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636 APPENDIX A 03 Human Resource Development (17%, 17%) Developing, implementing and evaluating activities and programs that address employee training and development, performance appraisal, talent and performance management, and the unique needs of employees to ensure that the knowledge, skills, abilities and performance of the workforce meet current and future organizational and individual needs. RESPONSIBILITIES: 01 Ensure that human resource development programs are compliant with all applicable federal, state, and local laws and regulations. 02 Conduct a needs assessment to identify and establish priorities regarding human resource development activities. SPHR ONLY 03 Develop/select and implement employee training programs (e.g., leadership skills, harassment prevention, computer skills) to increase individual and organizational effectiveness. Note that this includes training design and methods for obtaining feedback from training (e.g., surveys, pre- and post-testing). 04 Evaluate effectiveness of employee training programs through the use of metrics (e.g., participant surveys, pre- and post-testing). SPHR ONLY 05 Develop, implement and evaluate talent management programs that include assessing talent, developing talent and placing high-potential employees. SPHR ONLY 06 Develop/select and evaluate performance appraisal process (e.g., instruments, ranking and rating scales, relationship to compensation, frequency). 07 Implement training programs for performance evaluators. PHR ONLY 08 Develop, implement and evaluate performance management programs and procedures (e.g., goal setting, job rotations, promotions). 09 Develop/select, implement and evaluate programs (e.g., flexible work arrangements, diversity initiatives, repatriation) to meet the unique needs of employees. SPHR ONLY KNOWLEDGE OF: 24 Applicable federal, state, and local laws and regulations related to human resources development activities (e.g., Title VII, ADA, ADEA, USERRA, EEOC Uniform Guidelines on Employee Selection Procedures). 25 Career development and leadership development theories and applications. 26 Organizational development theories and applications. 27 Training program development techniques to create general and specialized training programs. 28 Training methods, facilitation techniques, instructional methods, and program delivery mechanisms. 29 Task/process analysis. 30 Performance appraisal methods (e.g., instruments, ranking and rating scales). 31 Performance management methods (e.g., goal setting, job rotations, promotions). 32 Applicable global issues (e.g., international law, culture, local management approaches/practices, societal norms). SPHR ONLY 33 Techniques to assess training program effectiveness, including use of applicable metrics (e.g., participant surveys, pre- and post-testing). 34 E-learning. 35 Mentoring and executive coaching.
APPENDIX A 637 04 Total Rewards (16%, 12%) Developing/selecting, implementing/administering and evaluating compensation and benefits programs for all employee groups that support the organization s strategic goals, objectives, and values. RESPONSIBILITIES: 01 Ensure that compensation and benefits programs are compliant with applicable federal, state, and local laws and regulations. 02 Develop, implement, and evaluate compensation policies/programs and pay structures based upon internal equity and external market conditions that support the organization s strategic goals, objectives, and values. 03 Administer payroll functions (e.g., new hires, deductions, adjustments, terminations). 04 Conduct benefits programs needs assessments (e.g., benchmarking, employee survey). 05 Develop/select, implement/administer, and evaluate benefits programs that support the organization s strategic goals, objectives, and values (e.g., health and welfare, retirement, stock purchase, wellness, employee assistance programs [EAP], time-off). 06 Communicate and train the workforce in the compensation and benefits programs and policies (e.g., self-service technologies). 07 Develop/select, implement/administer, and evaluate executive compensation programs (e.g., stock purchase, stock options, incentive, bonus, supplemental retirement plans). SPHR ONLY 08 Develop, implement/administer, and evaluate expatriate and foreign national compensation and benefits programs. SPHR ONLY KNOWLEDGE OF: 36 Federal, state and local compensation, benefits, and tax laws (e.g., FLSA, ERISA, COBRA, HIPAA, FMLA, FICA). 37 Total rewards strategies (e.g., compensation, benefits, wellness, rewards, recognition, employee assistance). 38 Budgeting and accounting practices related to compensation and benefits. 39 Job evaluation methods. 40 Job pricing and pay structures. 41 External labor markets and/or economic factors. 42 Pay programs (e.g., incentive, variable, merit). 43 Executive compensation methods. SPHR ONLY 44 Non-cash compensation methods (e.g., stock options, ESOPs). SPHR ONLY 45 Benefits programs (e.g., health and welfare, retirement, wellness, EAP, timeoff). 46 International compensation laws and practices (e.g., expatriate compensation, entitlements, choice of law codes). SPHR ONLY 47 Fiduciary responsibility related to total rewards management. SPHR ONLY 05 Employee and Labor Relations (22%, 18%) Analyzing, developing, implementing/administering, and evaluating the workplace relationship between employer and employee, in order to maintain relationships and working conditions that balance employer and employee needs and rights in support of the organization s strategic goals, objectives, and values.
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HUMAN THIRTEENTH EDITION RESOURCE M
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DEDICATED TO SAMANTHA AND TAYLOR
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C O N T E N T S Preface xxiii Ackno
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CONTENTS IX Departmental Managers S
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CONTENTS XI Recruiting Source Use a
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CONTENTS XIII PART THREE TRAINING A
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CONTENTS XV Talent Management and E
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CONTENTS XVII INCENTIVES FOR SALESP
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CONTENTS XIX HR AS A PROFIT CENTER:
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CONTENTS XXI INDIVIDUAL AND GROUP A
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P R E F A C E Human Resource Manage
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PREFACE XXV This edition again cont
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A C K N O W L E D G M E N T S Every
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LEARNING OBJECTIVES 1. Explain what
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CHAPTER 1 INTRODUCTION TO HUMAN RES
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LEARNING OBJECTIVES 1. Explain the
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CHAPTER 2 EQUAL OPPORTUNITY AND THE
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LEARNING OBJECTIVES 1. Explain why
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CHAPTER 3 HUMAN RESOURCE MANAGEMENT
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LEARNING OBJECTIVES 1. Explain why
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CHAPTER 4 JOB ANALYSIS AND THE TALE
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LEARNING OBJECTIVES 1. List the ste
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CHAPTER 5 PERSONNEL PLANNING AND RE
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CHAPTER 6 EMPLOYEE TESTING AND SELE
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LEARNING OBJECTIVES 1. List the mai
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CHAPTER 7 INTERVIEWING CANDIDATES 2
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CHAPTER 8 TRAINING AND DEVELOPING E
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LEARNING OBJECTIVES 1. Describe a c
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CHAPTER 10 EMPLOYEE RETENTION, ENGA
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LEARNING OBJECTIVES 1. List the bas
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CHAPTER 11 ESTABLISHING STRATEGIC P
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LEARNING OBJECTIVES 1. Explain how
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CHAPTER 12 PAY FOR PERFORMANCE AND
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LEARNING OBJECTIVES 1. Name and def
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CHAPTER 13 BENEFITS AND SERVICES 42
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CHAPTER 14 ETHICS AND EMPLOYEE RIGH
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LEARNING OBJECTIVES 1. Give a brief
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CHAPTER 15 LABOR RELATIONS AND COLL
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LEARNING OBJECTIVES 1. Explain the
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CHAPTER 16 EMPLOYEE SAFETY AND HEAL
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LEARNING OBJECTIVES 1. List the HR
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CHAPTER 17 MANAGING GLOBAL HUMAN RE
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