Your Employees Can Make or Break Your Business

Your Employees Can Make or Break Your Business

            Perfect Bound 532 pages 7"x 10"              22 Chapters

            Perfect Bound 532 pages 7"x 10"              22 Chapters

2

2

 THE HIRING PROCESS 

(PART ONE)

How to Hire Superstar Employees that will Launch Your Business to Unlimited Heights

Designing the best hiring processes and procedures for your company will be a snap when using the information in Chapter Two.

  •  A Proven Sure-Fire Employment Method
  •  The 12-Step Hiring Process and Checklist 
  •  Staff Planning And Recruiting
  •  Is Hiring Additional Personnel Necessary?
  •  SOURCES FOR EMPLOYEE PROSPECTS
  •  NEWSPAPER ADVERTISING
  •  Is a Newspaper Ad Right for This Position?
  •  Targeting the Right Area
  •  Best Ad Sizes
  • Open Ads  
  • Blind Ads  
  • Timing Your Ads
  • Running Multiple Ads
  • Print Classified Ads
  • ONLINE CLASSIFIEDS AND JOB FORUMS
  • Parts of an Effective Ad
  • Preparing Your Ads  
  • How Ads are Priced
  • The Telephone Screening Method
  • The eMail Screening Method
  • YOUR EMPLOYMENT APPLICATION FORM
  •  Some Roles of the Application Form
  • Creating Your Own Employment Application Form  
  •  Major Parts of an Application Form  
  •  What Not to Ask on Employment Application Forms
  •  APPLICATION AND RESUME SCREENING
  •  What to Look For  
  •  What to Avoid
  •  Resume Caution Signs

 

 

  

 THE HIRING PROCESS 

(PART ONE)

How to Hire Superstar Employees that will Launch Your Business to Unlimited Heights

Designing the best hiring processes and procedures for your company will be a snap when using the information in Chapter Two.

  •  A Proven Sure-Fire Employment Method
  •  The 12-Step Hiring Process and Checklist 
  •  Staff Planning And Recruiting
  •  Is Hiring Additional Personnel Necessary?
  •  SOURCES FOR EMPLOYEE PROSPECTS
  •  NEWSPAPER ADVERTISING
  •  Is a Newspaper Ad Right for This Position?
  •  Targeting the Right Area
  •  Best Ad Sizes
  • Open Ads  
  • Blind Ads  
  • Timing Your Ads
  • Running Multiple Ads
  • Print Classified Ads
  • ONLINE CLASSIFIEDS AND JOB FORUMS
  • Parts of an Effective Ad
  • Preparing Your Ads  
  • How Ads are Priced
  • The Telephone Screening Method
  • The eMail Screening Method
  • YOUR EMPLOYMENT APPLICATION FORM
  •  Some Roles of the Application Form
  • Creating Your Own Employment Application Form  
  •  Major Parts of an Application Form  
  •  What Not to Ask on Employment Application Forms
  •  APPLICATION AND RESUME SCREENING
  •  What to Look For  
  •  What to Avoid
  •  Resume Caution Signs

 

 

  

BUILDING YOUR ORGANIZATION AND JOB POSITIONS

Designing Your Company's  Organization and Job Positions for Maximum Success

Your company's organization and its job positions are vital to the success of your business. Chapter One gives you a sound foundation on which to structure your company's organization and job positions.

  • How to Craft Your Company's Organization
  •  Management Processes
  •  Types of Authority
  •  Line Authority
  •  Staff Authority
  •  Your Company's Structure
  •  Characteristics of an Effective Company Structure
  •  The Chain-Of-Command Method  
  • YOUR COMPANY’S JOB POSITIONS
  • ABOUT THE JOB ANALYSIS
  •  Work Activities  
  •  Human Behaviors
  •  Machines, Tools, Equipment, And Work Aids Used  
  •  Performance Standards
  •  Human Requirements  
  •  JOB DESCRIPTIONS
  •  Importance in Knowing Job Descriptions
  •  Creating Effective Job Descriptions
  •  Major Sections of a Typical Job Description

BUILDING YOUR ORGANIZATION AND JOB POSITIONS

Designing Your Company's  Organization and Job Positions for Maximum Success

Your company's organization and its job positions are vital to the success of your business. Chapter One gives you a sound foundation on which to structure your company's organization and job positions.

  • How to Craft Your Company's Organization
  •  Management Processes
  •  Types of Authority
  •  Line Authority
  •  Staff Authority
  •  Your Company's Structure
  •  Characteristics of an Effective Company Structure
  •  The Chain-Of-Command Method  
  • YOUR COMPANY’S JOB POSITIONS
  • ABOUT THE JOB ANALYSIS
  •  Work Activities  
  •  Human Behaviors
  •  Machines, Tools, Equipment, And Work Aids Used  
  •  Performance Standards
  •  Human Requirements  
  •  JOB DESCRIPTIONS
  •  Importance in Knowing Job Descriptions
  •  Creating Effective Job Descriptions
  •  Major Sections of a Typical Job Description

This Handbook Will Make You a Superstar Workforce Manager!

This Handbook Will Make You a Superstar Workforce Manager!

THE HIRING PROCESS  

(PART TWO)

How to Interview, Test, and Background Check Applicants for Spectacular Results

Interviewing prospective employees is a challenge for most business owners. Chapter Three gives you all of the information and instruction needed to be the best interviewers in your Marketplace.

  • INTERVIEWING APPLICANTS
  • Types of Interviews
  • Objectives of the Interview
  •  TYPES OF INTERVIEW QUESTIONS
  •  Closed-Ended Questions
  •  Open-Ended Questions
  •  Examples of Open-Ended Questions  
  •  Probing Questions
  •  Checking Questions
  •  Job-Related Questions
  •  Review Job Specs, Resumes, and Descriptions
  •  Scheduling the Interviews
  •  Location and Length of Interviews
  •  Setting an Environment for a Good Interview
  •  Preparing the Applicant for Interviewing
  •  Things to Avoid During Interviews
  •  Get the Applicant Talking
  •  Dealing with Personal Information
  •  How to Close the Interview
  •  MAKING YOUR FINAL SELECTION
  •  BACKGROUND CHECKING
  •  Checking Prior Employment History
  •  Importance of Reference Checks
  •  Caution About Negligent Hiring
  •  Avoiding Defamation Claims
  •  Doing Credit History Checks
  •  Making Criminal Records Check
  •  Doing Driving Records Checks
  •  Conducting Education Checks
  •  Resource List of Credit and Background-Checking Companies
  •  Doing Your Own Checking
  •  How to Handle Negative Reference Information
  •  Resource List of Background Check Companies
  •  APPLICANT TESTING OVERVIEW
  •  General Aptitude Tests
  •  Clerical Ability Tests
  •  Office Skills Tests  
  •  Personality Profile Tests
  •  Work Samples Tests   
  •  Integrity/Honesty Tests  
  •  Testing for Drugs
  •  Resource List of Applicant Testing Companies

 

 

  

  

THE HIRING PROCESS  

(PART TWO)

How to Interview, Test, and Background Check Applicants for Spectacular Results

Interviewing prospective employees is a challenge for most business owners. Chapter Three gives you all of the information and instruction needed to be the best interviewers in your Marketplace.

  • INTERVIEWING APPLICANTS
  • Types of Interviews
  • Objectives of the Interview
  •  TYPES OF INTERVIEW QUESTIONS
  •  Closed-Ended Questions
  •  Open-Ended Questions
  •  Examples of Open-Ended Questions  
  •  Probing Questions
  •  Checking Questions
  •  Job-Related Questions
  •  Review Job Specs, Resumes, and Descriptions
  •  Scheduling the Interviews
  •  Location and Length of Interviews
  •  Setting an Environment for a Good Interview
  •  Preparing the Applicant for Interviewing
  •  Things to Avoid During Interviews
  •  Get the Applicant Talking
  •  Dealing with Personal Information
  •  How to Close the Interview
  •  MAKING YOUR FINAL SELECTION
  •  BACKGROUND CHECKING
  •  Checking Prior Employment History
  •  Importance of Reference Checks
  •  Caution About Negligent Hiring
  •  Avoiding Defamation Claims
  •  Doing Credit History Checks
  •  Making Criminal Records Check
  •  Doing Driving Records Checks
  •  Conducting Education Checks
  •  Resource List of Credit and Background-Checking Companies
  •  Doing Your Own Checking
  •  How to Handle Negative Reference Information
  •  Resource List of Background Check Companies
  •  APPLICANT TESTING OVERVIEW
  •  General Aptitude Tests
  •  Clerical Ability Tests
  •  Office Skills Tests  
  •  Personality Profile Tests
  •  Work Samples Tests   
  •  Integrity/Honesty Tests  
  •  Testing for Drugs
  •  Resource List of Applicant Testing Companies

 

 

  

  

THIRD-PARTY STAFFING SOLUTIONS

Terrific and Inventive Ways to Supplement Your Business with Temporary and Permanent Staffing  

You can take your business to higher levels with the use of third-party staffing companies. In Chapter Four you are presented with basic and advanced ways to profit and grow your business with the use of temporary and permanent staffing firms

  • TEMPORARY STAFFING SERVICES
  •  How Temporary Staffing Agencies Earn Money
  •  The Temp-to-Hire Arrangement
  •  PERMANENT EMPLOYMENT SERVICES
  •  How Permanent Employment Agencies get Paid
  •  How to Work Effectively with Staffing Agencies
  •  Hiring a Specialized Staffing Agency
  •  Good Communication Is Important
  •  Be Ready to Receive the Candidate
  •  Follow up With the Staffing Agency
  •  Weighing Fees vs Costs
  •  HIRING A STAFFING AGENCY
  •  What Does a Staffing Company Do?
  •  RESOURCE LISTING OF STAFFING AGENCIES
  •  Best General Staffing Agencies
  •  Top Temporary Staffing Agencies
  •  Top Medical and Healthcare Staffing Agencies
  •  Top IT and Tech Staffing Firms
  •  RESOURCE LIST OF ONLINE JOB POSTING SITES
  •  RESOURCE LIST OF FREE JOB POSTING SITES
  • RESOURCE LIST OF JOB POSTING SOFTWARE COMPANIES

 

 

  

THIRD-PARTY STAFFING SOLUTIONS

Terrific and Inventive Ways to Supplement Your Business with Temporary and Permanent Staffing  

You can take your business to higher levels with the use of third-party staffing companies. In Chapter Four you are presented with basic and advanced ways to profit and grow your business with the use of temporary and permanent staffing firms

  • TEMPORARY STAFFING SERVICES
  •  How Temporary Staffing Agencies Earn Money
  •  The Temp-to-Hire Arrangement
  •  PERMANENT EMPLOYMENT SERVICES
  •  How Permanent Employment Agencies get Paid
  •  How to Work Effectively with Staffing Agencies
  •  Hiring a Specialized Staffing Agency
  •  Good Communication Is Important
  •  Be Ready to Receive the Candidate
  •  Follow up With the Staffing Agency
  •  Weighing Fees vs Costs
  •  HIRING A STAFFING AGENCY
  •  What Does a Staffing Company Do?
  •  RESOURCE LISTING OF STAFFING AGENCIES
  •  Best General Staffing Agencies
  •  Top Temporary Staffing Agencies
  •  Top Medical and Healthcare Staffing Agencies
  •  Top IT and Tech Staffing Firms
  •  RESOURCE LIST OF ONLINE JOB POSTING SITES
  •  RESOURCE LIST OF FREE JOB POSTING SITES
  • RESOURCE LIST OF JOB POSTING SOFTWARE COMPANIES

 

 

  

3

3

4

4

ONLINE SOCIAL MEDIA RECRUITING AND OUTSOURCING

Supercharge Your Company's Recruiting with Unique Online and Social Media Techniques

Your company will be given a big boost with the use of Online and Social Media strategies. Chapter Five gives you the latest and best methods of putting Online and Social Media Recruiting and Outsourcing to work in your company

 

  • THE BEST ONLINE RECRUITING METHODS
  • WORKER HOTBEDS – Craigslist.org
  •  Finding Just the Right Worker Locally
  •  What Kind of Work Production is Expected
  •  UNIQUE ONLINE RECRUITING SOURCES
  •  Recruiting with LinkedIn  
  •  Recruiting with Facebook
  •  Recruiting with Snapchat
  •  Recruiting with Twitter
  • OUTSOURCING OVERVIEW
  •  Outsourcing in the Gig Economy
  •  Advantages of Outsourcing in the Gig Economy
  • Comments from Expert users of Outsourcing and the Gig Economy
  •  Low, or No Liability Outsourcing
  •  Implement Projects Quickly
  •  Obtain True Expert Freelances
  •  Posting Freelance Gigs
  •  RESOURCE LIST OF ONLINE FREELANCE PLATFORMS
  •  Getting Help Virtually
  •  Hiring Virtual Assistants
  •  Virtual Assistants for the Smaller Business
  •  BEST  ONLINE RESOURCES FOR HIRING VIRTUAL ASSISTANTS

 

 

  

ONLINE SOCIAL MEDIA RECRUITING AND OUTSOURCING

Supercharge Your Company's Recruiting with Unique Online and Social Media Techniques

Your company will be given a big boost with the use of Online and Social Media strategies. Chapter Five gives you the latest and best methods of putting Online and Social Media Recruiting and Outsourcing to work in your company

 

  • THE BEST ONLINE RECRUITING METHODS
  • WORKER HOTBEDS – Craigslist.org
  •  Finding Just the Right Worker Locally
  •  What Kind of Work Production is Expected
  •  UNIQUE ONLINE RECRUITING SOURCES
  •  Recruiting with LinkedIn  
  •  Recruiting with Facebook
  •  Recruiting with Snapchat
  •  Recruiting with Twitter
  • OUTSOURCING OVERVIEW
  •  Outsourcing in the Gig Economy
  •  Advantages of Outsourcing in the Gig Economy
  • Comments from Expert users of Outsourcing and the Gig Economy
  •  Low, or No Liability Outsourcing
  •  Implement Projects Quickly
  •  Obtain True Expert Freelances
  •  Posting Freelance Gigs
  •  RESOURCE LIST OF ONLINE FREELANCE PLATFORMS
  •  Getting Help Virtually
  •  Hiring Virtual Assistants
  •  Virtual Assistants for the Smaller Business
  •  BEST  ONLINE RESOURCES FOR HIRING VIRTUAL ASSISTANTS

 

 

  

5

5

6

6

EMPLOYEE ONBOARDING AND COMPANY TRAINING

Get Your New Employees off to a Speedy Start with Proven Onboarding and Training Methods

Getting your newly hired employees off to a great start is invaluable. Chapter Six lays out the most effective ways and methods of bringing new employees onto your workforce

 

  • ONBOARDING NEW EMPLOYEES
  •  Directional Plans  
  •  The Buddy System
  •  Introduction Video  
  •  Employee Handbook
  •  Current Organization Chart
  •  Photographs
  •  Welcome Notices
  •  Things to do Before the Employee Arrives
  •  NEW-EMPLOYEE CHECKLIST
  •  The First Day on the Job
  •  Follow-Up Meetings
  •  Training New Employees
  •  COMPANY-WIDE EMPLOYEE TRAINING
  •  Training and Equal Employment Opportunity
  •  Training and the Occupational Safety and Health Administration
  •  Training as Corrective Action
  •  Award Training Certificates
  •  Training Outlines
  •  Lesson Plans
  •  Using Visual Aids For Training
  •  Third-Party Employee Training Tools
  •  Learn-Over-Lunch Programs (Brown-Bag Lunches)
  •  How to Give Excellent Training Presentations
  •  Ways to Improve Your Training Sessions
  •  Outside Training Opportunities
  •  Outside Supervisory Training
  •  The American Society of Training and Development (ASTD)
  •  After-Hours Training Sessions
  • RESOURCE LIST OF EMPLOYEE SKILLS TRAINING COMPANIES

  

EMPLOYEE ONBOARDING AND COMPANY TRAINING

Get Your New Employees off to a Speedy Start with Proven Onboarding and Training Methods

Getting your newly hired employees off to a great start is invaluable. Chapter Six lays out the most effective ways and methods of bringing new employees onto your workforce

 

  • ONBOARDING NEW EMPLOYEES
  •  Directional Plans  
  •  The Buddy System
  •  Introduction Video  
  •  Employee Handbook
  •  Current Organization Chart
  •  Photographs
  •  Welcome Notices
  •  Things to do Before the Employee Arrives
  •  NEW-EMPLOYEE CHECKLIST
  •  The First Day on the Job
  •  Follow-Up Meetings
  •  Training New Employees
  •  COMPANY-WIDE EMPLOYEE TRAINING
  •  Training and Equal Employment Opportunity
  •  Training and the Occupational Safety and Health Administration
  •  Training as Corrective Action
  •  Award Training Certificates
  •  Training Outlines
  •  Lesson Plans
  •  Using Visual Aids For Training
  •  Third-Party Employee Training Tools
  •  Learn-Over-Lunch Programs (Brown-Bag Lunches)
  •  How to Give Excellent Training Presentations
  •  Ways to Improve Your Training Sessions
  •  Outside Training Opportunities
  •  Outside Supervisory Training
  •  The American Society of Training and Development (ASTD)
  •  After-Hours Training Sessions
  • RESOURCE LIST OF EMPLOYEE SKILLS TRAINING COMPANIES

  

COMPENSATION OVERVIEW  

State of the Art Compensation Best Practices that will make both Your Company's Budget and Your Employees Happy

Your company's compensation plan is important to you and your employees. Chapter Seven will show you tons of ways to establish and administer your company's compensation plan.

  

  • TYPES OF COMPENSATION
  •  Base Pay
  •  Commissions
  •  Overtime Pay
  •  Bonuses, Profit Sharing, Merit Pay
  •  Stock Options
  •  Travel/Meal/Housing Allowance
  •  Formulating Attractive Compensation Packages
  •  Essential Elements of Compensation Plans
  •  Other Vital Factors for Consideration
  •  FEDERAL WAGE LAWS YOU MUST KNOW
  •  The Fair Labor Standards Act (FLSA)
  •  Basic Wage Standards
  •  Who is Covered Under FLSA?
  •  Tipped Employees
  •  Employer-Furnished Facilities
  •  Industrial Homework
  •  Sub-Minimum Wage Provisions
  •  Youth Minimum Wage
  •  Exemptions
  •  Exemptions from Both Minimum Wage and Overtime Pay
  •  Exemptions from Overtime Pay Only
  •  Partial Exemptions from Overtime Pay
  •  Child Labor Provisions
  •  Non-Agricultural Jobs (Child Labor)
  •  Farm Jobs (Child Labor)
  •  Record Keeping
  •  Nursing Mothers
  •  Enforcement
  •  Recovery of Back Wages
  •  Equal Pay Provisions
  •  Wages and Benefits
  •  Employee Wages
  •  Employee Benefits
  •  ERISA and Employee Benefits
  •  The Consolidated Omnibus Budget Reconciliation Act (COBRA)
  •  Minimum Wage
  •  Prevailing Wages
  •  Living Wage

  

COMPENSATION OVERVIEW  

State of the Art Compensation Best Practices that will make both Your Company's Budget and Your Employees Happy

Your company's compensation plan is important to you and your employees. Chapter Seven will show you tons of ways to establish and administer your company's compensation plan.

  

  • TYPES OF COMPENSATION
  •  Base Pay
  •  Commissions
  •  Overtime Pay
  •  Bonuses, Profit Sharing, Merit Pay
  •  Stock Options
  •  Travel/Meal/Housing Allowance
  •  Formulating Attractive Compensation Packages
  •  Essential Elements of Compensation Plans
  •  Other Vital Factors for Consideration
  •  FEDERAL WAGE LAWS YOU MUST KNOW
  •  The Fair Labor Standards Act (FLSA)
  •  Basic Wage Standards
  •  Who is Covered Under FLSA?
  •  Tipped Employees
  •  Employer-Furnished Facilities
  •  Industrial Homework
  •  Sub-Minimum Wage Provisions
  •  Youth Minimum Wage
  •  Exemptions
  •  Exemptions from Both Minimum Wage and Overtime Pay
  •  Exemptions from Overtime Pay Only
  •  Partial Exemptions from Overtime Pay
  •  Child Labor Provisions
  •  Non-Agricultural Jobs (Child Labor)
  •  Farm Jobs (Child Labor)
  •  Record Keeping
  •  Nursing Mothers
  •  Enforcement
  •  Recovery of Back Wages
  •  Equal Pay Provisions
  •  Wages and Benefits
  •  Employee Wages
  •  Employee Benefits
  •  ERISA and Employee Benefits
  •  The Consolidated Omnibus Budget Reconciliation Act (COBRA)
  •  Minimum Wage
  •  Prevailing Wages
  •  Living Wage

  

7

7

WHAT SHOULD YOU PAY YOUR EMPLOYEES?

Revealing Information on how to Determine what You can Afford and Should be Paying Your Employees

Knowing what you can afford and should pay your employees must be known in order to get and keep your company competitive and profitable. Chapter Eight gives you all the information needed to determine how and what you should be paying your employees.

 

  • DETERMINING PREVAILING WAGES IN YOUR MARKET
  •  USING SALARY AND WAGE SURVEYS  
  •  Wage Survey Statistics
  •  ANALYZING SURVEY STATISTICS
  •  Mercer – A Major Salary Survey Provider Company
  • RESOURCE LIST OF SALARY AND WAGE SURVEY PROVIDER COMPANIES
  •  SALARY AND WAGE RANGES
  •  How a Salary Range is Structured
  •  Existing Wage Ranges
  •  Updating the Wage Range
  •  Workers Above or Below the New Wage Range
  •  Green Circle Rates
  •  Red Circle Rates
  •  Wage and Salary Administration Programs
  •  Assessing Your Salary/Wage Administration Program
  •  Exempt Employees vs Nonexempt Employees
  •  Nonexempt Employees
  •  COMPUTING OVERTIME PAY
  •  Exempt Employees
  •  EXEMPT JOBS
  •  NONEXEMPT JOBS
  •  EMPLOYER COMPLIANCE ISSUES
  •  PAY RAISES
  •  Cost of Living Adjustment (COLA)
  •  Shift Differentials
  •  Performance Raises
  •  Raise Increase Amounts
  •  Controlling Your Payroll Costs
  •  Performance Review Cycles for Current Employees
  •  Performance Review Cycles for New Employees
  •  Prorating Pay Raises
  •  Pay Raise Options in a Down Market
  •  Ways to Cut Payroll Costs Without Layoffs
  •  JOB GRADE STRUCTURES OVERVIEW
  •  Job Evaluation Techniques
  •  External Wage Equity
  •  Slotting
  •  Internal Wage Equity
  •  Job Ranking
  •  Titled Paired Comparison of Job Evaluations
  •  Quantitative Methods of Job Evaluations
  •  Getting Over on the System
  •  Communicating Your Evaluation System

 

 

  

WHAT SHOULD YOU PAY YOUR EMPLOYEES?

Revealing Information on how to Determine what You can Afford and Should be Paying Your Employees

Knowing what you can afford and should pay your employees must be known in order to get and keep your company competitive and profitable. Chapter Eight gives you all the information needed to determine how and what you should be paying your employees.

 

  • DETERMINING PREVAILING WAGES IN YOUR MARKET
  •  USING SALARY AND WAGE SURVEYS  
  •  Wage Survey Statistics
  •  ANALYZING SURVEY STATISTICS
  •  Mercer – A Major Salary Survey Provider Company
  • RESOURCE LIST OF SALARY AND WAGE SURVEY PROVIDER COMPANIES
  •  SALARY AND WAGE RANGES
  •  How a Salary Range is Structured
  •  Existing Wage Ranges
  •  Updating the Wage Range
  •  Workers Above or Below the New Wage Range
  •  Green Circle Rates
  •  Red Circle Rates
  •  Wage and Salary Administration Programs
  •  Assessing Your Salary/Wage Administration Program
  •  Exempt Employees vs Nonexempt Employees
  •  Nonexempt Employees
  •  COMPUTING OVERTIME PAY
  •  Exempt Employees
  •  EXEMPT JOBS
  •  NONEXEMPT JOBS
  •  EMPLOYER COMPLIANCE ISSUES
  •  PAY RAISES
  •  Cost of Living Adjustment (COLA)
  •  Shift Differentials
  •  Performance Raises
  •  Raise Increase Amounts
  •  Controlling Your Payroll Costs
  •  Performance Review Cycles for Current Employees
  •  Performance Review Cycles for New Employees
  •  Prorating Pay Raises
  •  Pay Raise Options in a Down Market
  •  Ways to Cut Payroll Costs Without Layoffs
  •  JOB GRADE STRUCTURES OVERVIEW
  •  Job Evaluation Techniques
  •  External Wage Equity
  •  Slotting
  •  Internal Wage Equity
  •  Job Ranking
  •  Titled Paired Comparison of Job Evaluations
  •  Quantitative Methods of Job Evaluations
  •  Getting Over on the System
  •  Communicating Your Evaluation System

 

 

  

8

8

             EMPLOYEE BENEFITS 

How to Use Savvy and Smart Methods to Provide Your Workforce with Attractive Employee Benefits

Motivating your workforce is one of the purposes of your company's benefits packages. Chapter Nine goes in depth and gives you all of the information you'll need to design and implement the best benefits packages in your industry.

 

  • THE MANDATED BENEFITS
  •  Social Security
  •  Unemployment Insurance
  •  Workers’ Compensation Program
  •  POPULAR VOLUNTARY BENEFITS
  •  Introductory Insurance Terminology
  •  HEALTHCARE  BENEFITS
  •  Managed Care Provider Programs  
  •  Health Maintenance Organization (HMO)
  •  Preferred Provider Organizations (PPOs)
  •  Point of Service (POS)
  •  Self-Funded Health Insurance
  •  Obamacare: Small Business Compliance with the Affordable Care Act
  •  If You Already Offer Health Insurance to Your Employees
  •  Summary of Benefits and Coverage
  •  Small Business Health Care Tax Credit
  •  ADDITIONAL (ACA) PROVISIONS
  •  If You Do Not Offer Health Insurance to Your Employees
  •  Small Business Health Options Program
  •  DISABILITY PROGRAMS
  •  Short-Term Disability Benefits (STD)
  •  Long-Term Disability Programs (LTD)
  •  Group Life Insurance
  • Accidental Death and Dismemberment (AD&D) Insurance
  •  Flexible Spending Accounts (FSA)
  •  Cafeteria Plans
  •  TRUMPETING YOUR COMPANY BENEFITS
  •  Time-Off Benefits
  •  Paid Sick Days
  • Legislative Requirements for Employer Paid Sick Days
  •  ADDITIONAL PAID SICK DAY CONSIDERATIONS
  •  No-Fault Absence
  •  Paid Vacation Days
  •  Part-Time Employees
  •  Paid Personal Days
  •  Paid Holidays
  •  The Floating Holiday 
  • Work Breaks/Rest Periods (Nonexempt Employees)
  • Meal Periods (Nonexempt Employees)
  • Other Types of Paid Leave
  • OPTIONAL BENEFITS EMPLOYERS CAN PROVIDE
  • Common Optional Employee Benefits
  • Popular Optional Employee Benefits
  • Other Creative Optional Employee Benefits
  • EMPLOYEE BENEFITS CONSULTANTS AND BROKERS
  • Making a Broker or Consultant Selection

 

 

  

             EMPLOYEE BENEFITS 

How to Use Savvy and Smart Methods to Provide Your Workforce with Attractive Employee Benefits

Motivating your workforce is one of the purposes of your company's benefits packages. Chapter Nine goes in depth and gives you all of the information you'll need to design and implement the best benefits packages in your industry.

 

  • THE MANDATED BENEFITS
  •  Social Security
  •  Unemployment Insurance
  •  Workers’ Compensation Program
  •  POPULAR VOLUNTARY BENEFITS
  •  Introductory Insurance Terminology
  •  HEALTHCARE  BENEFITS
  •  Managed Care Provider Programs  
  •  Health Maintenance Organization (HMO)
  •  Preferred Provider Organizations (PPOs)
  •  Point of Service (POS)
  •  Self-Funded Health Insurance
  •  Obamacare: Small Business Compliance with the Affordable Care Act
  •  If You Already Offer Health Insurance to Your Employees
  •  Summary of Benefits and Coverage
  •  Small Business Health Care Tax Credit
  •  ADDITIONAL (ACA) PROVISIONS
  •  If You Do Not Offer Health Insurance to Your Employees
  •  Small Business Health Options Program
  •  DISABILITY PROGRAMS
  •  Short-Term Disability Benefits (STD)
  •  Long-Term Disability Programs (LTD)
  •  Group Life Insurance
  • Accidental Death and Dismemberment (AD&D) Insurance
  •  Flexible Spending Accounts (FSA)
  •  Cafeteria Plans
  •  TRUMPETING YOUR COMPANY BENEFITS
  •  Time-Off Benefits
  •  Paid Sick Days
  • Legislative Requirements for Employer Paid Sick Days
  •  ADDITIONAL PAID SICK DAY CONSIDERATIONS
  •  No-Fault Absence
  •  Paid Vacation Days
  •  Part-Time Employees
  •  Paid Personal Days
  •  Paid Holidays
  •  The Floating Holiday 
  • Work Breaks/Rest Periods (Nonexempt Employees)
  • Meal Periods (Nonexempt Employees)
  • Other Types of Paid Leave
  • OPTIONAL BENEFITS EMPLOYERS CAN PROVIDE
  • Common Optional Employee Benefits
  • Popular Optional Employee Benefits
  • Other Creative Optional Employee Benefits
  • EMPLOYEE BENEFITS CONSULTANTS AND BROKERS
  • Making a Broker or Consultant Selection

 

 

  

9

9

RETIREMENT AND SAVINGS PROGRAMS

Learn all about the Hottest Retirement and Savings Programs to Attract and Hold the Best Employees

Savings plans, 401(k) plans and other retirement arrangements are great for obtaining and retaining superstar employees. Chapter 10 gives you complete information on retirement and savings programs that will make your company standout from others.

  • Employer-Sponsored Plans  
  • DEFINED BENEFIT PLANS (DB)
  • DEFINED CONTRIBUTION PLANS (DC)
  • Most Popular Defined Contribution Plans
  • Traditional and Roth (k) Plans  
  • Traditional 401(k) Plans
  • Roth 401(k) Plans
  • OTHER TYPES OF RETIREMENT AND SAVINGS PLANS
  • Employee Stock Ownership Plans (ESOPs)
  • Profit-Sharing Plans
  • SIMPLE IRA Plans
  •  SARSEP Simplified Employee Pension  
  •  Payroll Deduction IRAs
  •  Money Purchase Plan
  •  Employee Stock Ownership Plans (ESOPs)
  •  Employee Savings Plans
  •  Required Disclosures for Pension Plans

  

RETIREMENT AND SAVINGS PROGRAMS

Learn all about the Hottest Retirement and Savings Programs to Attract and Hold the Best Employees

Savings plans, 401(k) plans and other retirement arrangements are great for obtaining and retaining superstar employees. Chapter 10 gives you complete information on retirement and savings programs that will make your company standout from others.

  • Employer-Sponsored Plans  
  • DEFINED BENEFIT PLANS (DB)
  • DEFINED CONTRIBUTION PLANS (DC)
  • Most Popular Defined Contribution Plans
  • Traditional and Roth (k) Plans  
  • Traditional 401(k) Plans
  • Roth 401(k) Plans
  • OTHER TYPES OF RETIREMENT AND SAVINGS PLANS
  • Employee Stock Ownership Plans (ESOPs)
  • Profit-Sharing Plans
  • SIMPLE IRA Plans
  •  SARSEP Simplified Employee Pension  
  •  Payroll Deduction IRAs
  •  Money Purchase Plan
  •  Employee Stock Ownership Plans (ESOPs)
  •  Employee Savings Plans
  •  Required Disclosures for Pension Plans

  

10

10

WORKPLACE POLICIES AND PROCEDURES

Guaranteed Workplace Polices and Procedures that will Help You Educate Your Workforce for Greater Success.  

When you have defined policies and procedures for your business, your operations will run smoothly, your workforce will be knowledgeable, and your bottom line will be boosted. 

Chapter 11 provides all the information you'll need to develop, launch and maintain outstanding policies and procedures for you company.

  • Importance of Employee Handbooks
  • Legal Considerations of Employee Handbook
  • Definitions of Employee Status
  • Employment Policies
  • Wage and Salary Policies
  • Code of Ethics and Code of Conduct
  • Benefits and Services
  • Employee Communications

 

 

  

WORKPLACE POLICIES AND PROCEDURES

Guaranteed Workplace Polices and Procedures that will Help You Educate Your Workforce for Greater Success.  

When you have defined policies and procedures for your business, your operations will run smoothly, your workforce will be knowledgeable, and your bottom line will be boosted. 

Chapter 11 provides all the information you'll need to develop, launch and maintain outstanding policies and procedures for you company.

  • Importance of Employee Handbooks
  • Legal Considerations of Employee Handbook
  • Definitions of Employee Status
  • Employment Policies
  • Wage and Salary Policies
  • Code of Ethics and Code of Conduct
  • Benefits and Services
  • Employee Communications

 

 

  

11

11

OVERVIEW OF PERFORMANCE EVALUATIONS

Great Methods and Documents to Evaluate, Review and Counsel Your Employees Effectively

Letting your employees know how well they are performing is a vital function of a business. Chapter 12 gives you all the information need to run your company's performance evaluation program to the max.

 

  • EMPLOYEE EXPECTATIONS
  • PERFORMANCE STANDARDS
  • Quality
  • Quantity
  • Timeliness  
  • Cost-Effectiveness
  • SETTING COMPANY AND WORKFORCE GOALS
  • Steps for Setting Goals
  • PERFORMANCE COACHING AND FEEDBACK
  • Performance Coaching
  • Trust Building  
  • Defining the Issues
  • Coaching For Company Success
  • Creating a Plan of Action  
  • EMPLOYEE AND SUPERVISOR FEEDBACK  
  • PERFORMANCE EVALUATION FORMS
  • CONVENTIONAL PERFORMANCE REVIEW FORMS
  • The Advantages of using Conventional Forms
  • The Negatives of using Conventional Forms
  • NARRATIVE FORMS
  • JOB-SPECIFIC FORMS
  • The Advantages of Using Job-Specific Forms
  • The Negatives of Using Job-Specific Forms
  • MANAGEMENT BY OBJECTIVE FORMS (MBO) FORMS
  • The Advantages of MBO
  • The Negatives of MBO
  • COMBINATION FORMS
  • The Frequency of Reviews  
  • Employee Participation
  • Substantiating Reviews
  • WRITING THE REVIEW
  • THE PERFORMANCE REVIEW SESSION
  • Degree Evaluations
  • Principal Documentation
  • DESIGNING YOUR PERFORMANCE REVIEW FORM

  

OVERVIEW OF PERFORMANCE EVALUATIONS

Great Methods and Documents to Evaluate, Review and Counsel Your Employees Effectively

Letting your employees know how well they are performing is a vital function of a business. Chapter 12 gives you all the information need to run your company's performance evaluation program to the max.

 

  • EMPLOYEE EXPECTATIONS
  • PERFORMANCE STANDARDS
  • Quality
  • Quantity
  • Timeliness  
  • Cost-Effectiveness
  • SETTING COMPANY AND WORKFORCE GOALS
  • Steps for Setting Goals
  • PERFORMANCE COACHING AND FEEDBACK
  • Performance Coaching
  • Trust Building  
  • Defining the Issues
  • Coaching For Company Success
  • Creating a Plan of Action  
  • EMPLOYEE AND SUPERVISOR FEEDBACK  
  • PERFORMANCE EVALUATION FORMS
  • CONVENTIONAL PERFORMANCE REVIEW FORMS
  • The Advantages of using Conventional Forms
  • The Negatives of using Conventional Forms
  • NARRATIVE FORMS
  • JOB-SPECIFIC FORMS
  • The Advantages of Using Job-Specific Forms
  • The Negatives of Using Job-Specific Forms
  • MANAGEMENT BY OBJECTIVE FORMS (MBO) FORMS
  • The Advantages of MBO
  • The Negatives of MBO
  • COMBINATION FORMS
  • The Frequency of Reviews  
  • Employee Participation
  • Substantiating Reviews
  • WRITING THE REVIEW
  • THE PERFORMANCE REVIEW SESSION
  • Degree Evaluations
  • Principal Documentation
  • DESIGNING YOUR PERFORMANCE REVIEW FORM

  

12

12

1

1

CORRECTIVE ACTION  

Disastrous Outcomes can be  Crushed  or Avoided with a Tested Corrective Action Program

From time to time things go wrong and employee have to be corrected and put back on the straight and narrow. Chapter  13 lays out all of the best practices needed including the Progressive Corrective Action Process to ensure that your workforce knows the standards expected and hold to them.

 

  • PERFORMANCE PROBLEMS
  • Issues that may Require Corrective Action
  • Possible Solutions to Performance Problems
  • When Personal Problems Enter the Workplace
  • Employee Assistance Programs (EAP)
  • ADDRESSING CORRECTIVE ACTION
  • Why You Should Address Poor Performance Quickly
  • Counseling Your Employees
  • Topics to Discuss During Counseling Sessions
  • THE PROGRESSIVE CORRECTIVE ACTION PROCESS
  • Verbal Warnings
  • Conducting a Termination
  • Preparing the Termination Letter
  • The Final Paycheck Disposition
  • Make Security Arrangements
  • Disposition of Personal Property
  • Timing the Termination
  • What to do at the Termination Meeting
  • Giving References for Former Employees
  • Terminating an Employee for Cause
  • Unemployment Benefits Eligibility
  • Publicity Regarding Terminations
  • PROACTIVE MEASURES TO REDUCE NEED FOR CORRECTIVE ACTION
  • Policies Regarding Good Attendance
  • Benefits of Alternative Work Schedules
  • Flextime Schedules
  • Compressed Workweek Schedules
  • Setting up Staggered Shifts
  • Work-at-Home Arrangements
  • Allowing Makeup Time
  • No-Fault Absences
  • Attendance Incentive Programs
  • MANAGEMENT BY EXAMPLE (MBE)
  • The Importance of Management by Example

  

CORRECTIVE ACTION  

Disastrous Outcomes can be  Crushed  or Avoided with a Tested Corrective Action Program

From time to time things go wrong and employee have to be corrected and put back on the straight and narrow. Chapter  13 lays out all of the best practices needed including the Progressive Corrective Action Process to ensure that your workforce knows the standards expected and hold to them.

 

  • PERFORMANCE PROBLEMS
  • Issues that may Require Corrective Action
  • Possible Solutions to Performance Problems
  • When Personal Problems Enter the Workplace
  • Employee Assistance Programs (EAP)
  • ADDRESSING CORRECTIVE ACTION
  • Why You Should Address Poor Performance Quickly
  • Counseling Your Employees
  • Topics to Discuss During Counseling Sessions
  • THE PROGRESSIVE CORRECTIVE ACTION PROCESS
  • Verbal Warnings
  • Conducting a Termination
  • Preparing the Termination Letter
  • The Final Paycheck Disposition
  • Make Security Arrangements
  • Disposition of Personal Property
  • Timing the Termination
  • What to do at the Termination Meeting
  • Giving References for Former Employees
  • Terminating an Employee for Cause
  • Unemployment Benefits Eligibility
  • Publicity Regarding Terminations
  • PROACTIVE MEASURES TO REDUCE NEED FOR CORRECTIVE ACTION
  • Policies Regarding Good Attendance
  • Benefits of Alternative Work Schedules
  • Flextime Schedules
  • Compressed Workweek Schedules
  • Setting up Staggered Shifts
  • Work-at-Home Arrangements
  • Allowing Makeup Time
  • No-Fault Absences
  • Attendance Incentive Programs
  • MANAGEMENT BY EXAMPLE (MBE)
  • The Importance of Management by Example

  

LEGAL MATTERS

Staying out of Trouble and Avoiding Litigation is Important for the Success of Your Business

The federal, state, and local legal landscape is continually changing. To stay out of trouble and keep your business profitable, you must know and follow a lot of laws and regulations. Chapter 14 lists and explains all  of the laws and regulation that you must follow. To stay on the right side of the law.

 

  • STATE CIVIL LAWS THAT CAN AFFECT EMPLOYERS
  • SUMMARY OF THE MAJOR LAWS OF THE DEPARTMENT OF LABOR (DOL)
  • Wages and Hours
  • The Fair Labor Standards Act (FLSA)  
  • Workplace Safety and Health
  • Workers’ Compensation
  • Unions and Their Members
  • Employee Protection
  • Garnishment of Wages
  • Veterans’ Preference
  • Government Contracts, Grants, or Financial Aid
  • Migrant and Seasonal Agricultural Workers
  • FEDERAL, STATE AND LOCAL EMPLOYMENT LAWS  
  • WAGE AND HOUR LAWS  
  • Income Tax, Social Security, and Unemployment Insurance
  • FEDERAL WAGE LAW
  • Classification of Independent Contractors
  • What Constitutes an Independent Contractor?  
  • Federal and State Wage Assignment Laws (Garnishments)
  • CIVIL RIGHTS EMPLOYMENT LAWS
  • SEXUAL HARASSMENT
  • Conducting an Incident Investigation
  • Reasonable Accommodation
  • Who Is Considered Disabled
  • Civil Rights Allegations
  • OTHER EMPLOYMENT-RELATED LAWS
  • LAWS APPLYING TO EMPLOYEE BENEFITS
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Union Organizing Campaigns
  • STATE AND FEDERAL ‘RIGHT TO WORK’ LAWS
  • Right to Work Laws
  • What is the Purpose of the Federal “Right to Work” Laws?
  • The Purpose of the State Right to Work Laws
  • Closed Shops
  • Are Right to Work laws Anti-Union, Pro-Business?
  • LEGAL POSTING DOCUMENTS REQUIREMENTS
  • elaw Poster Advisor

  

LEGAL MATTERS

Staying out of Trouble and Avoiding Litigation is Important for the Success of Your Business

The federal, state, and local legal landscape is continually changing. To stay out of trouble and keep your business profitable, you must know and follow a lot of laws and regulations. Chapter 14 lists and explains all  of the laws and regulation that you must follow. To stay on the right side of the law.

 

  • STATE CIVIL LAWS THAT CAN AFFECT EMPLOYERS
  • SUMMARY OF THE MAJOR LAWS OF THE DEPARTMENT OF LABOR (DOL)
  • Wages and Hours
  • The Fair Labor Standards Act (FLSA)  
  • Workplace Safety and Health
  • Workers’ Compensation
  • Unions and Their Members
  • Employee Protection
  • Garnishment of Wages
  • Veterans’ Preference
  • Government Contracts, Grants, or Financial Aid
  • Migrant and Seasonal Agricultural Workers
  • FEDERAL, STATE AND LOCAL EMPLOYMENT LAWS  
  • WAGE AND HOUR LAWS  
  • Income Tax, Social Security, and Unemployment Insurance
  • FEDERAL WAGE LAW
  • Classification of Independent Contractors
  • What Constitutes an Independent Contractor?  
  • Federal and State Wage Assignment Laws (Garnishments)
  • CIVIL RIGHTS EMPLOYMENT LAWS
  • SEXUAL HARASSMENT
  • Conducting an Incident Investigation
  • Reasonable Accommodation
  • Who Is Considered Disabled
  • Civil Rights Allegations
  • OTHER EMPLOYMENT-RELATED LAWS
  • LAWS APPLYING TO EMPLOYEE BENEFITS
  • Consolidated Omnibus Budget Reconciliation Act (COBRA)
  • Union Organizing Campaigns
  • STATE AND FEDERAL ‘RIGHT TO WORK’ LAWS
  • Right to Work Laws
  • What is the Purpose of the Federal “Right to Work” Laws?
  • The Purpose of the State Right to Work Laws
  • Closed Shops
  • Are Right to Work laws Anti-Union, Pro-Business?
  • LEGAL POSTING DOCUMENTS REQUIREMENTS
  • elaw Poster Advisor

  

MOTIVATION AND INCENTIVE PROGRAMS

Sound Employee Motivation and Incentives Accelerates and Maintains Your Company's Profits

Being able to motive an individual, or your entire workforce is a valuable skill to have. Chapter 15 gives you hundreds of ways to recognize and motivate your company's workforce.  

  • REVEALING THE BIG PICTURE OF YOUR GOALS AND OBJECTIVES
  • EMPLOYEE INCENTIVE PROGRAMS
  • Incentive Program Goals and Objectives
  • TYPES OF INCENTIVES
  • Annual Bonus Plans
  • Group Bonus Plans
  • Individual Cash Awards
  • Perquisites or Perks
  • Sales Commission Plans
  • Skill-Based Pay
  • Stock Bonus Plans
  • Stock Compensation Plans
  • Variable Pay Programs
  • EVERYDAY EMPLOYEE RECOGNITION IDEAS
  • Letting Individual Employees Shine
  • Fostering a Positive Workplace
  • OTHER WAYS EXCITING IDEAS TO MOTIVATE YOUR EMPLOYEES
  • Creating Work Hour Flexibility
  • Compressed Workweek
  • Job Sharing or Twinning
  • Building Employee Involvement
  • Change can be Difficult
  • EMPLOYEE RECOGNITION
  • One-on-One Individual Recognition  
  • Traditional Rewards and Recognition
  • BEST PRACTICES FOR RECOGNITION AND REWARDS  
  • Link the Reward to an Appreciation
  • Peer-to-Peer Recognition and Rewards
  • Offer Variety
  • Employee Incentives
  • EMPLOYEE REWARD IDEAS
  • COMPANY-SPECIFIC REWARDS
  • PROFESSIONAL DEVELOPMENT REWARDS
  • EMPLOYEE APPRECIATION DAY IDEAS

  

MOTIVATION AND INCENTIVE PROGRAMS

Sound Employee Motivation and Incentives Accelerates and Maintains Your Company's Profits

Being able to motive an individual, or your entire workforce is a valuable skill to have. Chapter 15 gives you hundreds of ways to recognize and motivate your company's workforce.  

  • REVEALING THE BIG PICTURE OF YOUR GOALS AND OBJECTIVES
  • EMPLOYEE INCENTIVE PROGRAMS
  • Incentive Program Goals and Objectives
  • TYPES OF INCENTIVES
  • Annual Bonus Plans
  • Group Bonus Plans
  • Individual Cash Awards
  • Perquisites or Perks
  • Sales Commission Plans
  • Skill-Based Pay
  • Stock Bonus Plans
  • Stock Compensation Plans
  • Variable Pay Programs
  • EVERYDAY EMPLOYEE RECOGNITION IDEAS
  • Letting Individual Employees Shine
  • Fostering a Positive Workplace
  • OTHER WAYS EXCITING IDEAS TO MOTIVATE YOUR EMPLOYEES
  • Creating Work Hour Flexibility
  • Compressed Workweek
  • Job Sharing or Twinning
  • Building Employee Involvement
  • Change can be Difficult
  • EMPLOYEE RECOGNITION
  • One-on-One Individual Recognition  
  • Traditional Rewards and Recognition
  • BEST PRACTICES FOR RECOGNITION AND REWARDS  
  • Link the Reward to an Appreciation
  • Peer-to-Peer Recognition and Rewards
  • Offer Variety
  • Employee Incentives
  • EMPLOYEE REWARD IDEAS
  • COMPANY-SPECIFIC REWARDS
  • PROFESSIONAL DEVELOPMENT REWARDS
  • EMPLOYEE APPRECIATION DAY IDEAS

  

15

15

TEAM BUILDING

Team Building is one of the Foundations of a Company's Continued Development and Success

In Chapter 16 you are given many ways and techniques to team-build out your entire staff  and ways to build small specialized teams within your company.

  • TYPES OF TEAM BUILDING
  • Brushing up on Your Leadership Skills
  • Establish Relationships with Individual Employees
  • Fostering Relationships Between Employees
  • Encourage Teamwork
  • Set Solid Ground Rules
  • TEAM BUILDING ACTIVITIES
  • The Objective of Team-building Activities
  • THE TEAM-BUILDING PROCESS
  • Value and Role of Facilitators/Coaches
  • After-Action Reviews
  • Team-building to Improve Company-Wide Communications
  • Some Team-Building Activities
  • Helping Your Community
  • Participate and Get Active!
  • Learning Something Beneficial
  • Food Always Works
  • TEAM BUILDING SEMINARS
  • Tips on Attending Team Building Seminars  
  • TEAM-BUILDING PROVIDER COMPANIES
  • INVENT YOUR OWN TEAM BUILDING ACTIVITIES

  

TEAM BUILDING

Team Building is one of the Foundations of a Company's Continued Development and Success

In Chapter 16 you are given many ways and techniques to team-build out your entire staff  and ways to build small specialized teams within your company.

  • TYPES OF TEAM BUILDING
  • Brushing up on Your Leadership Skills
  • Establish Relationships with Individual Employees
  • Fostering Relationships Between Employees
  • Encourage Teamwork
  • Set Solid Ground Rules
  • TEAM BUILDING ACTIVITIES
  • The Objective of Team-building Activities
  • THE TEAM-BUILDING PROCESS
  • Value and Role of Facilitators/Coaches
  • After-Action Reviews
  • Team-building to Improve Company-Wide Communications
  • Some Team-Building Activities
  • Helping Your Community
  • Participate and Get Active!
  • Learning Something Beneficial
  • Food Always Works
  • TEAM BUILDING SEMINARS
  • Tips on Attending Team Building Seminars  
  • TEAM-BUILDING PROVIDER COMPANIES
  • INVENT YOUR OWN TEAM BUILDING ACTIVITIES

  

16

16

DIVERSITY IN THE WORKFORCE

Diversity in the Workplace is an Ever Important Facet for Success in Today's Marketplace

There are many pluses and advantages to having a diverse workforce. This includes diversity by age, generation, sex and ethnicity among others. Chapter Seventeen outlines and shows you many ways to add diversity to your workforce.

  • ADVANTAGES OF RECRUITING A DIVERSE WORKFORCE  
  • Increased Capacity to Serve Customers Better
  •  Diversity  Helps Developing Language Skills  
  •  Diversity Promotes a Positive Reputation
  •  DIVERSE GENERATIONS IN THE WORKFORCE
  •  Traditionalists/Veteran in the Workplace
  •  Baby Boomers in the Workplace
  •  Generation X in the Workplace
  •  Millennial Generation in the Workplace
  •  ADDITIONAL AREAS OF DIVERSITY IN THE WORKFORCE
  •  DIVERSITY OF RECRUITMENT RESOURCES
  •  Online Job Boards
  •  Diversity Higher Education Specific Job Posting Resources
  •  Diversity-Focused General Job Posting Resources
  •  Professional Organizations And Associations

  

DIVERSITY IN THE WORKFORCE

Diversity in the Workplace is an Ever Important Facet for Success in Today's Marketplace

There are many pluses and advantages to having a diverse workforce. This includes diversity by age, generation, sex and ethnicity among others. Chapter Seventeen outlines and shows you many ways to add diversity to your workforce.

  • ADVANTAGES OF RECRUITING A DIVERSE WORKFORCE  
  • Increased Capacity to Serve Customers Better
  •  Diversity  Helps Developing Language Skills  
  •  Diversity Promotes a Positive Reputation
  •  DIVERSE GENERATIONS IN THE WORKFORCE
  •  Traditionalists/Veteran in the Workplace
  •  Baby Boomers in the Workplace
  •  Generation X in the Workplace
  •  Millennial Generation in the Workplace
  •  ADDITIONAL AREAS OF DIVERSITY IN THE WORKFORCE
  •  DIVERSITY OF RECRUITMENT RESOURCES
  •  Online Job Boards
  •  Diversity Higher Education Specific Job Posting Resources
  •  Diversity-Focused General Job Posting Resources
  •  Professional Organizations And Associations

  

KEEPING YOUR EMPLOYEES SAFE AT WORK

All of the Best Practices You Need to Keep Your Company and Employees Safe  

With all of the recent violence carried out at worksites, it is essential that you do all you can to safeguard your employees and your property. Chapter 18 guides you through all of the ins and out of ways to safeguard your employees at work.

 

  • SAFEGUARDING EMPLOYEES FROM INJURY AND HARM
  •  RISK ASSESSMENT
  •  CRIMINAL ACTIVITY
  •  PUBLIC EMERGENCIES
  •  SAFETY/SECURITY ASSESSMENT QUESTIONS
  •  Security Cameras
  •  Document Safety Plans
  •  Firearms in the Workplace
  •  Hiring Private Security
  • SAFETY, SECURITY & VICTIM COUNSELING RESOURCES
  •  Security Guard Services & Security Products Manufacturing
  •  VICTIM ASSAULT AND ABUSE COUNSELING  

 

KEEPING YOUR EMPLOYEES SAFE AT WORK

All of the Best Practices You Need to Keep Your Company and Employees Safe  

With all of the recent violence carried out at worksites, it is essential that you do all you can to safeguard your employees and your property. Chapter 18 guides you through all of the ins and out of ways to safeguard your employees at work.

 

  • SAFEGUARDING EMPLOYEES FROM INJURY AND HARM
  •  RISK ASSESSMENT
  •  CRIMINAL ACTIVITY
  •  PUBLIC EMERGENCIES
  •  SAFETY/SECURITY ASSESSMENT QUESTIONS
  •  Security Cameras
  •  Document Safety Plans
  •  Firearms in the Workplace
  •  Hiring Private Security
  • SAFETY, SECURITY & VICTIM COUNSELING RESOURCES
  •  Security Guard Services & Security Products Manufacturing
  •  VICTIM ASSAULT AND ABUSE COUNSELING  

 

18

18

MANAGING INDIVIDUAL PROJECTS

Organized and Streamlined Methods of Planning, Executing and Monitoring Your Company's Special Projects  

When it comes time implement a new software system, stage a special event, hold a special meeting, or build a new extension onto your current premises, Chapter 19 will help you make the process a snap. This chapter has all of the information you'll need to start and complete any individual project that might come up.

 

  • WHAT IS PROJECT MANAGEMENT?
  •  PROJECT EXAMPLES
  •  ELEMENTS OF PROJECT MANAGEMENT?
  •  FUNCTIONS OF PROJECT MANAGEMENT
  •  ACTIVE PROJECT COMPONENTS
  • STEPS IN MANAGING INDIVIDUAL PROJECTS EFFICIENTLY
  •  The Project Start
  •  Developing a Plan
  •  Getting It Done
  •  Finishing Everything Up
  •  Time/Cost Calculations
  •  Providing Training  
  •  Hardware Components  
  •  The Most Common Problems in the Product Development Process
  •  PROJECT MANAGEMENT SOFTWARE
  •  What is Project Management Software?
  •  What Does Project Management Software Do?
  •  Types of Project Management Software
  •  FACTORS TO CONSIDER WHEN BUYING PROJECT MANAGEMENT SOFTWARE?
  •  How Much Does Project Management Software Cost?
  •  EXAMPLES OF PROJECT MANAGEMENT SOFTWARE

  

MANAGING INDIVIDUAL PROJECTS

Organized and Streamlined Methods of Planning, Executing and Monitoring Your Company's Special Projects  

When it comes time implement a new software system, stage a special event, hold a special meeting, or build a new extension onto your current premises, Chapter 19 will help you make the process a snap. This chapter has all of the information you'll need to start and complete any individual project that might come up.

 

  • WHAT IS PROJECT MANAGEMENT?
  •  PROJECT EXAMPLES
  •  ELEMENTS OF PROJECT MANAGEMENT?
  •  FUNCTIONS OF PROJECT MANAGEMENT
  •  ACTIVE PROJECT COMPONENTS
  • STEPS IN MANAGING INDIVIDUAL PROJECTS EFFICIENTLY
  •  The Project Start
  •  Developing a Plan
  •  Getting It Done
  •  Finishing Everything Up
  •  Time/Cost Calculations
  •  Providing Training  
  •  Hardware Components  
  •  The Most Common Problems in the Product Development Process
  •  PROJECT MANAGEMENT SOFTWARE
  •  What is Project Management Software?
  •  What Does Project Management Software Do?
  •  Types of Project Management Software
  •  FACTORS TO CONSIDER WHEN BUYING PROJECT MANAGEMENT SOFTWARE?
  •  How Much Does Project Management Software Cost?
  •  EXAMPLES OF PROJECT MANAGEMENT SOFTWARE

  

19

19

PERSONNEL RECORDS AND ADMINISTRATION

Organize and Maintain Your Company's Personnel Records for Speedy and Safe Administration

According to the size of your business, there are laws and regulations that govern what personnel records has to be maintained by your company. Chapter Twenty gives you all of the information you'll need to administer your personnel records system.

 

  • BASIC MANDATORY RECORDS/INFORMATION
  • PAYROLL RECORDS
  • MAIN PERSONNEL RECORDS
  • THE I- RECORDS
  • MEDICAL HISTORY RECORDS
  • OTHER RECORDS MANAGEMENT CONSIDERATIONS
  • Filing Records of Job Applicants Not Hired
  • File Security Requirements
  • A Person’s Need to Know
  • Personnel Records and Possible Litigation
  • Giving Employees Access to Personnel Files
  • HUMAN RESOURCES INFORMATION SYSTEMS (HRISS)
  • What is HRIS Software?
  • Basic HRISs
  • HRIS Add-On Modules
  • TYPES OF HRIS ADD-ON MODULES
  • Benefits Administration
  • Payroll Processing
  • Recruitment
  • Position Control Systems (PCSs)
  • Training Administration Modules
  • On-boarding
  • Performance Management
  • Workforce Management
  • Absence and Leave
  • Time and Attendance
  • Learning and Development
  • Talent Management
  • HR Analytics
  • RESOURCE LIST OF HRIS SOFTWARE PROVIDERS

  

PERSONNEL RECORDS AND ADMINISTRATION

Organize and Maintain Your Company's Personnel Records for Speedy and Safe Administration

According to the size of your business, there are laws and regulations that govern what personnel records has to be maintained by your company. Chapter Twenty gives you all of the information you'll need to administer your personnel records system.

 

  • BASIC MANDATORY RECORDS/INFORMATION
  • PAYROLL RECORDS
  • MAIN PERSONNEL RECORDS
  • THE I- RECORDS
  • MEDICAL HISTORY RECORDS
  • OTHER RECORDS MANAGEMENT CONSIDERATIONS
  • Filing Records of Job Applicants Not Hired
  • File Security Requirements
  • A Person’s Need to Know
  • Personnel Records and Possible Litigation
  • Giving Employees Access to Personnel Files
  • HUMAN RESOURCES INFORMATION SYSTEMS (HRISS)
  • What is HRIS Software?
  • Basic HRISs
  • HRIS Add-On Modules
  • TYPES OF HRIS ADD-ON MODULES
  • Benefits Administration
  • Payroll Processing
  • Recruitment
  • Position Control Systems (PCSs)
  • Training Administration Modules
  • On-boarding
  • Performance Management
  • Workforce Management
  • Absence and Leave
  • Time and Attendance
  • Learning and Development
  • Talent Management
  • HR Analytics
  • RESOURCE LIST OF HRIS SOFTWARE PROVIDERS

  

 HOW TO CONDUCT A LAYOFF OR REDUCTION IN FORCE (RIF)

Have at Your Finger Tips All of the Information Needed to Carry Out a Layoff, if Needed

In case the occasion comes up when you will be forced to layoff some of your employees, Chapter Twenty-one will guide you through the process every step of the way.

 

  • STEPS IN CONDUCTING A LAYOFF OR RIF
  • Select Employees for Layoff  
  • Avoid Adverse Action and Disparate Impact
  • Review Federal and State Worker Adjustment and Retraining  
  • Notification (WARN) Act
  • Review the Older Workers Benefit Protection Act (OWBPA)
  • Regulations for Compliance
  • Determine Severance Packages and Additional Services
  • Conduct the Layoff Session
  • Inform Your Workforce of Layoff
  • Your Rehire Policy
  • Severance Pay Policy

  

 HOW TO CONDUCT A LAYOFF OR REDUCTION IN FORCE (RIF)

Have at Your Finger Tips All of the Information Needed to Carry Out a Layoff, if Needed

In case the occasion comes up when you will be forced to layoff some of your employees, Chapter Twenty-one will guide you through the process every step of the way.

 

  • STEPS IN CONDUCTING A LAYOFF OR RIF
  • Select Employees for Layoff  
  • Avoid Adverse Action and Disparate Impact
  • Review Federal and State Worker Adjustment and Retraining  
  • Notification (WARN) Act
  • Review the Older Workers Benefit Protection Act (OWBPA)
  • Regulations for Compliance
  • Determine Severance Packages and Additional Services
  • Conduct the Layoff Session
  • Inform Your Workforce of Layoff
  • Your Rehire Policy
  • Severance Pay Policy

  

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21

RECRUITING A HUMAN RESOURCES ADMINISTRATOR

How to Recruit a Qualified, Dedicated HR Person for your Company

As your business grows, there will come the time when it is necessary to hire a dedicated, experienced HR administrator for your company. Or you may have to replace an administer that leaves the company. 

Chapter 22 gives you all the information needed to make a great hire for your company.

  • Duties of Human Resources (HR) Administrator
  • What is expected for a first-time HR Administrator
  • Experience You Want in a Dedicated HR Representative
  • Critical Skills of an HR Administrator
  • Education Requirement You Desire
  • Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR)
  • Compensation for an HR Administrator
  • Certified Employee Benefits Specialist (CEBS)
  • Certified Compensation Professional (CCP)
  • Certified Benefits Professional (CBP)
  • Candidate Sources

  

RECRUITING A HUMAN RESOURCES ADMINISTRATOR

How to Recruit a Qualified, Dedicated HR Person for your Company

As your business grows, there will come the time when it is necessary to hire a dedicated, experienced HR administrator for your company. Or you may have to replace an administer that leaves the company. 

Chapter 22 gives you all the information needed to make a great hire for your company.

  • Duties of Human Resources (HR) Administrator
  • What is expected for a first-time HR Administrator
  • Experience You Want in a Dedicated HR Representative
  • Critical Skills of an HR Administrator
  • Education Requirement You Desire
  • Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR)
  • Compensation for an HR Administrator
  • Certified Employee Benefits Specialist (CEBS)
  • Certified Compensation Professional (CCP)
  • Certified Benefits Professional (CBP)
  • Candidate Sources

  

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