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The Everything HR Kit

Book Description

With The Everything HR Kit, whether you are a newcomer or a veteran, you can set up a stellar HR department from scratch. Packed with ready-to-go checklists, sample brochures, job descriptions, customizable forms, interview questions, performance review templates, and more, this one-stop book puts tons of best practices at your fingertips—all instantly accessible and easy to implement.

The book gets right to the heart of HR, and the heart of any successful business—your people. It avoids the theory, jargon, and over-analysis to bring you the core strategies and essential knowledge you need to bring quality people on board, for good, such as reputation, recruitment, selection, on-boarding, employee relations, and performance management. You’ll learn how to:

• Create a powerful recruitment brochure that lures great people

• Set up “bird dog” bonuses to make everyone in your circle of influence a recruiter all the time

• Ask probing questions that pinpoint a candidate’s communication style, problem-solving style, stress behaviors, and coaching style

• Steer clear of illegal or problematic interview questions, and adhere to crucial labor laws

• Match the right people to the right jobs using proven instruments like the Role Behavior Analysis combined with the Personal Profile System

• Design a benefits package that works best for your organization and its people

• Prepare an “out-of-the-box” employee handbook that instills values and makes a great first impression—plus much more

Table of Contents

  1. Cover
  2. Title
  3. Copyright
  4. Contents
  5. Preface
  6. Acknowledgments
  7. Introduction: Making the Case
    1. Human Resource Self-Assessment
    2. Calculating The Cost Of Employee Turnover
    3. The Cycles Of Satisfaction
    4. The Cycle Of Employment
    5. The Recruitment Funnel
  8. PART 1. PREEMPLOYMENT/RECRUITMENT
    1. Chapter 1: Preliminary Tools
      1. WHY WORK HERE?
      2. THE RECRUITMENT BROCHURE
      3. JOB DESCRIPTIONS (AKA “SUCCESS PROFILES”)
    2. Chapter 2: Recruitment
      1. CREATIVE SOURCING STRATEGIES
      2. Active versus Passive Candidates
      3. Intensive versus Continuous Recruitment
      4. Cards for Everyone!
      5. Bird Dogs for Everyone!
      6. Boomerangs
      7. Vendors
      8. Your Web Site
      9. Newspaper Ads
      10. Trade Publications
      11. Vocational and Trade Schools
      12. High School Career Days
      13. Job Fairs and Conventions
      14. Moonlighters/Hobbyists
      15. Retired/Older Workers
      16. Retiring/Exiting Military Personnel
      17. Competitors
      18. Employment Agencies (Contingency versus Retainer)
      19. New Hires
      20. Other Industries (Transferable Skills)
      21. Bankruptcies, Shutdowns, Cutbacks
      22. Internet Job Boards
      23. Jailbirds (Ex-Cons)
      24. Your Employment Application
      25. Your Own Candidate Files (Continuous versus Intensive Recruiting)
      26. EMPLOYEE REFERRAL PROGRAMS (aka BIRD DOGS)
      27. Employee Referral Bonus Program (Sample)
      28. Procedures
      29. Employee Responsibility
      30. Human Resources Responsibility
      31. Payroll Responsibility
      32. SAMPLE HIRING PROCESS AND FLOWCHART
      33. Requirements
      34. Procedures
      35. Human Resources Responsibility
      36. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) EEO-1 SURVEY
      37. What Is the EEO-1 Report?
      38. Who Is Required to File the EEO-1 Report?
      39. When Must the EEO-1 Report Be Filed?
      40. Who Files the Standard Form 100
      41. EEOC APPLICANT DATA RECORD
    3. Chapter 3: The Interview Processxy
      1. PREPARING FOR THE INTERVIEW
      2. CANDIDATE INTERVIEW WORKSHEET
      3. BEHAVIORAL INTERVIEWING GUIDE
    4. Chapter 4: Conducting the Interview
      1. BEST PRACTICES IN CONDUCTING THE INTERVIEW
      2. Ensure that the Environment Is Conducive to an Effective Interview
      3. Manage the Candidate’s Expectations
      4. Ask the First Question
      5. 80/20 Rule
      6. Use Open-Ended Questions, Clarifying Questions, and Silence
      7. Take Notes
      8. LEGALITIES OF INTERVIEWING
      9. Never Ask Illegal Questions, and Avoid Inappropriate Ones
      10. What Not to Ask
      11. The Not-so-Obvious Illegal Questions That Can Cause Major Problems
      12. Legal Questions — What You Can Ask About and When It Is Legal to Do So
      13. GUT WRENCHERS:
      14. INTERVIEW QUESTIONS BY CATEGORY
      15. Self-Assessment
      16. Work History
      17. Education and Training
      18. Goals and Aspirations
      19. Skills Matching
      20. Analytical/Problem Solving
      21. Teamwork
      22. Flexibility
      23. Verbal Communication
      24. Written Communication
      25. Organization and Planning
      26. Manageability
      27. Creativity
      28. Motivation
      29. General Questions
      30. Clarifying Questions
      31. Clerical Interview Questions
      32. Management Interview Questions
      33. THE FIVE MOST COMMON INTERVIEWER ERRORS
      34. 1. Halo or Horns
      35. 2. Contrast Error
      36. 3. The “Just Like Me!” Syndrome
      37. 4. 80/20 Rule
      38. 5. Primacy/Recency
      39. RED FLAGS AND WARNING SIGNS
      40. INTERVIEWING THE INTERVIEWER
      41. Why Is the Position Vacant?
      42. What Do You See as the Biggest Challenge Facing Whoever Is in This Position in the Next Year?
      43. What Will Be Different a Year From Now if the Person in This Job Is Successful?
      44. How Would You Describe Your Organization’s Culture?
    5. Chapter 5: Assessment
      1. MATCHING PEOPLE TO JOBS—BEHAVIORAL ASSESSMENT
      2. Hire Hard, Manage Easy
      3. Hire Slow, Fire Fast
      4. Hire for Style, Train for Skills
      5. USING THE CANDIDATE ASSESSMENT FORM
      6. Candidate Assessment Form
    6. Chapter 6: Reference Checking
      1. NEGLIGENT HIRING—WHAT IS IT?
      2. REFERENCE CHECK PROCESS
      3. REFERENCE CHECK QUESTIONS
      4. Basic Reference Check Sample Questions
      5. Additional Reference Check Sample Questions for Management-Level Employees
    7. Chapter 7: Drug Testing
      1. INFORMATION ON DRUG TESTING IN THE WORKPLACE
      2. Federal Law
      3. State Laws
      4. KINDS OF DRUG TESTING
      5. Employment Contingent on Successful Drug Test
      6. Random Drug Test
      7. For Cause — Reasonable Suspicion Testing
      8. Department of Transportation and Drug Testing
    8. Chapter 8: Immigration
      1. I-9 FORM—EMPLOYMENT ELIGIBILITY VERIFICATION
      2. TYPES OF U.S. VISAS
      3. (B-1) Visa Waiver Program
      4. (F-1) Practical Training
      5. H-1B Visa Requirements
      6. H-1B Process
      7. Issues With H-1B:
      8. H-1B Alternatives
      9. L-1 Visa (Intracompany Transfers)
      10. Green Card Process
      11. I-140 Immigrant Visa Petition
      12. Form I-485, Adjustment of Status
    9. Chapter 9: Benefits
      1. STANDARD BENEFITS PACKAGES
      2. Health Benefits
      3. 401(k) and Savings Benefits
      4. Extra Benefits and Perks
      5. OFFERING HEALTH INSURANCE PLANS IS A COMPETITIVE ADVANTAGE
      6. KINDS OF HEALTH INSURANCE
      7. Health Maintenance Organization
      8. Preferred Provider Organization
      9. Traditional Indemnity Plans, or Fee for Service
      10. HOW TO CHOOSE A MANAGED-CARE PLAN FOR YOUR COMPANY
      11. Comparing Insurance Options
      12. Affordability of Coverage
      13. Scope of Coverage
      14. Quality of Coverage
      15. OBTAINING HEALTH INSURANCE FOR YOUR EMPLOYEES
      16. EMPLOYER-SPONSORED RETIREMENT PLANS
      17. 401(k)
      18. SIMPLE IRA
      19. Profit-Sharing Plan
      20. Money-Purchase Plan
      21. SEP IRA
      22. Keogh Plan
      23. PAID TIME OFF (PTO) OR VACATION—WHICH IS RIGHT FOR YOU?
      24. VACATION POLICIES
      25. Example
      26. Vacation Pay
      27. Scheduling Vacations
      28. Plantwide Shutdown
      29. Holiday or Illness During Vacation
      30. Termination and Vacation Pay
      31. Vacation Accrual Methods
      32. OTHER TIME OFF AND LEAVES
      33. SAMPLE POLICY
      34. Definitions
      35. Holidays
      36. Suggested Recognized Holidays
  9. PART 2. POSTEMPLOYMENT
    1. Chapter 10: New-Employee Orientation (aka On-Boarding)
      1. CONDITIONS NECESSARY FOR SUCCESS
      2. SUGGESTED ITEMS TO COVER DURING ORIENTATION
      3. TOURING YOUR ORGANIZATION
      4. MAKE A NEW EMPLOYEE’S FIRST DAY GO SMOOTHLY
      5. NEW EMPLOYEE PAPERWORK
    2. Chapter 11: Employee Handbooks
      1. TWO VERSIONS FOR TWO DIFFERENT PURPOSES
    3. Chapter 12: Federal Labor Laws
      1. EMPLOYMENT CLASSIFICATIONS
      2. Nonexempt and Exempt Employees
      3. Full-Time Employees
      4. Part-Time Employees
      5. Temporary Employees
      6. FEDERAL LABOR LAWS BY NUMBER OF EMPLOYEES
      7. 1 – 14 Employees
      8. With 11 – 14 Employees, Add
      9. With 15 – 19 Employees, Add
      10. With 20 – 49 Employees, Add
      11. With 50 or More Employees, Add
      12. With 100 or More Employees, Add
      13. Federal Contractors, Add
      14. MOST PERTINENT LAWS DEFINED
      15. Employee Files
      16. ERISA
      17. Equal Pay Act
      18. Fair Labor Standards Act
      19. 1099 Independent Contractor Review
      20. Immigration Reform and Control Act
      21. National Labor Relations Act
      22. Occupational Safety and Health Act
      23. Americans with Disabilities Act
      24. Age Discrimination in Employment Act
      25. COBRA
      26. Family and Medical Leave Act
      27. EEO-1
      28. Vietnam-Era Veterans’ Readjustment Assistance Act
      29. Worker Adjustment and Retraining Notification Act (WARN)
      30. Drug-Free Workplace Act
      31. Davis-Bacon Act
      32. Copeland Act
      33. Walsh-Healey Public Contracts Act
      34. McNamara-O’Hara Service Contract Act
    4. Chapter 13: Performance Management
      1. PERFORMANCE REVIEW AND DEVELOPMENT
      2. EMPLOYEE PERCEPTION SURVEYS
      3. Phases of Continuous Improvement: Where Are We?
      4. Employee Survey Instructions
      5. Employee Survey Purpose
      6. Administration Guidelines
      7. Analyzing and Sharing Survey Results
      8. EMPLOYEE RETENTION TOOLKIT
    5. Chapter 14: Discipline, Termination, Reductions in Force, and Exit Procedures
      1. PROGRESSIVE DISCIPLINE
      2. What Is Progressive Discipline?
      3. Warning Notices
      4. A Word About Verbal Counseling and Final Warnings
      5. Suspension
      6. Union Representation
      7. Tips for Successful Discipline
      8. REDUCTIONS IN FORCE, THE WARN ACT, AND COBRA
      9. Reduction in Force
      10. Worker Adjustment and Retraining Notification Act
      11. The Consolidated Omnibus Budget Reconciliation Act
      12. Plan Coverage
      13. Qualified Beneficiaries
      14. Qualifying Events
      15. EXIT PROCEDURES
      16. The Exit Interview
      17. Negative Turnover
      18. Positive Turnover
      19. Exit Interview Questionnaire 1: Voluntary Quit
      20. Exit Interview Questionnaire 2: Voluntary Quit
      21. Termination Letter
  10. PART 3. LEADERSHIP AND ACTION PLANNING: TURNING INTENTIONS INTO ACTIONS
    1. Chapter 15: Transforming Your Management Team Into a Leadership Team
      1. TOP 10 GUIDELINES FOR CONDUCTING EFFECTIVE LEADERSHIP TEAM MEETINGS
      2. HR ACTION PLAN
      3. HR STRATEGIC ACTION PLAN (DETAILED)
  11. Conclusion
  12. Index
  13. About the Authors