PHR/SPHR Professional in Human Resources Certification All-in-One Exam Guide by Willer, Dory -- Read -- Imperial Library of Trantor

Index

Title Page About the Authors Copyright Page Dedication Contents At A Glance Contents Acknowledgments Introduction Chapter 1 Human Resources Certifications

Professional Certification

The Benefits of Certification The HR Certification Institute Certifications

HR Certification Institute’s Role

The Significance of the Body of Knowledge The Test Development Process The Exam Experience

Chapter Review

Endnotes

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) (Taft-Hartley Act) (1947) 1.23 The Labor-Management Reporting and Disclosure Act (Landrum-Griffin 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 (Wagner 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 (1996) (SBJPA) 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 Whistleblowing

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

3.1 The Age Discrimination in Employment Act (ADEA) (1967) 3.2 The American Recovery and Reinvestment Act (ARRA) (2009) 3.3 The Consolidated Omnibus Budget Reconciliation Act (COBRA) (1986) 3.4 The Older Workers Benefit Protection Act (OWBPA) (1990)

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

5.1 The Worker Adjustment and Retraining Notification Act (WARN) (1988)

6. For Federal Government Employees

6.1 The Civil Service Reform Act (1978) 6.2 The Congressional Accountability Act (1995) 6.3 The False Claims Act (1863) 6.4 The Homeland Security Act (2002) 6.5 The Privacy Act (1974) 6.6 The USA Patriot Act (2001)

Employment Visas for Foreign Nationals

E Nonimmigrant Visas H Visas L-1 Intra-Company Transferee O-1 Alien of Extraordinary Ability in Arts, Science, Education, Business, Athletics P Visa Categories EB Employment-Based Visas

Chapter Review Questions Is Safety the Most Important Policy?—A Case Study Answers Case Study Outcome Endnotes

Chapter 3 Core Knowledge

23 Core Knowledge Requirements

Needs Assessment and Analysis Third-Party or Vendor Selection, Contract Negotiation, and Management, Including Development of Requests for Proposals (RFPs) Communication Skills and Strategies (For Example: Presentation, Collaboration, Sensitivity) Organizational Documentation Requirements to Meet Federal and State Guidelines Adult Learning Processes Motivation Concepts and Applications Training Techniques (For Example: Virtual, Classroom, On-the-Job) Leadership Concepts and Applications Project Management Concepts and Applications Diversity Concepts and Applications (For Example: Generational, Cultural Competency, Learning Styles) Human Relations Concepts and Applications (For Example: Emotional Intelligence, Organizational Behavior) Ethical and Professional Standards Technology to Support HR Activities (For Example: HR Information Systems, Employee Self-Service, e-Learning, Applicant Tracking Systems) Qualitative and Quantitative Methods and Tools for Analysis, Interpretation, and Decision-Making Purposes (For Example: Metrics and Measurements, Cost/Benefit Analysis, Financial Statement Analysis) Change Management Theory, Methods, and Application Job Analysis and Job Description Methods Employee Records Management (For Example: Electronic/Paper, Retention, Disposal) Techniques for Forecasting, Planning, and Predicting the Impact of HR Activities and Programs Across Functional Areas Types of Organizational Structures (For Example: Matrix, Hierarchy) Environmental Scanning Concepts and Applications (For Example: Strengths, Weaknesses, Opportunities, and Threats [SWOT], and Political, Economic, Social, and Technological [PEST]) Methods for Assessing Employee Attitudes, Opinions, and Satisfaction (For Example: Surveys, Focus Groups/Panels) Budgeting, Accounting, and Financial Concepts Risk-Management Techniques

Chapter Review

Questions Answers Endnote

Chapter 4 Risk Management

Key Legislation Governing Risk Management

Cross-Reference to Other Legislation Requirements and Enforcement Agencies That Impact Risk Management Applicable Legal Cases Involving Risk Management

Hazard (Risk) Identification and Communication

Needs Analysis (Audits) Recordkeeping Requirements

Investigating Complaints

Communication Skills and Strategies Human Relations Concepts and Applications Job Analysis Review of Job Descriptions Communication to Employees

HR Technology Activities

Employee Records Management HR Information Systems (HRIS) Employee Self-Service e-Learning Applicant Tracking Systems Techniques for Forecasting, Planning, and Predicting Impact of HR Activities Risk Management Techniques

Occupational Injury and Illness Prevention Programs

General Health Practices General Safety Practices Safety Audit and Communication Plans

Return to Work Policies

Modified Duty Assignments Reasonable Accommodation Independent Medical Exam

Plans to Protect Employees and Minimize Organization Liability

Emergency Response Plans Business Continuation Password Usage Social Engineering Disaster Recovery Workplace Violence Budgeting, Accounting, and Financial Substance Abuse Theft Sabotage

Social Media, Internet, and E-mail Use Policies

Social Media Internet Access E-mail Use Diversity Concepts and Applications Ethical and Professional Standards

Privacy Issues

Internal Privacy Issues External Privacy Issues Protection of Data Password Protections, Monitoring Software, and Biometrics Identity Theft Workplace Monitoring Methods for Assessing Employee Attitudes, Opinions, and Satisfaction

Use of Third Parties or Vendors

Developing Requests for Proposals (RFPs) Contract Negotiation Contract Management

Chapter Review

Questions Answers Endnotes

Chapter 5 Workforce Planning and Employment

Key Legislation Governing Workforce Planning and Employment Equal Employment Opportunity and Affirmative Action

Equal Employment Opportunity Commission (EEOC) EEOC Complaint Investigation Procedures EEOC Guidelines

Federal Contracting and Affirmative Action Requirements

Goods and Services Contractors Construction Contractors Compliance Evaluations by OFCCP Affirmative Action Reporting Requirements Placement-Rate Goals and Good Faith Efforts Office of Federal Contract Compliance Programs (OFCCP) Outreach and Recruiting Requirements for Affirmative Action Recordkeeping Requirements

Gender Discrimination and Harassment in the Workplace

Gender-Neutral Job Advertisements Types of Harassment Employer Prevention Obligations

Organizational Staffing Requirements

Forecasting Placement Opportunities Compliance with WARN Act Workforce Planning, Forecasting, and Predicting Metrics Strategic Workforce Planning

Job Analysis and Documentation

Identifying Key Job Responsibilities and Essential Functions Identifying Job Qualifications Identifying Physical and Mental Job Requirements Job Competencies Point Systems for Job Evaluation Annual Review of Job Contents

Recruitment and the Application Process

Internal and External Recruitment Sources State Employment Services Recruitment Strategies Applicant Tracking Resumes vs. Job Applications Invitations to Self-Identify as Part of the Application Process Analysis of Labor Market Data Diversity Management Measurements and Metrics of Recruitment The Impact of Compensation and Benefits on Recruitment and Retention

Flexible Staffing

Temporary Employees Job Sharing Part-Time vs. Full-Time Project Hires/Contract Labor Phased Retirement Retiree Annuitants Payrolling Employee Leasing and Professional Employer Organizations (PEOs) Outsourcing and Managed Service Providers (MSPs) Temp-to-Lease Programs Rehires and Transfers

Selection

Selection Systems Criteria for Selection Employment Testing Job Accommodation Requests Documentation of Selection Decisions The Selection Approval Process Employment Policies, Practices, and Procedures Negotiation Skills and Techniques Employment Offers Employment Reference Checks, Background Checks, and Credit Reports New Employee Orientation

Retention

Management Training Rewards Metrics and Measurements for Retention

Organizational Exit

Involuntary Separations Voluntary Separations Exit Interviews

Employee Records Management

Employment Authorization (Form I-9) E-Verify System Employee Files Documentation Techniques and Guidelines Retention Requirements Records Destruction Employee Skill Sets Database Workforce Assessment Techniques

International Workforce Management

International Workforce Planning Types of International Workers Organizational and Staffing Approaches to International Business Types of International Assignments

Chapter Review Questions Answers

Endnotes

Chapter 6 Business Management and Strategy

Key Legislation Governing Business Management and Strategy Role of Human Resources in Organizations

Strategic Alliances Community Partnership Facilitation and Communication

HR Business Management and Acumen

Business Acumen Budgeting and Financial Analysis Business Concepts Management Skills HR Management Skill Development

Organizational Structures

Business Structures and Functions Corporate Culture Life Cycles of Organizations Corporate Restructuring

Strategic Planning

Developing Goals and Objectives Environmental Scanning Internal Environment Scanning Strategic Planning Contributions

Measuring Strategic Results Methods and Tools Used in Decision Making

Decision Making Methods Develop Metrics to Measure Milestones/Results Performance Cost and Benefit (ROI) Analyses

Organizational Vision, Mission, and Values

Vision Statement Mission Statement Values Corporate Ethics

Corporate Governance Compliance

Assessment of Policies/Procedures Ethics Investigations Monitoring Legislative and Regulatory Issues

Chapter Review Questions Answers

Endnotes

Chapter 7 Employee and Labor Relations

Federal Laws That Apply to This Body of Knowledge Common Law and the Napoleonic Code

Napoleonic Code Common Law

Labor Laws Currently Employment Types

Employment at Will Written Employment Agreements and Oral Contracts Collective Bargaining Agreements

Right to Work States

Limitations to Agency Shop

Exceptions to Employment at Will

Public Policy Implied Contract Covenant of Good Faith and Fair Dealing Invasion of Privacy

Common Law Tort Claims

Defamation (Slander/Liable) Fraudulent Misrepresentation

Other Factors Involved in the Employment Relationship

Employer Expectation of Employee Loyalty Unfair Competition and Non-Compete Clauses Concept of Inevitable Disclosure

Workplace Policies and Procedures

Developing and Communicating Policies Discipline and Termination Background Investigations Credit Checks Work Rules/Codes of Conduct Non-Monetary Rewards

Employee Relations Programs and Organizational Culture

Recognition Special Events Diversity Programs Self-Directed Work Teams Employee-Management Committees Labor Leadership Concepts and Applications

Employee Complaints and Grievances

Using Employee Input to Prevent Complaints Conflict Resolution Complaint/Grievance Handling Conducting Unbiased Investigations

Internal vs. External Complaints

Mediation and Arbitration (Alternative Dispute Resolution—ADR) Using External Experts HR’s Role in the Litigation Process

Collective Bargaining

Governance of the Union-Employer Relationship Contract Negotiation Establishing Contract Costs Administering Union Contracts (MoU or CBA) Unfair Labor Practices Labor-Management Cooperative Strategies Strikes, Picketing, and Boycotts

Employment Legal Issues

Negligent Hiring Negligent Retention Defamation Measuring Disparate Impact During Reduction in Force

Evaluating Program Effectiveness

Turnover Rates Employee Surveys

Developing and Implementing Strategies to Maintain a Union-Free Environment

NLRB Procedures for Recognizing a Union Employer Reactions to Union Organizing Efforts Decertification or Deauthorization of a Union Common Employee Relations Strategies Identifying and Addressing Union Interests in Your Workplace Strategies for Maintaining a Union-free Environment

Chapter Review Questions Answers

Endnotes

Chapter 8 Human Resource Development

Federal Laws That Apply to This Body of Knowledge HR’s Role in Organizational Development (OD)

Learning Organization Change Process Theory

Training and Development

Training Needs Assessment and Analysis Establishing Training Objectives

Instructional and Delivery Methods

Adult Learning Processes and Principles Teacher-Centered Approaches Learner-Centered Approaches

Talent Management

Employee Development Programs Skills Training Teams Career Development Career Development Programs Coaching and Mentoring Employee Retention Challenges in Talent Management

Performance Management

Performance Standards Performance Appraisal Methods Shortcomings of Performance Appraisals

HR Interventions

Conflict Resolutions Emotional Intelligence Management by Objectives Quality Initiatives

Leadership Development

Leadership Theories Leadership Concepts

Organizational Development Initiatives

Theories and Applications Diversity Initiatives Programs for Organizational and Employee Changing Needs Measuring Results Establishing Metrics

Global Issues and Considerations

Cultural Issues

Chapter Review Questions Answers

Endnotes

Chapter 9 Compensation and Benefits

A Total Rewards Philosophy and Strategy Strategic Objectives of Compensation Federal Laws That Impact Compensation Federal Agency Non-Discrimination Enforcement

United States Department of Labor (DOL) Equal Employment Opportunity Commission (EEOC) Office of Federal Contract Compliance Programs (OFCCP)

Job Evaluation

Job Evaluation Methods Pay Surveys

Pay Structure

Pay Grades Pay Ranges

Compa-ratios Base-Pay Systems

Single or Flat-Rate System Time-Based Step Rate System Performance-Based Merit Pay System Productivity-Based System Person-Based System

Variations in Pay

Red Circle Rates Green Circle Rates Cost of Living Adjustments (COLAs)

Types of Pay Increases

General Pay Increases Seniority Pay Increases Lump Sum Increases Market-Based Increases

Pay Differentials

Premium Pay Travel Pay Hazard Pay Labor Cost Differentials Geographic-Based Differential Pay Location-Based Differentials Time-Based Differential Pay Overtime Pay

Payroll

Payroll Administration Payroll Systems

Incentive Pay

Requirements Plan Criteria Required Internal Processes Types of Incentive Programs

Compensation Administration Exempt and Non-Exempt Status Strategic Objectives of Benefits Benefits Needs Assessment Federal Legislation Impacting Benefits Tax and Accounting Organizations with Benefits Oversight

U.S. Internal Revenue Service (IRS) Pension Benefit Guaranty Corporation (PBGC) Financial Accounting Standards Board (FASB)

Fiduciary Responsibilities Government-Mandated Benefits

Social Security Medicare Unemployment Insurance (UI) Workers’ Compensation

Healthcare Benefits

Fee-for-Service Plans Managed Care Plans Prescription Drug Plans Dental Plans Vision Care Plans

Healthcare Funding

Fully Funded Plans Self-Funded Plans Health Insurance Purchasing Cooperatives (HIPCs)

Healthcare Costs

High Deductible Health Plans Section 125 Cafeteria (Flexible Benefit) Plans Full Cafeteria Plans

Common Benefits Provided to Employees

Disability Benefits Life Insurance Long-Term Care Insurance (LTC) Employee Assistance Programs (EAPs) Supplemental Unemployment Benefits (SUB) Paid Time Off (PTO) Paid Leaves

Less Common Benefits Provided to Employees

Childcare Services Elder Care Commuter Assistance Tuition Reimbursement Prepaid Legal Insurance

Benefits—Taxable and Non-Taxable Evaluating and Communicating Compensation and Benefits Programs

Measurements and Analysis Legally Required Communications Other Required Communications

Developing Employee Self-Service Technologies (ESS) Compensation and Benefits—International Employees

Assignment Compensation Terms International Benefits Variations Non-Salary International Benefits

Chapter Review Questions Answers

Endnotes

Appendix A List of Common HR Acronyms Appendix B Federal Case Laws

Case Applications by Chapter

Chapter 4: Risk Management Chapter 5: Workforce Planning and Employment Chapter 6: Business Management and Strategy Chapter 7: Employee and Labor Relations Chapter 8: Human Resources Development Chapter 9: Compensation and Benefits

Appendix C For Additional Study Appendix D About the Download

System Requirements Downloading Total Tester Premium Practice Exam Software

Total Tester Premium Practice Exam Software

Installing and Running Total Tester Technical Support

Glossary Index

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