Dedication
by Dory Willer, Christina Nishiyama, William H. Truesdell
PHR/SPHR Professional in Human Resources Certification All-in-One Exam Guide, Second Edition, 2nd Edition
- Cover
- Title Page
- Copyright Page
- Dedication
- About the Authors
- Contents at a Glance
- Contents
- Acknowledgments
- Introduction
- Part I The Human Resources Profession
- Chapter 1 Human Resources Certifications
- Chapter 2 U.S. Laws and Regulations
- What You Need to Know Concerning Employee Management
- 1. When You Have One or More Employees
- 1.1 The Clayton Act (1914)
- 1.2 The Consumer Credit Protection Act (1968)
- 1.3 The Copeland “Anti-Kickback” Act (1934)
- 1.4 The Copyright Act (1976)
- 1.5 The Davis-Bacon Act (1931)
- 1.6 The Dodd-Frank Wall Street Reform and Consumer Protection Act (2010)
- 1.7 The Economic Growth and Tax Relief Reconciliation Act (EGTRRA) (2001)
- 1.8 The Electronic Communications Privacy Act (ECPA) (1986)
- 1.9 The Employee Polygraph Protection Act (1988)
- 1.10 The Employee Retirement Income Security Act (ERISA) (1974)
- 1.11 The Equal Pay Act (EPA) (Amendment to the FLSA) (1963)
- 1.12 The FAA Modernization and Reform Act (2012)
- 1.13 The Fair and Accurate Credit Transactions Act (FACT) (2003)
- 1.14 The Fair Credit Reporting Act (FCRA) (1970)
- 1.15 The Fair Labor Standards Act (FLSA) (1938)
- 1.16 The Foreign Corrupt Practices Act (FCPA) (1997)
- 1.17 The Health Information Technology for Economic and Clinical Health Act (HITECH) (2009)
- 1.18 The Health Insurance Portability and Accountability Act (HIPAA) (1996)
- 1.19 The Immigration and Nationality Act (INA) (1952)
- 1.20 The Immigration Reform and Control Act (IRCA) (1986)
- 1.21 The IRS Intermediate Sanctions (2002)
- 1.22 The Labor-Management Relations Act (LMRA) (1947)
- 1.23 The Labor-Management Reporting and Disclosure Act (1959)
- 1.24 The Mine Safety and Health Act (1977)
- 1.25 The National Industrial Recovery Act (1933)
- 1.26 The National Labor Relations Act (NLRA) (1935)
- 1.27 The Needlestick Safety and Prevention Act (2000)
- 1.28 The Norris-LaGuardia Act (1932)
- 1.29 The Occupational Safety and Health Act (OSHA) (1970)
- 1.30 The Omnibus Budget Reconciliation Act (OBRA) (1993)
- 1.31 The Pension Protection Act (PPA) (2006)
- 1.32 The Personal Responsibility and Work Opportunity Reconciliation Act (1996)
- 1.33 The Portal-to-Portal Act (1947)
- 1.34 The Railway Labor Act (1926)
- 1.35 The Rehabilitation Act (1973)
- 1.36 The Retirement Equity Act (REA) (1984)
- 1.37 The Revenue Act (1978)
- 1.38 The Sarbanes-Oxley Act (SOX) (2002)
- 1.39 The Securities and Exchange Act (1934)
- 1.40 The Service Contract Act (SCA) (1965)
- 1.41 The Sherman Anti-Trust Act (1890)
- 1.42 The Small Business Job Protection Act (SBJPA) (1996)
- 1.43 The Social Security Act (1935)
- 1.44 The Tax Reform Act (1986)
- 1.45 The Taxpayer Relief Act (1997)
- 1.46 The Trademark Act (1946)
- 1.47 The Unemployment Compensation Amendments Act (UCA) (1992)
- 1.48 The Uniformed Services Employment and Reemployment Rights Act (USERRA) (1994)
- 1.49 The Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) (1974) [as Amended by the Jobs for Veterans Act (JVA) (2008)]
- 1.50 The Wagner-Peyser Act (1933) [as Amended by the Workforce Investment Act of 1998]
- 1.51 The Walsh-Healey Act (Public Contracts Act) (1936)
- 1.52 The Work Opportunity Tax Credit (WOTC) (1996)
- 1.53 Whistle-Blowing
- 2. When You Have 15 or More Employees
- 2.1 Americans with Disabilities Act (ADA) (1990)
- 2.2 The Civil Rights Act (Title VII) (1964)
- 2.3 The Civil Rights Act (1991)
- 2.4 The Drug-Free Workplace Act (1988)
- 2.5 The Equal Employment Opportunity Act (EEOA) (1972)
- 2.6 The Genetic Information Nondiscrimination Act (GINA) (2008)
- 2.7 Guidelines on Discrimination Because of Sex (1980)
- 2.8 The Lilly Ledbetter Fair Pay Act (2009)
- 2.9 The Pregnancy Discrimination Act (1978)
- 2.10 Uniform Guidelines on Employee Selection Procedures (1976)
- 3. When You Have 20 or More Employees
- 4. When You Have 50 to 100 Employees
- 4.1 Executive Order 11246—Affirmative Action (1965)
- 4.2 The Family and Medical Leave Act (FMLA) (1993)
- 4.3 The Mental Health Parity Act (MHPA) (1996)
- 4.4 The Mental Health Parity and Addiction Equity Act (MHPAEA) (2008)
- 4.5 The National Defense Authorization Act (2008)
- 4.6 The Patient Protection and Affordable Care Act (PPACA) (2010)
- 5. When You Have 100 or More Employees
- 6. For Federal Government Employees
- Employment Visas for Foreign Nationals
- Chapter Review
- Chapter 3 HRCI Core Knowledge
- Core Knowledge Requirements
- Employee Communications
- Ethical and Professional Standards
- Reporting Tools for Supporting Both HR and the Greater Organization
- Change Management Theory, Methods, and Application
- Risk Management Techniques
- Qualitative and Quantitative Methods and Tools for Analysis
- Human Relations Concepts and Applications
- Methods for Assessing Employee Attitudes, Opinions, and Satisfaction
- Diversity Concepts and Applications
- Employee Records Management
- Job Descriptions and Job Analysis
- Organizational Documentation Requirements
- Third-Party or Vendor Selection, Contract Negotiation, and Management, Including Development of RFPs
- Project Management Concepts and Applications
- Budgeting, Accounting, and Financial Concepts
- Types of Organizational Structures
- Environmental Scanning Concepts and Applications
- Needs Assessment and Analysis
- Adult Learning Processes
- Training Techniques
- Chapter Review
- Core Knowledge Requirements
- Part II PHR Body of Knowledge Functional Areas
- Chapter 4 Business Management
- Key Legislation Governing Business Management
- Vision, Mission, Values, and Structure of the Organization
- Legislative and Regulatory Knowledge and Procedures
- Corporate Governance Procedures and Compliance
- Ethical and Professional Standards
- Business Elements of an Organization
- Existing HRIS, Reporting Tools, and Other Systems for Effective Data Reporting and Analysis
- Change Management Theory, Methods, and Applications
- Risk Management
- Investigating Complaints
- Employee Communications
- HR Technology Activities
- Privacy Issues
- Use of Third Parties or Vendors
- Chapter Review
- Chapter 5 Talent Planning and Acquisition
- Key Legislation Governing Talent Planning and Acquisition
- Equal Employment Opportunity and Affirmative Action
- Federal Contracting and Affirmative Action Requirements
- Gender Discrimination and Harassment in the Workplace
- Nepotism
- Fair Labor Standards Act
- Organizational Staffing Requirements
- Sourcing Methods and Techniques
- Flexible Staffing
- Applicant Tracking
- Selection
- Selection Systems
- Criteria for Selection
- Employment Testing
- Interviewing Candidates
- Documentation of Selection Decisions
- The Selection Approval Process
- Employment Policies, Practices, and Procedures
- The Impact of Total Rewards on Recruitment and Retention
- Negotiation Skills and Techniques
- Employment Offers
- Employment Reference Checks, Background Checks, and Credit Reports
- New Employee Orientation
- Human Resources Analysis and Metrics
- Chapter Review
- Chapter 6 Learning and Development
- Chapter 7 Total Rewards
- A Total Rewards Philosophy and Strategy
- Federal Laws That Impact Compensation
- Federal Agency Nondiscrimination Enforcement
- Job Evaluation
- Pay Structure
- Compa-ratios
- Base Pay Systems
- Variations in Pay
- Types of Pay Increases
- Pay Differentials
- Payroll
- Objectives of Benefits
- Federal Legislation Impacting Benefits
- Tax and Accounting Organizations with Benefits Oversight
- Government-Mandated Benefits
- Healthcare Benefits
- Healthcare Funding
- Healthcare Costs
- Common Benefits Provided to Employees
- Noncash Rewards
- Other Benefits Provided to Employees
- Benefits: Taxable and Nontaxable
- Communicating Total Rewards Programs
- Chapter Review
- Chapter 8 Employee and Labor Relations
- Federal Laws That Apply to This Body of Knowledge
- Common Law and the Napoleonic Code
- Labor Laws Currently
- Employment Types
- Right-to-Work States
- Exceptions to Employment at Will
- Common Law Tort Claims
- Other Factors Involved in the Employment Relationship
- Workplace Policies and Procedures
- Employee Relations Programs and Organizational Culture
- Employee Complaints and Grievances
- Collective Bargaining
- Employment Legal Issues
- Evaluating Program Effectiveness
- Chapter Review
- Chapter 4 Business Management
- Part III SPHR Body of Knowledge Functional Areas
- Chapter 9 Leadership and Strategy
- Leadership and Strategy Responsibilities
- Develop and Execute HR Plans That Are Aligned to the Organization’s Strategic Plan
- Evaluate the Applicability of Federal Laws and Regulations to Organizational Strategy
- Analyze and Assess Organizational Practices That Impact Operations and People Management to Decide on the Best Available Risk Management Strategy
- Interpret and Use Business Metrics to Assess and Drive Achievement of Strategic Goals and Objectives
- Design and Evaluate HR Data Indicators to Inform Strategic Actions Within the Organization
- Evaluate Credibility and Relevance of External Information to Make Decisions and Recommendations
- Contribute to the Development of the Organizational Strategy and Planning
- Develop and Manage Workplace Practices That Are Aligned with the Organization’s Statements of Vision, Values, and Ethics to Shape and Reinforce Organizational Culture
- Design and Manage Effective Change Strategies to Align Organizational Performance with the Organization’s Strategic Goals
- Establish and Manage Effective Relationships with Key Stakeholders to Influence Organizational Behavior and Outcomes
- Leadership and Strategy Knowledge Requirements
- Vision, Mission, and Values of an Organization and Applicable Legal and Regulatory Requirements
- Strategic Planning Process
- Management Functions, Including Planning, Organizing, Directing, and Controlling
- Corporate Procedures and Compliance
- Business Elements of an Organization
- Third-Party or Vendor Selection, Contract Negotiation, and Management, Including Development of Requests for Proposals
- Project Management
- Technology to Support HR Activities
- Budgeting, Accounting, and Financial Concepts
- Techniques and Methods for Organizational Design
- Methods of Gathering Data for Strategic Planning Purposes
- Qualitative and Quantitative Methods and Tools Used for Analysis, Interpretation, and Decision-Making Purposes
- Change Management Processes and Techniques
- Techniques for Forecasting, Planning, and Predicting the Impact of HR Activities and Programs Across Functional Areas
- Risk Management
- How to Deal with Situations That Are Uncertain, Unclear, or Chaotic
- Chapter Review
- Leadership and Strategy Responsibilities
- Chapter 10 Talent Planning and Acquisition
- Chapter 11 Learning and Development
- Chapter 12 Total Rewards
- Chapter 13 Employee Relations and Engagement
- Chapter 9 Leadership and Strategy
- Part IV Appendixes
- Appendix A List of Common HR Acronyms
- Appendix B Federal Case Laws
- Case Applications by Chapter
- Chapter 4: Business Management—PHR
- Chapter 5: Talent Planning and Acquisition—PHR
- Chapter 6: Learning and Development—PHR
- Chapter 7: Total Rewards—PHR
- Chapter 8: Employee and Labor Relations—PHR
- Chapter 9: Leadership and Strategy—SPHR
- Chapter 10: Talent Planning and Acquisition—SPHR
- Chapter 11: Learning and Development—SPHR
- Chapter 12: Total Rewards—SPHR
- Chapter 13: Employee Relations and Engagement—SPHR
- Case Applications by Chapter
- Appendix C For Additional Study
- Appendix D About the Online Content
- Glossary
- Index
To all HR professionals who constantly strive to do better.
—The authors
To all HR professionals who get up each morning and go to work attempting to do what is right.
—Bill
To Steve, Malea, and Siena for your love and encouragement. To my father Larry, the best HR mentor.
—Christina
To my husband, Jeff, who is my very own personal cheerleader, constantly supporting and nudging me to new levels of success.
—Dory
-
No Comment
..................Content has been hidden....................
You can't read the all page of ebook, please click here login for view all page.