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
- Cover
- Title
- Copyright
- Contents
- Preface
- Acknowledgments
- Introduction: Making the Case
-
PART 1. PREEMPLOYMENT/RECRUITMENT
- Chapter 1: Preliminary Tools
-
Chapter 2: Recruitment
- CREATIVE SOURCING STRATEGIES
- Active versus Passive Candidates
- Intensive versus Continuous Recruitment
- Cards for Everyone!
- Bird Dogs for Everyone!
- Boomerangs
- Vendors
- Your Web Site
- Newspaper Ads
- Trade Publications
- Vocational and Trade Schools
- High School Career Days
- Job Fairs and Conventions
- Moonlighters/Hobbyists
- Retired/Older Workers
- Retiring/Exiting Military Personnel
- Competitors
- Employment Agencies (Contingency versus Retainer)
- New Hires
- Other Industries (Transferable Skills)
- Bankruptcies, Shutdowns, Cutbacks
- Internet Job Boards
- Jailbirds (Ex-Cons)
- Your Employment Application
- Your Own Candidate Files (Continuous versus Intensive Recruiting)
- EMPLOYEE REFERRAL PROGRAMS (aka BIRD DOGS)
- Employee Referral Bonus Program (Sample)
- Procedures
- Employee Responsibility
- Human Resources Responsibility
- Payroll Responsibility
- SAMPLE HIRING PROCESS AND FLOWCHART
- Requirements
- Procedures
- Human Resources Responsibility
- EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) EEO-1 SURVEY
- What Is the EEO-1 Report?
- Who Is Required to File the EEO-1 Report?
- When Must the EEO-1 Report Be Filed?
- Who Files the Standard Form 100
- EEOC APPLICANT DATA RECORD
- Chapter 3: The Interview Processxy
-
Chapter 4: Conducting the Interview
- BEST PRACTICES IN CONDUCTING THE INTERVIEW
- Ensure that the Environment Is Conducive to an Effective Interview
- Manage the Candidate’s Expectations
- Ask the First Question
- 80/20 Rule
- Use Open-Ended Questions, Clarifying Questions, and Silence
- Take Notes
- LEGALITIES OF INTERVIEWING
- Never Ask Illegal Questions, and Avoid Inappropriate Ones
- What Not to Ask
- The Not-so-Obvious Illegal Questions That Can Cause Major Problems
- Legal Questions — What You Can Ask About and When It Is Legal to Do So
- GUT WRENCHERS:
- INTERVIEW QUESTIONS BY CATEGORY
- Self-Assessment
- Work History
- Education and Training
- Goals and Aspirations
- Skills Matching
- Analytical/Problem Solving
- Teamwork
- Flexibility
- Verbal Communication
- Written Communication
- Organization and Planning
- Manageability
- Creativity
- Motivation
- General Questions
- Clarifying Questions
- Clerical Interview Questions
- Management Interview Questions
- THE FIVE MOST COMMON INTERVIEWER ERRORS
- 1. Halo or Horns
- 2. Contrast Error
- 3. The “Just Like Me!” Syndrome
- 4. 80/20 Rule
- 5. Primacy/Recency
- RED FLAGS AND WARNING SIGNS
- INTERVIEWING THE INTERVIEWER
- Why Is the Position Vacant?
- What Do You See as the Biggest Challenge Facing Whoever Is in This Position in the Next Year?
- What Will Be Different a Year From Now if the Person in This Job Is Successful?
- How Would You Describe Your Organization’s Culture?
- Chapter 5: Assessment
- Chapter 6: Reference Checking
- Chapter 7: Drug Testing
-
Chapter 8: Immigration
- I-9 FORM—EMPLOYMENT ELIGIBILITY VERIFICATION
- TYPES OF U.S. VISAS
- (B-1) Visa Waiver Program
- (F-1) Practical Training
- H-1B Visa Requirements
- H-1B Process
- Issues With H-1B:
- H-1B Alternatives
- L-1 Visa (Intracompany Transfers)
- Green Card Process
- I-140 Immigrant Visa Petition
- Form I-485, Adjustment of Status
-
Chapter 9: Benefits
- STANDARD BENEFITS PACKAGES
- Health Benefits
- 401(k) and Savings Benefits
- Extra Benefits and Perks
- OFFERING HEALTH INSURANCE PLANS IS A COMPETITIVE ADVANTAGE
- KINDS OF HEALTH INSURANCE
- Health Maintenance Organization
- Preferred Provider Organization
- Traditional Indemnity Plans, or Fee for Service
- HOW TO CHOOSE A MANAGED-CARE PLAN FOR YOUR COMPANY
- Comparing Insurance Options
- Affordability of Coverage
- Scope of Coverage
- Quality of Coverage
- OBTAINING HEALTH INSURANCE FOR YOUR EMPLOYEES
- EMPLOYER-SPONSORED RETIREMENT PLANS
- 401(k)
- SIMPLE IRA
- Profit-Sharing Plan
- Money-Purchase Plan
- SEP IRA
- Keogh Plan
- PAID TIME OFF (PTO) OR VACATION—WHICH IS RIGHT FOR YOU?
- VACATION POLICIES
- Example
- Vacation Pay
- Scheduling Vacations
- Plantwide Shutdown
- Holiday or Illness During Vacation
- Termination and Vacation Pay
- Vacation Accrual Methods
- OTHER TIME OFF AND LEAVES
- SAMPLE POLICY
- Definitions
- Holidays
- Suggested Recognized Holidays
-
PART 2. POSTEMPLOYMENT
- Chapter 10: New-Employee Orientation (aka On-Boarding)
- Chapter 11: Employee Handbooks
-
Chapter 12: Federal Labor Laws
- EMPLOYMENT CLASSIFICATIONS
- Nonexempt and Exempt Employees
- Full-Time Employees
- Part-Time Employees
- Temporary Employees
- FEDERAL LABOR LAWS BY NUMBER OF EMPLOYEES
- 1 – 14 Employees
- With 11 – 14 Employees, Add
- With 15 – 19 Employees, Add
- With 20 – 49 Employees, Add
- With 50 or More Employees, Add
- With 100 or More Employees, Add
- Federal Contractors, Add
- MOST PERTINENT LAWS DEFINED
- Employee Files
- ERISA
- Equal Pay Act
- Fair Labor Standards Act
- 1099 Independent Contractor Review
- Immigration Reform and Control Act
- National Labor Relations Act
- Occupational Safety and Health Act
- Americans with Disabilities Act
- Age Discrimination in Employment Act
- COBRA
- Family and Medical Leave Act
- EEO-1
- Vietnam-Era Veterans’ Readjustment Assistance Act
- Worker Adjustment and Retraining Notification Act (WARN)
- Drug-Free Workplace Act
- Davis-Bacon Act
- Copeland Act
- Walsh-Healey Public Contracts Act
- McNamara-O’Hara Service Contract Act
- Chapter 13: Performance Management
-
Chapter 14: Discipline, Termination, Reductions in Force, and Exit Procedures
- PROGRESSIVE DISCIPLINE
- What Is Progressive Discipline?
- Warning Notices
- A Word About Verbal Counseling and Final Warnings
- Suspension
- Union Representation
- Tips for Successful Discipline
- REDUCTIONS IN FORCE, THE WARN ACT, AND COBRA
- Reduction in Force
- Worker Adjustment and Retraining Notification Act
- The Consolidated Omnibus Budget Reconciliation Act
- Plan Coverage
- Qualified Beneficiaries
- Qualifying Events
- EXIT PROCEDURES
- The Exit Interview
- Negative Turnover
- Positive Turnover
- Exit Interview Questionnaire 1: Voluntary Quit
- Exit Interview Questionnaire 2: Voluntary Quit
- Termination Letter
- PART 3. LEADERSHIP AND ACTION PLANNING: TURNING INTENTIONS INTO ACTIONS
- Conclusion
- Index
- About the Authors
Product information
- Title: The Everything HR Kit
- Author(s):
- Release date: August 2010
- Publisher(s): AMACOM
- ISBN: 9780814416105
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