Human Resources:                

Overview of HR        

Learning Objectives

After reviewing the material for this session, you should be able to:

1. Identify the human resource management functions for small business.
2. Explain how organizations are adjusting to human resource restructuring trends.
3. Explain the need for human resources to be a strategic partner.
4. Describe human resource management and the small business manager.
5. Measure and assess a client’s propensity for taking on an entrepreneurial initiative.

Learning Objectives

After reviewing the material for this session, you should be able to:

1. Define job analysis.
2. Discuss the reasons that job analysis is the basic human resource tool.
3. Explain the reasons for conducting job analysis.
4. Describe the types of information required for job analysis.
5. Describe the various job analysis methods.
6. Identify who conducts job analysis.
7. Describe the components of a well-designed job description.
8. Define job specification and identify the components of the job specification.
9. Identify the newer methods available for conducting job analysis.
10. Describe how job analysis helps satisfy various legal requirements.

Employment Laws

Learning Objectives

After reviewing the material for this session, you should be able to:

1. Identify the major laws affecting equal employment opportunity in the U.S.
2. Describe the purpose of the Office of Federal Contract Compliance Programs.
3. Identify some of the major Supreme Court Decisions that have had an impact on equal employment opportunity.
4. Explain adverse (or disparate) impact and adverse (or disparate) treatment.
5. Comprehend the purpose for and requirements of affirmative action programs.
6. Describe the laws related to sexual harassment, national origin, and religion.

Assessing Need for Employees

Learning Objectives

After reviewing the material for this session, you should be able to:

1. Describe the IRS distinction between employees and independent contractors.
2. Develop the pros and cons of hiring employees versus hiring independent contractors.
3. Be able to employ a method to help establish estimate of employees needed.

Conducting Basic Applicant Screening

Learning Objectives

After reviewing the material for this session, you should be able to:

1. Discuss the pros and cons of different applicant screening approaches.
2. Conform to the legal constraints of interviewing.
3. Know the important issues surrounding substance (drug and alcohol) screening tests and policies.

Orientation and Training

Learning Objectives

After reviewing the material for this session, you should be able to:

1. Define training and development (T&D).
2. Describe the T&D process.
3. Explain factors influencing T&D.
4. Identify the various training and development methods.
5. Describe long-term development.
6. Identify the means by which T&D programs are evaluated.
7. Discuss the purposes and approaches to successful new employee orientation.
   

Compensation and Benefits

Learning Objectives

After reviewing the material for this session, you should be able to:

1. Describe the various forms of compensation.
2. Differentiate between “exempt” and “nonexempt” employees using the salary basis test.
3. Explain the concept of compensation equity.
4. Identify the determinants of financial compensation.
5. Identify the organizational and labor market factors that should be considered when determining financial compensation.
6. Describe how legislation affects financial compensation.
7. Identify and explain options for motivating higher performance through pay.
   

Benefits

Learning Objectives

After reviewing the material for this session, you should be able to:

1. Describe legally required benefits.
2. Identify the basic categories of voluntary benefits.
3. Describe the Consolidated Omnibus Budget Reconciliation Act (COBRA), the Health Insurance Portability and Accountability Act (HIPAA), the Older Workers Benefit Protection Act (OWBPA), and the Employee Retirement Income Security Act (ERISA).
4. Explain when severance pay is used.
   

Safety and Health

Learning Objectives

After reviewing the material for this session, you should be able to:

1.   Explain the purpose of the Occupational Safety and Health Act.
2.   Describe the focus of safety programs in business operations.
3.   Explain how safety is evaluated by OSHA.
4.   Explain the importance of management’s role in achieving safety compliance.
5.   Have a better idea on how to prevent workplace violence.
6.   Know the benefits of EAPs for employees.

Appraisal, Discipline, Termination

Learning Objectives

After reviewing the material for this session, you should be able to:

1. Identify the uses of performance appraisal.
2. Describe the performance appraisal process.
3. Identify the various performance appraisal methods used.
4. Explain how the appraisal interview should be conducted.
5. Define discipline and disciplinary action.
6. Identify the steps involved in the disciplinary process.
7. Describe the approaches to discipline.
8. Describe the steps involved in progressive disciplinary action.
9. Describe various reasons for termination.
10. Explain the concept of employment-at-will.
11. Describe the purposes of the exit interview vs. the termination interview.

Watch Out for Unions           

Learning Objectives

No employer wants a unionization effort to start in their organization.  After reading this section, you should be able to

1. Identify signs that an employer needs to immediately address to avoid unionization.
2. Recognize what it takes to stay union-free.
3. Comprehend the rights and responsibilities that employers and employees have if a unionization effort is begun.