. Employee Discrimination to Discourage Union Membership
5. Retaliation
6. Remedies

C. Union Unfair Labor Practices, Strikes, and Boycotts
 1. Responsibility for Acts of Union Agents
2. Union Restraint or Coercion
3. Duty of Fair Representation
4. Inducing Unlawful Discrimination by Employer
5. Excessive or Discriminatory Membership Fees
6. Strikes and Secondary Boycotts
7. Strike Preparation

D. Collective Bargaining
1. Bargaining Issues and Concepts
2. Negotiation Strategies
3. Good Faith Requirements
4. Notice Requirements
5. Unilateral Changes in Terms of Employment
6. Duty to Successor Employers or Unions: Buyouts, Mergers, or Bankruptcy
7. Enforcement Provisions
8. Injunctions
9. Meditation and Conciliation
10. NatiA. Health onal Emergency Strikes

E. Managing Organization-Union Relations
1. Building and Maintaining Union-Organization Relationships: Cooperative
    Programs
2. Grievance Processes and Procedures
3. Dispute Resolution

F. Maintaining Nonunion Status
1. Reasons
2. Strategies

G. Public Sector Labor Relations
1. Right to Organize
2. Federal Labor Relations Council
3. Limitations on Strikes
4. Mediation and Conciliation


 VII. HEALTH, SAFETY, AND SECURITY

A. Health
1. Employee Assistance Programs
2. Employee Wellness Programs
3. Reproductive Health Policies
4. Chemical Dependency
5. Communicable Diseases in the Workplace
6. Employer Liabilities
7. Stress Management
8. Smoking Policies
9. Record Keeping and Reporting

B. Safety
1. Areas of Concern
2. Organization of Safety Program
3. Safety Promotion
4. Accident Investigation
5. Safety Inspections
6. Human Factors Engineering (Ergonomics)
7. Special Safety Considerations
8. Sources of Assistance

C. Security
1. Organization of Security
2. Control Systems
3. Protection of Proprietary Information
4. Crisis Management and Contingency Planning
5. Theft and Fraud


 VIII.  HUMAN RESOURCE INFORMATION SYSTEMS




Our thanks to the Society for Human Resources Management

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