Essential HR Guide for Small Businesses and Startups

Best Practices, Tools, Examples, and Online Resources
 
 
Society For Human Resource Management (Verlag)
  • erschienen am 20. April 2020
  • |
  • 238 Seiten
 
E-Book | PDF mit Adobe-DRM | Systemvoraussetzungen
978-1-58644-592-8 (ISBN)
 
Featuries tried-and-true, ready-to-use tools, examples, and resources, this guide teaches the nuts and bolts of HR for small businesses and startups and is the perfect desk reference for any organization who may not have the financial resources to invest in a fully-staffed HR department.Guides readers through the HR essentials, including developingpolicies and organizational best practices, managing and measuring performance, driving engagement and cultivating a culture, understanding legal obligations, assessing, risk, and guidance for developing leaders.
  • Englisch
  • Chicago
  • |
  • USA
  • 2,60 MB
978-1-58644-592-8 (9781586445928)
weitere Ausgaben werden ermittelt
  • Front Cover
  • Title Page
  • Half Title
  • Copyright
  • Dedication
  • Brief Contents
  • List of Figures, Tables, and Exhibits
  • Foreword
  • Preface
  • Acknowledgments
  • About the Authors
  • Introduction
  • About the Advisory Board Members
  • Part I: HR Fundamentals for Startup and Early Stage Businesses
  • Chapter 1: Talent
  • Chapter 2: Compensation
  • Chapter 3: The "Soft" Side
  • Part II: Legal and Workforce Planning for Growth Stage Businesses
  • CHAPTER 4: Legal
  • CHAPTER 5: Planning for the Future (Assuming You Survive the Now)
  • Appendix
  • Definitions
  • Index
  • Contents
  • Part I: HR Fundamentals for Startup and Early Stage Businesses
  • Chapter 1: Talent.
  • Quick-Start Guide to Finding, Attracting, and Training Talent
  • Chapter One in a Nutshell
  • It Starts When You Start: Building a Company Culture Business Case and Lessons Learned
  • Interviewing for Perspective
  • Lessons Learned
  • Finding the Best People
  • Create a Job Description
  • Network Like the Boss You Are
  • Use Startup-Specific Platforms
  • AngelList
  • Upwork
  • StartupHire
  • VentureLoop
  • F6S
  • Some International Resources
  • Hire a Recruiter or Staffing Firm
  • Determining Your First Hire
  • The Art of Interviewing
  • Picking the Best Person for The Job
  • Before You Make an Offer
  • Making the Offer
  • The Value and Cultivation of Culture
  • Orienting New Hires to Your Company
  • Resources, Templates, and Tools for Managing Talent
  • Recruiting and Talent Acquisition
  • Job Offers
  • Interview Questions
  • Hiring the Right Employee
  • Onboarding
  • Additional Tools
  • References
  • Endnotes
  • Chapter 2:Compensation
  • Quick-Start Guide to Compensation, Benefits, and Culture
  • Chapter Two in a Nutshell
  • Equity vs Bonuses for Retention: Benefits Business Case and Lessons Learned
  • The Results and the Impact
  • Lessons Learned
  • Deciding What to Pay
  • Nuts and Bolts in a Startup or Early Stage Business Compensation Philosophy
  • Step One: Align with Culture
  • Step Two: Connect to Business Strategy
  • Building a Comp Structure from Scratch
  • Reality Checks
  • Give 'em What They Want and What the Law Requires
  • Don't Ignore Your Competition or Trends in the Sector
  • Cautiously Consider Equity
  • Equity Legal Thresholds
  • Benchmark Salary and Equity Data
  • Pay Equity-Or Rather, Equality
  • Resources, Templates, and Tools for Compensation and Benefits
  • Compensation and Employee Benefits
  • Sample Policies
  • Additional Tools
  • References
  • Endnotes
  • Chapter 3: The "Soft" Side.
  • Quick-Start Guide to the "Soft" Side
  • Chapter Three in a Nutshell
  • Promotions Can Be Problematic: Performance Management Business Case and Lessons Learned
  • Firing Failure
  • Lessons Learned
  • Evaluating Staff Performance and Impact
  • Making Performance Management Work
  • Choosing What to Review
  • Building and Sustaining Employee Engagement
  • Getting Employees to Stay
  • Improving Retention
  • Discipline and Documentation
  • Moving to Termination
  • Resources, Templates, and Tools for Managing the "Soft" Side
  • Performance Management Systems
  • Employee Engagement Programs
  • Disciplinary Policies, Procedures and Programs
  • Termination Procedures
  • References
  • Endnotes
  • CHAPTER 4: Legal
  • Quick-Start Guide to Legal
  • Chapter Four in a Nutshell
  • What You Don't Know Will Hurt You: Union Interactions Business Case and Lessons Learned
  • Organizing Activities Sometimes Comes from a New Hire
  • The Tables Turn
  • Things Got Contentious
  • Lessons Learned
  • Part One: Legal Heavy Hitters and Fundamentals in U.S Employment Law
  • Family and Medical Leave Act (FMLA)
  • Fair Labor Standards Act (FLSA)
  • Exempt
  • Nonexempt
  • Salaried
  • Hourly
  • Workplace Accommodations and Americans with Disabilities Act (ADA)
  • Getting Through the Process
  • Step 1: Evaluate the Need for an Accommodation
  • Step 2: Understand Legal Rights and Responsibilities
  • Step 3: Conduct an Interactive Dialog on Reasonable Accommodation
  • Step 4: Decide Whether Accommodations Are Reasonable
  • Step 5: Consider Requiring a Health Examination
  • Step 6: Select an Accommodation
  • Step 7: Monitor and Document the Process
  • Understanding At-Will Employment
  • Resources, Templates, and Tools for Legal, Part One
  • FMLA
  • FLSA
  • ADA
  • At-Will Employment
  • Part Two: Risk Management, Regulations, and Labor Relations
  • Risk Assessment and Backup Planning
  • Make Sure to Give a NDA
  • Avoid Having a Single Point of Failure
  • Workers' Compensation
  • Labor Management, Relations, and Unions
  • Resources, Templates, and Tools for Legal, Part Two
  • Labor Relations
  • Harassment
  • Workers' Compensation
  • Unions
  • Additional Tools
  • References
  • Endnotes
  • CHAPTER 5: Planning for the Future (Assuming You Survive the Now)
  • Quick-Start Guide to Planning for the Future
  • Chapter Five in a Nutshell
  • Planning For Growth: Strategic Workforce Planning Business Case and Lessons Learned
  • Lessons Learned
  • Planning for Staff Development and Progression
  • Using Competencies to Plan for Staff Development
  • Defining Competencies
  • Identifying Competencies
  • Identifying Top Talent for Leadership
  • Identifying Key People
  • More on Identifying Key People
  • Why Is It Important to Identify Key People and/or Key Positions?
  • Understanding Your Labor Supply and Demand
  • Conducting Effective, Strategic Workforce Planning
  • Leveraging Data Analytics for Successful Implementation
  • Developing an Inclusive Workplace
  • Defining the Inclusive Workplace
  • How an Inclusive Workplace Relates to Strategic Workforce Planning
  • Establishing an Inclusive Workplace
  • Resources, Templates, and Tools for Workforce Planning
  • Succession Planning
  • Workforce Planning
  • Diversity and Inclusion
  • Additional Tools
  • References
  • Endnotes
  • Appendix
  • Hiring Checklist
  • Job Offer Checklist
  • Conditional Job Offer
  • Unconditional Job Offer
  • Temporary Job Offer
  • Telephone Pre-Interview Screening Form
  • Employment Reference Request Form (Phone)
  • Employment Reference Request Form (Mail)
  • Total Compensation Statement
  • Merit Increase Policy and Procedure
  • Performance and Salary Review Policy
  • Performance Review Meeting Checklist
  • Completed Performance Appraisal Form
  • Performance Appraisal Form
  • Performance Appraisal Form (including supervisory skills)
  • Progressive Discipline Policy
  • Performance Improvement Plan (PIP) #1
  • Performance Improvement Plan (PIP) #2
  • Separation of Employment Policy(Voluntary and Involuntary [Including Employee Death] Terminations)
  • FMLA Checklist for Individual Leave Request
  • FMLA Employee Request Form
  • FMLA Affidavit of Family Relationship
  • FMLA: Employer Response
  • FLSA Exemption Questionnaire
  • ADA Reasonable Accommodation Checklist
  • Request for Reasonable Accommodation Form
  • Communication to Employee in Response to Request for Accommodation
  • Retaliation Prevention Questionnaire
  • Investigation Summary Report
  • Workers' Compensation Physician Designation
  • Union-Free Policy Statement
  • Succession Planning Policy
  • Employee Career Development Plan (Succession Planning)
  • Workforce Planning: Position Justification Form (Budgetary)
  • Definitions
  • Index

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