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<p>Acknowledgments xi</p> <p>Acknowledgments from the First Edition xiii</p> <p>About the Author xv</p> <p><b>Foreword HR Rising to the Opportunity xvii<br /> </b><i>Dave Ulrich</i></p> <p>HR Career Mosaic xviii</p> <p>HR Certification and Competencies xix</p> <p>Conclusion xxiii</p> <p>Notes xxiii</p> <p><b>Chapter 1 The Human Resource Body of Knowledge: HRBoK^TM 1</b></p> <p>The Building Blocks 1</p> <p>The HR Profession 4</p> <p>The Age of Organizational Behavior 10</p> <p>Structuring Human Resource Departments 11</p> <p>The Development of HR Competencies 17</p> <p>HRBoK^TM 31</p> <p>Notes 32</p> <p><b>Chapter 2 Business Management and Strategy 33</b></p> <p>Introduction 33</p> <p>General Business Principles 35</p> <p>HR as a Strategic Partner 51</p> <p>Organizational Development (OD) 80</p> <p>The Role of HR 98</p> <p>Suggested Study or Organizational Audit Activities 106</p> <p>References 106</p> <p><b>Chapter 3 Workforce Planning and Employment 109</b></p> <p>Introduction 111</p> <p>Workforce Planning: A Cascading Strategy 111</p> <p>Recruiting: Characteristics of People 124</p> <p>The Separation Process 156</p> <p>Metrics 157</p> <p>Succession Planning 160</p> <p>Global Workforce Planning 161</p> <p>Suggested Study or Organizational Audit Activities 169</p> <p>Notes 170</p> <p>References 170</p> <p><b>Chapter 4 Human Resource Development 171</b></p> <p>Introduction 174</p> <p>Employee Training 175</p> <p>Theories of Motivation 184</p> <p>Instructional Design 191</p> <p>Talent Management 204</p> <p>Employee Development 216</p> <p>Metrics 229</p> <p>Suggested Study or Organizational Audit Activities 234</p> <p>Case Study—Measuring Return on Investment in HR: A Global Initiative for HR Strategy, by J<i>ack</i><br /><i> Phillips and Patti Phillips</i> 235</p> <p>References 243</p> <p><b>Chapter 5 Compensation and Benefits 245</b></p> <p>Case Study—Organizational Justice: The Case for</p> <p>Organizational Justice, by <i>Katrina P. Merlini</i> 245</p> <p>Introduction 250</p> <p>Strategic Compensation 251</p> <p>Designing Pay Systems 260</p> <p>Employee Benefit Programs 269</p> <p>Compensation and Benefits Outsourcing 275</p> <p>Expatriate Compensation 275</p> <p>Executive Compensation 279</p> <p>Metrics 285</p> <p>Suggested Study or Organizational Audit Activities 285</p> <p><b>Chapter 6 Employee and Labor Relations 287</b></p> <p>Introduction 288</p> <p>Managing the Employee-Employer Relationship 289</p> <p>Employee Communication and Feedback 296</p> <p>Discipline and Terminations 300</p> <p>Managing the Union Relationship 306</p> <p>Suggested Study or Organizational Audit Activities 317</p> <p>Note 317</p> <p><b>Chapter 7 Risk Management 319</b></p> <p>Introduction 321</p> <p>A Focus on Compliance 322</p> <p>Risk Assessments 323</p> <p>Injury and Illness Prevention Programs 331</p> <p>Return to Work Programs 335</p> <p>A Focus on Prevention 336</p> <p>Employee Communication and Safety Training 347</p> <p>Risk Management Techniques 347</p> <p>Metrics 348</p> <p>Suggested Study or Organizational Audit Activities 348</p> <p><b>Appendix A Alphabetical Listing of Legal Issues 351</b></p> <p>Affirmative Action Plans (AAPs) 351</p> <p>Age Discrimination in Employment Act of 1967 (ADEA) 357</p> <p>Americans with Disabilities Act of 1990 (ADA) 359</p> <p>Australian Federal Privacy Act of 1988 361</p> <p>Civil Rights Act of 1964 (Title VII) 361</p> <p>Common Law Doctrines 365</p> <p>Copyright Act of 1976 369</p> <p>Davis-Bacon Act of 1931 370</p> <p>Drug-Free Workplace Act of 1988 370</p> <p>EEO Survey 371</p> <p>Employee Retirement Income Security Act of 1974 (ERISA) 374</p> <p>Executive Orders 381</p> <p>Fair Credit Reporting Act of 1970 (FCRA) 382</p> <p>Fair Labor Standards Act of 1938 (FLSA) 383</p> <p>Family and Medical Leave Act of 1993 (FMLA) 395</p> <p>Foreign Corrupt Practices Act of 1977 408</p> <p>Genetic Information Nondiscrimination Act of 2008 (GINA) 409</p> <p>Glass Ceiling Act of 1991 410</p> <p>Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IIRIRA) 411</p> <p>Immigration Reform and Control Act of 1986 (IRCA) 411</p> <p>International Labour Organization (ILO) 414</p> <p>International Trade Organizations 415</p> <p>Mine Safety and Health Act of 1977 (MSHA) 416</p> <p>Occupational Safety and Health Act of 1970 (OSHA) 417</p> <p>Organisation for Economic Co-operation and Development (OECD): Guidelines for Multinational<br /> Enterprises (MNEs) 430</p> <p>Patient Protection and Affordable Care Act of 2010 (PPACA, ACA, Obamacare) 431</p> <p>Pension Protection Act of 2006 (PPA) 432</p> <p>Privacy Act of 1974 432</p> <p>Privacy Shield and Safe Harbor Frameworks 433</p> <p>Rehabilitation Act of 1973, Sections 501, 503, and 505 434</p> <p>Sarbanes-Oxley Act of 2002 (SOX) 434</p> <p>Service Contract Act of 1965 (SCA) 435</p> <p>Sexual Harassment 435</p> <p>Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) 439</p> <p>United Kingdom Bribery Act of 2010 442</p> <p>United States Patent Act of 1790 442</p> <p>Wage Garnishment Law, Federal 443</p> <p>Walsh-Healey Public Contracts Act of 1936 443</p> <p>Worker Adjustment Retraining and Notification Act of 1988 (WARN) 444</p> <p>Workers’ Compensation 445</p> <p>Quick Reference Guide: Agencies, Court Cases, Terms, and Laws; General Record-Keeping Guidelines 446</p> <p><b>Appendix B Four Steps to Domestic Certification 457</b></p> <p><b>Appendix C Four Steps to Global Certification 461</b></p> <p><b>Appendix D Some Questions You May Have About Form I-9 465</b></p> <p><b>Appendix E Sample Affirmative Action Plan 477</b></p> <p><b>Appendix F OSHA Form 300 515</b></p> <p><b>Appendix G HRCI’s Ethical Standards 529</b></p> <p>Professional Responsibility 529</p> <p>Professional Development 530</p> <p>Ethical Leadership 530</p> <p>Fairness and Justice 530</p> <p>Conflicts of Interest 531</p> <p>Use of Information 531</p> <p><b>Appendix H Glossary of Terms 533</b></p> <p>Index 573</p>

<p><b>SANDRA M. REED, SPHR,</b> is a leading expert in the certification of Human Resource Professionals with 20 years of practical HR experience. She is the author of the 4th edition of the <i>PHR/SPHR: Professional in Human Resources Certification Study Guide</i> and <i>PHR/SPHR Exam Prep for Dummies</i>. Sandra, owner of epocHResources, is a sought-after, engaging facilitator of human resource and management principles with a strong focus on strategic business management and employee development. She has been SPHR^® certified since 2007.</p>

<p><i>A Guide to the Human Resource Body of Knowledge^™ (HRBoK)</i> is the exceptional volume that holds the Human Resource Body of Knowledge and offers both conceptual frameworks and practical tools to enable HR professionals and aspiring professionals easy access to essential practices. This valuable resource is the official reference for human resource professionals to help them align their organizations with the profession’s fundamental and best practices. The text also covers the Core Knowledge Requirements for exams administered by HR Certification Institute.</p> <p> This volume is filled with authoritative insights into the six areas of HR functional expertise: business management and strategy, work force planning and employment, human resource development, compensation and benefits, employee and labor relations, and risk management. In addition, the material provides information on exam eligibility, prep tips, and much more. This guide covers the sum-total of what it means to be an HR professional in a modern, ever-evolving field and will be your go-to HR reference for years to come. <p><i>A Guide to the Human Resource Body of Knowledge</i> includes contributions from noted experts on the wide variety of topics that cover the essential skills, knowledge, and methods that define the profession’s best practices. Designed to be flexible, the text can be used as a desk reference, self-assessment, or a guide to prepare for certification. This book is filled with the information that can help professionals identify personal skill sets and an organization’s practices against the HRCI standards, all while accessing the latest information on strategies that HR professionals can use to aid their organizations and their profession. <p>As the HR field continues to become more diverse and complex, HR professionals need an informational resource for periodic check-ins as well as an authoritative reference. As a certifying body for over four decades, HRCI draws on its collective expertise to codify a standard body of knowledge for the field. <i>A Guide to the Human Resource Body of Knowledge</i> is the definitive reference for HR practitioners, organizations, instructors, and certification candidates. <p><b>HR CERTIFICATION INSTITUTE^® (HRCI^®)</b> is the premier credentialing organization for the human resources profession. For 40 years, HRCI has set the standard for HR mastery and excellence around the globe. An independent nonprofit organization, HRCI is dedicated to advancing the HR profession by developing and administering best-in-class accredited certifications.

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