A
- ACA (Affordable Care Act), 208, 221–223
- Accenture, 14
- accessible fertility benefits, 219
- ADA (Americans with Disabilities Act), 62, 75, 127, 196, 226, 321
- address history, 145
- adoption assistance, 219
- ADR (alternative dispute resolution), 340
- affirmative action, 88, 319, 326
- Affordable Care Act (ACA), 208, 221–223
- Age Discrimination in Employment Act (ADEA), 75, 196, 319–320
- AI (artificial intelligence), 17, 20, 25, 27
- alternative dispute resolution (ADR), 340
- alternative scheduling, 232
- American Community Survey, 160
- Americans with Disabilities Act (ADA), 62, 75, 127, 196, 226, 321
- Anti-Kickback Act, 196
- Aon, 211
- Appcast, 97
- applicant evaluation, 9, 91–108
- pre-employment testing, 101–106
- challenges of, 105–106
- reasons for using, 102
- types of tests, 102–105
- pre-screening, 106–108
- choosing between methods, 108
- sample questions, 378
- via phone, 106–108
- via video conference, 106–108
- rejection letters, 378
- résumé reviews, 92–96
- chronological résumés, 93
- cover letters, 94
- functional résumés, 93
- history of growth, 94
- infographic résumés, 92
- online persona, 95–96
- online portfolios, 92
- outcomes, 93
- red flags, 94–95
- sample résumés, 378
- Twitter résumés, 92
- video résumés, 92
- simplifying the online application process, 97–98
- system for, 99–101
- decision-making criteria, 97
- step-by-step process, 100–101
- weighted system, 101
- applicant tracking systems (ATSs), 27–28, 97–98, 144
- Ardent Partners, 49
- artificial intelligence (AI), 17, 20, 25, 27
- Asana, 15
- assessment tests. See pre-employment testing
B
- background checks, 10, 144–149
- choosing whether to use, 147–148
- complexity of, 147
- elements of, 144–145
- specialists, 148–149
- summary of rights, 379
- types of, 145–146
- base wage/salary
- raises and increases, 197–198, 200
- setting, 186–187
- bench strength, 273
- benefits, 10–11, 203–228
- administrating, 226–228
- common-law couples, 223–224
- defined, 186, 204
- dental insurance, 218
- disability pay, 205
- domestic-partner benefits, 223–224
- employee assistance programs, 224–226
- areas of assistance, 225
- confidentiality, 225–226
- defined, 224
- selecting, 225–226
- employee wellness, 11
- family assistance, 218–219
- feedback, 227
- health insurance, 11, 208–213
- benefits consultants, 212
- costs, 210
- drug benefits, 212
- ease of administration, 210
- extent of coverage, 210
- fee-for-service plans, 208–209
- health maintenance organizations, 209–210
- health savings accounts, 212
- healthcare cost increases, 204–205, 211–212
- high deductible health plans, 212
- minimizing costs, 212–213
- preferred provider organizations, 209–210
- quality of care, 210
- wellness programs, 211, 213
- leaves of absence, 220–222
- legal issues, 207
- Medicare, 206
- monitoring program, 227
- retirement packages, 11, 213–217
- defined benefit plans, 213–214
- defined contribution plans, 213–216
- employee stock ownership plans, 214
- employer contributions to, 215–216
- 401(k) plans, 214–216, 380
- legal implications, 216–217
- profit-sharing plans, 214
- Roth 401(k) plans, 215
- same-sex couples, 222–223
- sick days, 222–223
- Social Security, 206
- time off, 219–220
- trends in, 204–205, 211–212
- unemployment insurance, 206
- vision coverage, 218
- workers’ compensation, 11, 207
- BetterUp, 244
- bona fide occupational qualifications (BFOQs), 61–62, 315
- bonuses, 186, 198
- annual and biannual, 198
- defined, 198
- employee referral bonuses, 245
- guidelines for policies regarding, 200
- retention bonuses, 198
- spot bonuses, 198
- team bonuses, 198
- Brandon Hall Group, 161
- Built In, 97
C
- California Government Code Section 12947.5, 314
- California Notice to Employee, 324
- campus recruiting, 83–84
- candidate assessment. See applicant evaluation; background checks; interviewing; reference checks
- candidate selection systems, 134–139
- collaboration skills, 138
- creative problem-solving and innovation, 137
- emotional intelligence, 138–139
- growth mindset, 138
- intuition vs., 134
- monitoring and evaluating, 134
- scorecards, 135–136
- time management, 137
- weighted system, 134
- career centers, 83
- career development, 11, 271–292
- career pathing, 273–274
- coaching, 279–281
- importance of, 272–273
- leadership development, 281–286
- building strategy for, 284
- defining leadership competencies, 284
- defining leadership qualities, 283
- evaluating results, 285–286
- levels of leadership, 282
- program options, 285
- suitability for leadership, 285
- mentoring, 274–279
- how it works, 275–276
- implementing, 278–279
- matching mentors and mentees, 277–278
- setting clear expectations, 276
- why it works, 275
- succession planning, 286–292
- creating flexible understanding with candidates, 289–290
- creating plan, 287–288
- developing candidates, 290–291
- evaluating results, 291–292
- missteps in, 288–289
- selecting candidates, 288–289
- selecting candidates from outside, 289
- technology for, 291
- timing, 287
- career pathing, 273–274
- career roadmaps, 273–274
- CareerBuilder, 75, 138
- Center for Prevention and Health Services, 224
- Chief People Officers (CPOs), rise of, 17
- child labor, 193
- childcare, 219
- chronological résumés, 93
- Civil Rights Act of 1964, 75, 196, 327
- cliff vesting, 217
- cloning effect, 132, 139
- closed-ended questions, 120–121
- coaching, 11
- best practices for HR leaders, 365
- career development, 279–281
- employee development and growth, 265–266
- GROW model, 280–281, 301
- individual vs. group coaching, 266
- mentoring vs., 174, 279
- performance management process, 300–301
- COBRA (Consolidated Omnibus Budget Reconciliation Act), 221, 322, 342
- cognitive ability tests, 103
- collaboration skills, 138
- collective bargaining, 188
- colleges and universities. See campus recruiting
- commission, 186
- common-law couple benefits, 223–224
- commuting assistance, 246
- company celebrations, 246
- company website, 76
- compensation philosophy, 10, 183–202
- base wage/salary, 186–187
- bonuses, 186, 198, 200
- commission, 186
- communicating, 200–201
- components of, 186
- consistency in, 183–184
- creating, 184–185
- exempt vs. nonexempt workers, 193–195
- flexibility in, 183–184
- incentives, 186
- individual factors, 191–192
- job titles and salary expectations, 66
- laws and regulations, 192–196
- exempt vs. nonexempt workers, 194–195
- wage and hour laws, 192–193
- minimum wage, 193
- negotiating salary, 151–153
- overtime, 195
- pay level setting, 187–188
- pay raises and base salary increases, 197–198, 200
- pay structure, 188–191
- broadbanding, 190–191
- variable pay systems, 188–189
- payroll/revenue ratio, 192
- position success profiles, 64
- profit-sharing plans, 199
- questions to ask, 184–185
- salary range in job descriptions, 64
- salary range in job postings, 72
- stock, 199–200
- variable pay, 186
- wage and hour claims, 25
- compressed workweek, 232
- condensed schedule, 232
- Conference Board, The, 205
- conferences, 263–264
- Consolidated Omnibus Budget Reconciliation Act (COBRA), 221, 322, 342
- contingent workers, 48–56
- advantages of, 50
- creating environment for, 52–54
- defined, 48
- documenting performance, 54–55
- feedback, 54–55
- increase in, 49
- legal responsibility, 55–56
- questions asked by, 54
- questions to ask, 50–52
- staffing/recruiting firms, 51–52, 378
- Copeland Act, 196
- core competencies (success drivers), 66–67
- core organizational values, 38–39
- defined, 38
- demonstrating, 70
- example of, 38
- job postings, 73
- keeping alive during onboarding process, 173
- process for determining, 39
- corporate social responsibility (CSR), 236–238
- benefits of, 237–238
- defined, 236
- diversity, equity, and inclusion, 237
- environment, 237
- examples of, 236–237
- volunteerism, 237
- cost of living increases, 197
- county criminal records checks, 145–146
- cover letters, 94, 98
- Covey, Stephen, 369
- Covid-19 pandemic, 9, 14, 22, 160, 204, 224, 232
- CPOs (Chief People Officers), rise of, 17
- Craigslist, 75
- creative problem-solving, 137
- credentials, 62–63, 146
- credit reports, 146
- CSR. See corporate social responsibility
- Culpepper, 188
D
- Davis-Bacon Act, 196
- daycare, 219
- defined benefit plans, 213–214
- defined contribution plans, 213–216
- defusing grievances, 338–340
- DEI. See diversity, equity, and inclusion
- dependent care reimbursement accounts, 219
- disability, voluntary self-identification of, 382
- disability pay, 205
- DiSC Behavioral Inventory, 104
- disciplinary procedures, 333–338
- criteria for, 336–337
- final or “last-chance” written warnings, 334–335
- questions to ask, 337–338
- termination, 335
- verbal warnings, 334
- written warnings, 334
- disparate impact, 314–315
- diversity, equity, and inclusion (DEI), 18–20
- advantages of, 19
- affirmative action, 88, 319, 326
- argument for attracting talent from outside, 46
- bona fide occupational qualifications, 61–62, 315
- corporate social responsibility, 237
- creating DEI workplaces, 20
- defined, 18–19
- discrimination fact and reference sheets, 379, 381
- discriminatory interview questions, 122–126
- address, 124
- age, 123–124
- citizenship status, 124
- fact and reference sheets regarding, 379
- family status, 124–125
- health and physical condition, 125
- language, 125–126
- name, 125
- national origin, 123–124
- religion, 125
- discriminatory questions, 98
- diverse perspectives, 375
- education, 88
- education and development initiatives, 20
- job fairs, 85
- laws and regulations, 314
- people analytics, 20
- recruitment and hiring, 87–88
- seeking out people, 88
- statistics, 87
- DocuSign, 176
- domestic-partner benefits, 223–224
- draw against future commissions, 186
- drug benefits, 212
E
- EAPs. See employee assistance programs
- education verification, 146
- educational requirements, 62–63
- EEOC compliance. See Equal Employment Opportunity Commission compliance
- eldercare, 219
- emotional intelligence, 138–139
- emotional well-being, 21
- employee appreciation programs, 246
- Employee Assistance Professionals Association, 225
- employee assistance programs (EAPs), 21, 224–226
- areas of assistance, 225
- confidentiality, 225–226
- defined, 224
- selecting, 225–226
- employee development and growth, 8, 11
- career development, 11, 271–292
- coaching and mentoring, 11
- learning and development programs, 11, 16, 255–270
- performance management process, 11, 293–307
- employee engagement software, 29
- employee experience systems, 28–30
- employee engagement software, 29
- employee recognition software, 30
- learning management systems, 29
- performance management systems, 28–29
- succession management systems, 30
- employee handbooks, 10, 177–180
- contents of, 179–180, 379
- creating, 178
- disclaimers, 180
- distribution of, 178–179
- hybrid work model, 176
- onboarding process, 166
- procedures manuals vs., 177
- employee purpose, 230
- employee recognition programs, 246–251
- administrating, 248
- benefits of, 247–248
- checklist for, 248–249
- communicating, 250
- defined, 246
- evaluating results, 251
- low-cost perks, 249
- publicity, 250
- results to acknowledge, 247
- rewards, 247
- employee recognition software, 30
- employee referral bonuses, 245
- employee referrals, 74
- Employee Retirement Income Security Act (ERISA), 216–217, 221, 225
- employee skills inventory, 44, 378
- employee stock ownership plans (ESOPs), 214
- employee surveys, 11, 240–243, 381
- conducting, 240
- exit interviews, 242, 381
- pulse surveys, 241–242, 381
- stay interviews, 242–243
- employee wellness, 20–22, 351
- discriminatory interview questions, 125
- emotional well-being, 21
- employee assistance programs, 21
- exercise facilities, 244
- financial well-being, 21–22
- healthcare cost increases, 204–205, 211–212
- holistic, 8, 20
- mental health, 21
- minimizing costs, 212–213
- physical well-being, 21
- employer brand, 38–39
- employer contributions to, 215–216
- employment agencies, 81. See also recruiters
- employment contracts, 155–156
- Employment Eligibility Verification Form, 325
- employment verification, 146
- employment-at-will, 331–332, 379
- Equal Employment Opportunity Commission (EEOC) compliance, 28, 46, 315–319, 355
- claims process, 317–318
- contingent workers, 56
- document retention, 316
- Employer Information Reports, 316
- position success profiles, 62
- posters, 315–316, 382
- pre-employment testing, 106
- Equal Pay Act, 196, 317, 322
- equity pay increases, 197
- ERISA (Employee Retirement Income Security Act), 216–217, 221, 225
- ESOPs (employee stock ownership plans), 214
- E-Verify, 146
- executive education seminars, 264–265
- executive search firms, 81. See also recruiters
- exempt employees, 194–195
- exercise facilities, 244
- exit incentives, 350
- exit interviews, 242, 381
- experience ratings, 206
F
- Facebook, 77–78, 95
- Fair Credit Reporting Act, 105, 379
- Fair Labor Standards Act (FLSA), 193, 323, 345, 381–382
- Family and Medical Leave Act (FMLA), 207, 221–223, 322–323, 331, 380–382
- Federal background checks, 145–146
- Federal Unemployment Tax Act (FUTA), 324
- feedback
- benefits, 227
- best practices for HR leaders in, 365
- contingent workers, 54–55
- leadership development programs, 286
- onboarding process, 174–175, 177
- performance management process, 300
- preparing for negative reactions, 303–304
- fee-for-service plans, 208–209
- final (“last-chance”) written warnings, 334–335
- financial well-being, 21–22
- flexible work arrangements. See work-life flexibility
- flextime, 231
- FLSA (Fair Labor Standards Act), 193, 323, 345, 381–382
- FMLA (Family and Medical Leave Act), 207, 221–223, 322–323, 331, 380–382
- Forbes, 229
G
- gamification, 34
- Gartner, 256, 293
- General Aptitude Test (GAT), 103
- Genetic Information Nondiscrimination Act, 87
- gig economy, 49
- Glassdoor, 77, 79, 187, 272
- Globoforce, 301
- goal setting
- aligning performance management process with company goals, 298–299
- cascading goals approach, 171
- onboarding process, 170–171
- SMART goals, 299
- Google for Jobs, 75
- government employment services, 86
- graded vesting, 217
- Great Resignation, 204, 256, 271
- GROW (Goal-Reality-Options-Way Forward) model, 280–281, 301
- growth mindset, 138, 363
- Guardian, 21
H
- halo effect, 132, 139
- harassment. See unlawful harassment
- Havas Group, 237
- HDHPs (high deductible health plans), 212
- headhunters, 81. See also recruiters
- health insurance, 208–213
- benefits consultants, 212
- costs, 210
- dental insurance, 218
- drug benefits, 212
- ease of administration, 210
- extent of coverage, 210
- fee-for-service plans, 208–209
- health maintenance organizations, 209–210
- health savings accounts, 212
- healthcare cost increases, 204–205, 211–212
- high deductible health plans, 212
- minimizing costs, 212–213
- preferred provider organizations, 209–210
- quality of care, 210
- vision coverage, 218
- wellness programs, 211, 213
- Health Insurance Portability and Accountability Act (HIPAA), 226–228, 324–325
- health maintenance organizations (HMOs), 209–210
- health savings accounts (HSAs), 212
- helicopter parents, 89–90
- HelloSign, 176
- high deductible health plans (HDHPs), 212
- high-potential pool, 290
- HIPAA (Health Insurance Portability and Accountability Act), 226–228, 324–325
- hiring managers, 58
- HMOs (health maintenance organizations), 209–210
- Hogan Personality Inventory (HPI), 104
- HR. See human resources; human resources technologies
- HR Competency Model, 373
- HR Executive’s HR Technology Conference, 24
- HRD, 38
- HRISs. See human resources information systems
- HSAs (health savings accounts), 212
- human resources (HR), 7–12
- best practices for leaders in, 361–366
- coaching, 365
- external network or peer group, 363–364
- feedback, 365
- flexibility, 365–366
- growth and development, 366
- growth mindset, 363
- knowledge of business, 361–362
- marketing mindset, 362
- self-awareness, 363
- teambuilding and collaboration, 364
- cooperation with leaders at all levels, 9
- current trends in, 13–22
- DEI workplaces, 18–20
- hybrid work model, 14–16
- people analytics, 17–18
- upskilling, 16
- focus on the human, 1, 7–8, 22
- importance of, 1
- key responsibilities of, 8–12
- needs and expectations are shaped by environment, 1
- paradox navigation, 373–376
- “and/also” thinking, 374
- anchoring to bigger-picture set of values or vision, 376
- conviction and perseverance, 375
- defined, 373
- diverse perspectives, 375
- empathy, 375
- growth and development in, 376
- identifying paradoxes, 374
- importance of, 373
- inclusive solutions, 374–375
- uncomfortability, 376
- people within your business are your business, 1, 7, 11
- purpose of book, 1–3
- rebranding, 8
- shift in, from administrative to strategic, 17–18
- size of department, 8–9
- specialists, 9
- stakeholder relationships, 367–372
- alignment with shared values, 370
- conflict and tension, 371
- identifying stakeholders, 368–369
- importance of, 368
- owning your actions, 371–372
- proactive communication, 370–371
- responding vs. reacting, 372
- trust, 372
- understanding others’ perspectives, 369–370
- human resources (HR) technologies, 17–18, 23–34
- categories of, 26–30
- applicant tracking systems, 27–28
- employee experience systems, 28–30
- human resources information systems, 26–27
- communicating value of, 33
- defined, 23
- growth of, 24
- identifying needed skills, 34
- keeping up with, 24–25
- legal and financial protection through, 25
- recruitment and hiring, 70
- selecting, 30–31
- smaller companies, 25
- sourcing and purchasing, 32–33
- specialists, 31
- human resources information systems (HRISs), 26–27
- advantages of, 27
- core functionality of, 26
- defined, 26
- integration, 31
- hybrid work model, 14–16
- collaboration tools and applications, 15–16
- defining successful policies, 15
- increase in, 160
- management approach, 16
- onboarding process, 160, 175–177
- alignment, 176
- employee development and growth, 176–177
- employee handbook, 176
- expectations, 176
- feedback, 177
- individualized plan, 176
- introductions and connections, 176–177
- meetings, 176–177
- technologies, 176
- virtual session, 176
- welcome package, 175–176
- preference for, 14
- types of, 15
- work-life flexibility, 232
- hypothetical questions, 121
I
- Immigration Reform and Control Act (IRCA), 325
- Inc., 257
- incentives, 186
- Indeed, 64, 75, 187
- independent contractors (ICs), 49
- individual development plans (IDPs), 267, 273–274, 291, 381
- infographic résumés, 92
- in-person learning, 261–262
- Instagram, 77, 95
- integrity tests, 104–105
- internal hiring, 43–46
- advantages of, 43
- creating process for, 44
- drawbacks of, 43
- employee skills inventory, 44, 378
- looking for internal talent, 44–46
- skills to look for, 45
- International Coaching Federation, 265
- Internet Applicant Final Rule, 87
- interviewing, 10, 109–130
- concluding interviews, 129–130
- evaluation form, 379
- hiring based on impressions gained during, 133
- interview-savvy candidates, 111
- introductions, 115
- mistakes and obstacles, 111–113
- focusing on only one positive attribute, 113
- lack of consistency, 112
- lack of preparation, 111–112
- lack of time, 112
- mismanaging time, 112
- speaking negatively, 113
- talking more than listening, 113
- objectives of, 109–110
- panel interviews, 115–118
- preparation for, 117
- roles, 117
- selecting panelists, 116–117
- taking turns, 118
- preparation for, 114–115, 379
- questions and answers, 118–122
- avoiding discriminatory questions, 122–126, 379
- example of good questions, 126–129
- focus, 118–119
- form for, 379
- giving time for responses, 119–120
- interpreting answers, 126–129
- listening, 119
- note taking, 120
- probing, 119
- purposeful questions, 119
- suspending judgments, 120
- types of questions, 120–122
- Intuit, 49
- IRCA (Immigration Reform and Control Act), 325
J
- job descriptions. See position success profiles
- job fairs, 84–85
- job offers, 149–156
- clarifying acceptance details, 153
- deadlines, 151
- drawing the line, 153
- employment contracts, 155–156
- negotiating salary, 151–153
- not delaying, 149
- signing bonuses, 154
- staying in touch, 151, 153–155
- via letter, 150, 379
- via phone, 149–150
- job ranking and leveling, 187
- job sharing, 232
- job title creation, 64–66
- abbreviations, 65
- accuracy and clarity in, 64–66
- avoiding obsolescence, 65–66
- informal wording, 65
- jargon, 65
- matching salary expectations, 66
- relevance to industry, 65
- seniority level, 65
- work hierarchy, 64
- Jobvite, 31, 77
- Journal of Applied Psychology, 245
K
- Ken Blanchard Companies, The, 282
- “last-chance” (final) written warnings, 334–335
- layoffs, 346–351
- alternatives to, 349–350
- easing burden of, 348
- helping those who remain, 350–351
- legal implications, 347–348
- outplacement firms, 348
- reasons for, 346
- weighing possibility of, 347
- Leadership Challenge, The (Kouzes and Posner), 239
- leadership development, 281–286
- building strategy for, 284
- defining leadership competencies, 284
- defining leadership qualities, 283
- evaluating results, 285–286
- levels of leadership, 282
- performance management process, 298
- program options, 285
- suitability for leadership, 285
- leading questions, 121–122
- learning and development (L&D) programs, 11, 255–270
- coaching, 265–266
- conferences, 263–264
- effective programs, 268–269
- evaluating results, 269–270
- executive education seminars, 264–265
- formal programs, 263
- individual development plans, 267, 381
- learning culture, 258–259
- lunch-and-learn sessions, 267
- mentoring, 265
- microlearning, 266–267
- needs assessment, 259–261
- growth activities, 260
- ingredients for growth, 261
- questions to ask, 259–260
- online learning, 261–262
- in-person learning, 261–262
- public learning events, 263–264
- seminars, 263–264
- succession planning, 290–291
- talent development, 256–258
- connecting initiatives to other HR activities, 258
- defined, 256
- goals of, 256–258
- talent management vs., 256
- learning culture, 258–259
- learning management systems (LMSs), 29
- legal issues, laws, and regulations, 12, 192–196, 311–328
- Affordable Care Act, 208, 221–223
- Age Discrimination in Employment Act, 75, 196, 319–320
- Americans with Disabilities Act, 62, 75, 127, 196, 226, 321
- Anti-Kickback Act, 196
- Civil Rights Act of 1964, 75, 196, 327
- Consolidated Omnibus Budget Reconciliation Act, 221, 322, 342
- contingent workers, 55–56
- Copeland Act, 196
- Davis-Bacon Act, 196
- deductions, 193
- discrimination, 98, 314, 381
- disparate impact, 314–315
- diversity, equity, and inclusion, 87
- dynamic legal landscape, 312
- employee assistance programs, 225–226
- employee handbooks, 178–179
- Employee Retirement Income Security Act, 216–217, 221, 225
- employment-at-will, 331
- Equal Employment Opportunity Commission compliance, 27, 46, 56, 62, 106, 315–319, 352–354
- Equal Pay Act, 196, 317, 322
- exempt vs. nonexempt workers, 194–195
- failure to hire claims, 25
- Fair Credit Reporting Act, 105, 379
- Fair Labor Standards Act, 193, 323, 345, 381–382
- Family and Medical Leave Act, 207, 221–223, 322–323, 331, 380–382
- Federal Unemployment Tax Act, 324
- Genetic Information Nondiscrimination Act, 87
- Health Insurance Portability and Accountability Act, 226–228, 324–325
- human resources information systems, 27
- Immigration Reform and Control Act, 325
- inconsistencies, 312–313
- Internet Applicant Final Rule, 87
- interviewing, 111, 127
- labor disputes, 313
- layoffs, 347–348
- leaves of absence, 221–222
- National Labor Relations Act, 325–326
- Office of Federal Contract Compliance Program compliance, 319
- Older Workers Benefit Protection Act, 320–321
- online job boards, 75–76
- Patriot Act, 314
- pay frequency, 193
- pay timeliness, 193
- performance management process, 306
- position success profiles, 61–62
- pre-employment testing, 102–103, 105–106
- Pregnancy Discrimination Act, 326
- procedures manuals, 178–179
- Rehabilitation Act, 326
- retirement packages, 216–217
- reverse discrimination claims, 88
- Sarbanes-Oxley Act, 327
- Social Security Act, 206
- talent development, 257
- technology and, 25
- termination, 341–342
- time off, 220
- unemployment insurance, 206
- unions, 313
- unlawful harassment, 352–354
- vague definitions, 312–313
- wage and hour claims, 25
- wage and hour laws, 192–193
- Wage Garnishment Law, 196
- wage-theft prevention laws, 324
- waivers of rights, 345
- Walsh-Healey Act, 196
- wellness programs, 211
- Worker Adjustment and Retraining Notification Act, 327–328, 347–348
- worker classifications, 47
- workers’ compensation, 207
- work-life flexibility, 233
- workplace injuries, 56, 382
- wrongful termination, 25
- lifestyle spending accounts (LSAs), 205
- life/work integration, 8
- LinkedIn, 75, 77–78, 271
- LMSs (learning management systems), 29
- LSAs (lifestyle spending accounts), 205
- lunch-and-learn sessions, 267
M
- managed-care programs, 209–210
- market pay adjustments, 197
- marketing mindset, 362
- Mashable, 75
- McKinsey & Company, 19, 232
- Medicare, 206
- mental health, 21, 205, 244
- mentoring, 11, 274–279
- coaching vs., 174, 279
- employee development and growth, 265
- how it works, 275–276
- implementing, 278–279
- matching mentors and mentees, 277–278
- onboarding process, 173–174
- as recruiting and retention tool, 174
- relationships, 173–174
- setting clear expectations, 276
- why it works, 275
- merit pay raises (performance-based pay raises), 197
- microlearning, 266–267
- Microsoft Teams, 30, 176
- Military Caregiver Leave, 207
- minimum wage, 193, 323
- mission statements, 259
- Monster, 75, 77
- Morgan McKinley, 149
- Myers-Briggs Type Indicator, 104
N
- National Association of Dental Plans (NADP), 218
- National Committee for Quality Assurance, 210
- National Criminal Records Database (NCRD), 145
- National Labor Relations Act (NLRA), 325–326
- new-hire turnover metric, 18
- nonexempt employees, 194–195
O
- Occupational Safety & Health Administration (OSHA), 351, 382
- Office of Federal Contract Compliance Programs (OFCCP), 319
- off-the-wall questions, 122
- Ogletree, Deakins, Nash, Smoak & Stewart, P.C., 12, 330
- Older Workers Benefit Protection Act (OWBA), 320–321
- onboarding, 10, 159–180
- benefits education, 227
- defined, 160
- duration of program, 161
- empathy, 163
- employee handbook, 177–180
- first day activities, 164–166
- conversation, 165
- greeter, 164
- introductions, 165
- lunch, 165
- onboarding plan, 164–165
- small win opportunities, 165
- tour, 165
- workstation/office, 164
- first week activities, 166–171, 380
- employee handbook, 166
- formal group event plus informal, personalized orientation, 167
- goal setting, 170–171
- job responsibilities, 170
- location for large-group sessions, 168
- policies, 166–167
- presenting information in digestible chunks, 169–170
- procedures manual, 166
- senior leaders, 168
- session agenda, 169–170
- user-friendly and engaging presentations, 168–169
- workplace layout, 167
- HR’s role in, 161
- hybrid work model, 160, 175–177
- importance of, 161
- ongoing process, 172–175
- checklists, 172–173, 380
- core values, 173
- feedback, 174–175
- follow-up meetings, 172
- mentoring, 173–174
- procedures manual, 177–180
- unproductive approaches, 162–163
- weighted system, 164
- online job boards, 75–76
- online learning, 261–262
- online portfolios, 92
- on-the-job safety, 11, 351
- open houses, 85–86
- open-ended questions, 121
- OSHA (Occupational Safety & Health Administration), 351, 382
- Outlook, 30
- overtime, 195
- OWBA (Older Workers Benefit Protection Act), 320–321
P
- paid holidays, 220
- paid time off (PTO), 219–220, 232
- paradox navigation, 373–376
- “and/also” thinking, 374
- anchoring to bigger-picture set of values or vision, 376
- conviction and perseverance, 375
- defined, 373
- diverse perspectives, 375
- empathy, 375
- growth and development in, 376
- identifying paradoxes, 374
- importance of, 373
- inclusive solutions, 374–375
- uncomfortability, 376
- Patriot Act, 314
- pay level setting, 187–188
- Pay Notice for Hourly Rate Employees (New York), 324
- pay raises and base salary increases, 197–198, 200
- pay structure, 188–191
- broadbanding, 190–191
- variable pay systems, 188–189
- payroll taxes
- bonuses, 198
- contingent workers, 48
- deductions, 193
- employees, 48
- independent contractors, 49
- Medicare, 206
- Social Security, 206
- worker classifications, 47
- payroll/revenue ratio, 192
- Payscale, 187
- people analytics, 17–18
- DEI workplaces, 20
- focus of, 17
- human resources information systems, 27
- new-hire turnover metric, 18
- shift in HR from administrative to strategic, 17–18
- skills in, 34
- steps to take, 18
- performance improvement plans (PIPs), 334–335, 338
- performance management process, 11, 293–307
- aligning with company goals, 298–299
- anchoring to position success profiles, 296–298
- determining competencies, 297–298
- determining outcomes, 297
- benefits of, 294–295
- celebrating successes, 301
- coaching, 300–301
- following up, 307
- keys to successful reviews, 304–306
- conducting meeting, 305–306
- preparation, 305
- launching program, 302–304
- communication plan, 303
- identifying areas for further development, 304
- preparing for negative reactions, 303–304
- senior management support, 302
- tracking mechanism, 302–303
- legal implications, 306
- one-on-one meetings or check-ins, 299–300
- typical ongoing process, 295
- variation in methods, 296
- performance management systems, 28–29
- performance-based pay raises (merit pay raises), 197
- personality assessments, 104
- phased retirement options, 235
- physical ability tests, 103
- physical well-being, 21, 56, 351
- PIPs (performance improvement plans), 334–335, 338
- position success profiles (job descriptions), 9, 57–67
- anchoring performance management process to, 296–298
- blank and sample profiles, 378
- career pathing, 274
- clear job titles, 64–66
- core competencies (success drivers), 66–67
- creating, 59–64
- accurately describing success outcomes, 63–64
- avoiding obsolescence, 62
- credentials, 62–63
- educational requirements, 62–63
- elements to include, 60–61
- need for, 60
- qualifications, 62–63
- realism, 63
- salary range, 64
- specificity, 64
- defined, 58
- focus on outcomes, 59
- objective of, 59–60
- positive employee experience creation, 8
- benefits, 10–11, 203–228
- compensation philosophy, 10, 183–202
- corporate citizenship, 11
- corporate social responsibility, 236–237
- employee purpose, 230
- employee recognition programs, 246–251
- employee surveys, 11, 240–243, 381
- exercise facilities, 244
- low-cost perks, 245–246
- mental health services and preventive care, 244
- onboarding, 10, 159–180
- relaxation spaces, 244
- sabbaticals, 245
- teambuilding and collaboration, 238–239
- total rewards system, 181–183
- tuition assistance or reimbursement, 244
- work-life flexibility, 11, 229–236
- PPOs (preferred provider organizations), 209–210
- Predictive Index, 104
- pre-employment testing (assessment tests), 59, 101–106
- challenges of, 105–106
- hiring based on results, 133
- reasons for using, 102
- types of tests, 102–105
- cognitive ability tests, 103
- integrity tests, 104–105
- personality assessments, 104
- physical ability tests, 103
- skills assessment tests, 103
- style assessments, 104
- preferred provider organizations (PPOs), 209–210
- Pregnancy Discrimination Act, 326
- pre-screening, 106–108
- choosing between methods, 108
- sample questions, 378
- via phone, 106–108
- via video conference, 106–108
- previous applicants, recruiting, 79
- procedures manuals, 177–179
- creating, 178
- distribution of, 178–179
- employee handbooks vs., 177
- onboarding process, 166
- standard operating procedures, 177
- profit-sharing plans, 199, 214
- promotions, 197
- psychological safety
- healthy conflict, 364
- talent development, 261
- work-life flexibility, 234
- PTO (paid time off), 219–220, 232
- public learning events, 263–264
- pulse surveys, 241–242, 381
R
- RBL Group, 373
- recruiters, 80–83
- advantages of, 80
- direct communication with, 71
- fees, 82
- finding, 82–83
- reasons for using, 81–82
- replacement guarantees, 82
- situations to avoid, 83
- types of, 80–81
- recruitment and hiring, 8–10
- applicant evaluation, 9, 91–108
- applicant tracking systems, 27–28
- background and reference checks, 10, 141–149
- candidate selection system, 134–139
- collaboration skills, 138
- creative problem-solving and innovation, 137
- emotional intelligence, 138–139
- growth mindset, 138
- intuition vs., 134
- monitoring and evaluating, 134
- scorecards, 135–136
- time management, 137
- weighted system, 134
- discriminatory questions, 98
- diversity, equity, and inclusion, 87–88
- failure to hire claims, 25
- gamification, 34
- helicopter parents, 89–90
- hiring decisions, 131–143
- challenges in, 139–141
- cloning effect, 132, 139
- cross-verification, 140
- firsthand observations, 133
- getting help with, 140
- halo effect, 132, 139
- interview impressions, 133
- not forcing the issue, 140
- past experience, 132
- system for, 134–139
- taking your time, 140
- test and assessment results, 133
- “top of mind” syndrome, 141
- hiring manager/recruiter relationship, 58
- improving application process, 97–98
- intake meetings, 58
- intentionality, 69–70
- interviewing, 10, 109–130
- job offers, 149–156
- clarifying acceptance details, 153
- deadlines, 151
- drawing the line, 153
- employment contracts, 155–156
- negotiating salary, 151–153
- not delaying, 149
- signing bonuses, 154
- staying in touch, 151, 153–155
- via letter, 150, 379
- via phone, 149–150
- key job posting considerations, 71–73
- active voice and action words, 73
- creating buzz, 73
- culture and values, 73
- description of ideal candidate, 72
- employee value proposition, 71
- job qualifications, 72
- job title, 71
- organization information, 72
- position summary, 72
- quality over quantity, 71
- salary range, 72
- sample posting, 378
- SEO, 73
- mentoring, 174
- monitoring, 90
- plan for conducting and managing process, 70–71
- position success profiles, 9, 57–67
- sourcing strategy, 9, 73–86
- talent strategy, 9, 37–56
- reference checks, 10, 141–143
- difficulties of, 141–142
- online, 143
- sample questions, 379
- tips for, 142
- within own network, 143
- Rehabilitation Act, 326
- rejection letters, 378
- relaxation spaces, 244
- remote work. See hybrid work model
- résumé reviews, 92–96
- chronological résumés, 93
- cover letters, 94
- functional résumés, 93
- history of growth, 94
- infographic résumés, 92
- online persona, 95–96
- online portfolios, 92
- outcomes, 93
- red flags, 94–95
- sample résumés, 378
- Twitter résumés, 92
- video résumés, 92
- retention bonuses, 198
- retirement packages, 11, 213–217
- defined benefit plans, 213–214
- defined contribution plans, 213–216
- employee stock ownership plans, 214
- employer contributions to, 215–216
- 401(k) plans, 214–216, 380
- legal implications, 216–217
- phased retirement options, 235
- profit-sharing plans, 214
- Roth 401(k) plans, 215
- reverse discrimination claims, 88
- rewards package, 8
- risk navigation, 8, 12
- alternative dispute resolution, 340
- defusing grievances, 338–340
- employment-at-will, 331–332
- ethical culture, 330–331
- layoffs, 346–351
- alternatives to, 349–350
- easing burden of, 348
- helping those who remain, 350–351
- legal implications, 347–348
- outplacement firms, 348
- reasons for, 346
- weighing possibility of, 347
- legal issues, 12, 311–328
- preventing litigation, 332–333
- progressive disciplinary procedures, 333–338
- criteria for, 336–337
- final or “last-chance” written warnings, 334–335
- questions to ask, 337–338
- termination, 335
- verbal warnings, 334
- written warnings, 334
- safety and health, 351
- termination, 12, 341–351
- common mistakes, 342–343
- delivering news, 344
- immediate, 335
- as part of progressive disciplinary procedures, 335
- post-termination protocol, 344–345
- termination meeting, 341–342
- waivers of rights, 345
- unlawful harassment, 352–355
- workplace violence, 355–357
- Robert Half, 187
- Ross School of Management, 373
- Roth 401(k) plans, 215
S
- sabbaticals, 245
- Salary.com, 187
- SalaryExpert, 187
- Salesforce, 229
- same-sex couple benefits, 222–223
- Sapling, 172
- Sarbanes-Oxley Act, 327
- scorecards, 135–136
- search engine optimization (SEO), 73
- SelectSoftware Reviews (SSR), 24
- seminars
- executive education seminars, 264–265
- professional association conferences and seminars, 263–264
- 7 Habits of Highly Effective People, The (Covey), 369–370
- severance agreements, 345
- sexual harassment, 352–353
- short-term compensation (STC) programs, 349–350
- SHRM (Society for Human Resources Management), 215, 224, 237, 287
- sick time, 220
- signing bonuses, 154
- skills assessment tests, 103
- Slack, 15, 30, 176
- SMART goals, 299
- social media, 77–79
- interaction, 77
- keeping up with HR tech through, 24
- making information available in early stages, 78
- making presence known, 78
- online persona, 95–96
- percentage who use, 77
- reference checks, 143
- review services, 79
- skills in, 34
- Social Security, 206
- Social Security Act, 206
- Social Security number tracing, 145
- Society for Human Resources Management (SHRM), 215, 224, 237, 287
- sourcing strategy, 9, 73–86
- campus recruiting, 83–84
- candidates who previously applied, 79
- company website, 76
- DEI workplaces, 20
- employee referrals, 74
- government employment services, 86
- intake meetings, 59
- job fairs, 84–85
- online job boards, 75–76
- open houses, 85–86
- recruiters, 80–83
- advantages of, 80
- direct communication with, 71
- fees, 82
- finding, 82–83
- reasons for using, 81–82
- replacement guarantees, 82
- situations to avoid, 83
- types of, 80–81
- social media and online networking, 77–79
- interaction, 77
- making information available in early stages, 78
- making presence known, 78
- percentage who use, 77
- review services, 79
- tracking system, 73
- walk-ins, 86
- spot bonuses, 198
- SSR (SelectSoftware Reviews), 24
- staffing/recruiting firms, 51–52, 81, 378. See also contingent workers; recruiters
- stakeholder relationships, 367–372
- alignment with shared values, 370
- conflict and tension, 371
- identifying stakeholders, 368–369
- importance of, 368
- owning your actions, 371–372
- proactive communication, 370–371
- responding vs. reacting, 372
- trust, 372
- understanding others’ perspectives, 369–370
- Starbucks, 20
- state background checks, 145–146
- stay interviews, 242–243
- STC (short-term compensation) programs, 349–350
- stock, 199–200
- Strazzulla, Phil, 24
- style assessments, 104
- success drivers (core competencies), 66–67
- SuccessFactors, 31
- succession management systems, 30
- succession planning, 257, 286–292
- creating flexible understanding with candidates, 289–290
- creating plan, 287–288
- evaluating results, 291–292
- missteps in, 288–289
- selecting candidates, 288–289
- selecting candidates from outside, 289
- technology for, 291
- timing, 287
T
- talent assessment. See applicant evaluation; background checks; interviewing; reference checks
- talent development, 256–258. See also learning and development programs
- connecting initiatives to other HR activities, 258
- defined, 256
- goals of, 256–258
- talent management vs., 256
- talent recruitment and hiring. See recruitment and hiring
- talent sourcing. See sourcing strategy
- talent strategy, 9, 37–56
- arguments for attracting talent from outside, 46
- employer brand, 38–39
- filling positions from within, 43–46
- advantages of, 43
- drawbacks of, 43
- employee skills inventory, 44, 378
- internal hiring process, 44
- looking for internal talent, 44–46
- objective of, 37
- rehiring former staff, 44
- worker classifications, 47–49
- contingent workers, 48–56
- employees, 48
- factors determining, 47
- independent contractors, 49
- summary of differences among, 378
- workforce planning, 39–42
- developing potential within current team, 41–42
- strategic approach to, 40–41
- team bonuses, 198
- teambuilding and collaboration, 238–239, 364
- temporary pay cuts, 349
- termination, 12, 341–351
- common mistakes, 342–343
- delivering news, 344
- immediate, 335
- as part of progressive disciplinary procedures, 335
- post-termination protocol, 344–345
- termination meeting, 341–342
- waivers of rights, 345
- wrongful, 25, 332–333
- TikTok, 95
- time management skills, 137
- time off, 219–220
- time to fill metric, 58
- time to hire metric, 58
- “top of mind” syndrome, 141
- TopResume, 138
- total rewards system, 181–183. See also benefits; compensation philosophy; positive employee experience creation
- approach to designing and implementing, 182
- communicating, 200–201
- components of, 182
- total rewards statements, 183, 201, 380
- Towers Watson, 214
- Trello, 15
- tuition assistance or reimbursement, 244
- Twitter, 77–78, 92
U
- unlawful harassment, 352–355
- decisive action, 355
- investigating complaints, 355
- overview, 352
- publicizing policies, 354, 382
- reporting process, 354
- sexual harassment, 352–353
- upskilling, 16
- U.S. Bureau of Labor Statistics, 187, 213, 220
- U.S. Department of Homeland Security, 146
- U.S. Department of Labor, 86, 216, 233, 323
V
- vacation days, 220
- variable pay, 186
- verbal warnings, 334
- Verified Market Research, 24
- Victory Through Organization (Ulrich, Kryscynski, Ulrich, and Brockbank), 376
- video résumés, 92
- violence, 355–357
- vision coverage, 218
- volunteerism, 84, 237, 246
- vouchers, 219
W
- Wage Garnishment Law, 196
- wage-theft prevention laws, 324
- walk-ins, 86
- Walsh-Healey Act, 196
- WARN (Worker Adjustment and Retraining Notification) Act, 327–328, 347–348
- Washington Post, 87
- wellness programs, 211, 213
- WFA (work-from-anywhere), 14–15, 231–232. See also hybrid work model
- Willis Towers Watson, 197, 203
- work schedule reductions, 349
- Worker Adjustment and Retraining Notification (WARN) Act, 327–328, 347–348
- worker classifications, 47–49
- contingent workers, 48–56
- employees, 48
- factors determining, 47
- independent contractors, 49
- summary of differences among, 378
- workers’ compensation, 207
- workforce planning, 39–42
- defined, 39
- developing potential within current team, 41–42
- questions to ask, 41
- strategic approach to, 40–41
- traditional approach to, 40
- work-from-anywhere (WFA), 14–15, 231–232. See also hybrid work model
- working from home, 8
- work-life flexibility, 11, 229–236
- alternative scheduling, 232
- best practices, 236
- commitment to, 233–235
- compressed workweek, 232
- condensed schedule, 232
- defined, 231
- flextime, 231
- freelancing, 232
- job sharing, 232
- leadership and, 235–236
- legal implications, 233
- paid time off, 232
- phased retirement options, 235
- remote work, 232
- workplace injuries, 56, 382
- workplace violence, 355–357
- workshare, 349
- written warnings, 334–335
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