CBM Module 500 – Human Resources Management
500.1 Human Resources Strategies
500.1.1 Define human resource (HR) management
500.1.2 Identify the HR management functions
500.1.3 Identify the external environmental factors that affect HR management
500.1.4 Explain who performs HR management tasks
500.1.5 Explain the need for the HR manager to be a strategic partner
500.1.6 Describe the metrics for human capital management
500.1.7 Describe the various HR job classifications, including executives, generalists, and specialists
500.1.8 Describe the evolution of HR management
500.1.9 Explain the evolving HR organization
500.1.10 Explain a firm's strategic planning process and the HR planning process
500.1.11 Describe forecasting HR requirements and availability and how databases can assist in matching internal employees to positions
500.1.12 Identify what a firm can do when either a shortage or a surplus of workers exists
500.1.13 Explain downsizing and succession planning in today's environment
500.1.14 Explain the importance of a HR information system and describe manager and employee self-service facilities
500.2 Employee Recruitment, Training, and Development
500.2.1 Explain why job analysis is a basic HR tool and explain the reasons for conducting job analysis
500.2.2 Describe the types of information required for job analysis and describe the various job analysis methods
500.2.3 Identify who conducts job analysis and describe the components of a job description
500.2.4 Explain the timeliness of job analysis, job analysis for team members, and describe how job analysis helps satisfy various legal requirements
500.2.5 Describe some important job design concepts
500.2.6 Define recruitment and explain alternatives to recruitment
500.2.7 Explain the external environment of recruitment and describe how promotion policies influence recruitment
500.2.8 Describe the recruitment process
500.2.9 Describe the internal recruitment methods
500.2.10 Explain the external recruitment sources
500.2.11 Describe the online recruitment methods
500.2.12 Identify the traditional, external recruitment methods
500.2.13 Describe an applicant tracking system
500.2.14 Describe how recruitment methods and recruitment sources are tailored to each other
500.2.15 Explain the recruitment process for diversity management
500.2.16 Explain the significance of employee selection
500.2.17 Identify the environmental factors that affect the employee selection process
500.2.18 Describe the employee selection process
500.2.19 Explain the importance of the preliminary interview
500.2.20 Explain the advantages and potential problems of using selection tests
500.2.21 Describe the characteristics of properly designed selection tests
500.2.22 Explain the types of validation studies, describe the types of employment tests, including online testing and the use of assessment center
500.2.23 Explain the importance of the employment interview and describe the general types of interviewing
500.2.24 Describe the various methods of interviewing and potential interviewing problems
500.2.25 Explain the use of pre-employment screening, including background investigations, reference checks, negligent hiring, and negligent referral
500.2.26 Describe the selection decision, the medical examination, and notification of candidates
500.2.27 Explain the metrics for evaluating recruitment and selection effectiveness
500.2.28 Define training and development (T&D)
500.2.29 Explain the factors influencing the T&D
500.2.30 Describe the T&D process
500.2.31 Describe the various T&D methods
500.2.32 Describe the T&D delivery systems
500.2.33 Describe management development, mentoring, and coaching
500.2.34 Define orientation and describe the executive orientation concept of onboarding
500.2.35 Identify special training areas, such as diversity, language, ethics, telecommuter, customer service, conflict resolution, teamwork, empowerment, remedial, and anger management
500.2.36 Discuss the problems in implementing the T&D programs
500.2.37 Explain the metrics for evaluating the effectiveness of T&D programs
500.2.38 Define organizational development (OD) and describe the various OD techniques
500.3 Employee Performance Management
500.3.1 Define performance management and describe the importance of it
500.3.2 Define performance appraisal and identify the use of performance appraisal
500.3.3 Discuss the environmental factors that affect performance appraisal
500.3.4 Discuss the performance appraisal process
500.3.5 Identify the various performance criteria that can be established
500.3.6 Identify who may be responsible for performance appraisal and the performance period
500.3.7 Identify the various performance appraisal methods used
500.3.8 List the problems that have been associated with performance appraisal
500.3.9 Explain the characteristics of an effective appraisal system
500.3.10 Explain how the appraisal interview should be conducted
500.4 Workforce Diversity Management
500.4.1 Describe the projected future diverse workforce
500.4.2 Describe diversity and diversity management, and explain the various components of the present diverse workforce, such as dual-career family, single parents, working mothers, women in business, workers of color, older workers, people with disabilities, immigrants, and education and skill level of employees
500.4.3 Describe the Equal Employment Opportunity Commission (EEOC)
500.4.4 Explain the purpose of the Uniform Guidelines on Employee Selection Procedures
500.4.5 Describe the concepts of disparate treatment and adverse impact
500.4.6 Describe the Uniform Guidelines related to sexual harassment, national origin, and religion
500.4.7 Explain the affirmative action as required by the U.S. Presidential Executive Orders 11246 and 11375
500.4.8 Describe the affirmative action programs
500.5 Internal Employee Relations
500.5.1 Define internal employee relations
500.5.2 Explain the concept of employment-at-will
500.5.3 Explain discipline and disciplinary action
500.5.4 Describe the disciplinary action process, discuss the various approaches to disciplinary action, and describe the problems in the administration of disciplinary action
500.5.5 Explain how grievance handling is conducted in a union firm and in a non-union firm
500.5.6 Explain the use of ombudspersons
500.5.7 Describe termination and describe how termination conditions may differ with job types, such as non-managerial and non-professional employees, executives, middle-level managers, lower-level managers, and professionals
500.5.8 Describe demotion as an alternative to termination
500.5.9 Describe transfers, promotions, resignations, and retirements as factors involved in internal employee relations
500.6 Employee Benefits and Compensation
500.6.1 Define benefits to employees as an indirect financial compensation
500.6.2 Describe mandated benefits to employees
500.6.3 Describe the various discretionary benefits to employees
500.6.4 Describe customized benefit plans as a cafeteria compensation
500.6.5 Explain premium pay
500.6.6 Describe the components of nonfinancial compensation
500.6.7 Describe the job itself as a nonfinancial compensation factor and job characteristics theory
500.6.8 Describe the job environment as a nonfinancial compensation factor
500.6.9 Describe the workplace flexibility (work-life balance) factors
500.6.10 Describe the concepts of severance pay, comparable worth, pay secrecy, and pay compression
500.6.11 Define compensation and describe the various forms of compensation
500.6.12 Define financial equity and explain the concept of equity in direct financial compensation
500.6.13 Identify the determinants of direct financial compensation
500.6.14 Describe the organization as a determinant of direct financial compensation
500.6.15 Describe the labor market as a determinant of direct financial compensation
500.6.16 Explain how the job is a determinant of direct financial compensation
500.6.17 Define job evaluation and describe the major traditional job evaluation methods
500.6.18 Describe job pricing concept
500.6.19 Identify factors related to the employee that are essential in determining direct financial compensation
500.6.20 Describe the various types of pay plans, such as team-based pay, company-wide pay plans, professional employee compensation, sales representative compensation, and contingency worker compensation
500.6.21 Explain the various elements of executive compensation
500.7 Employee Health, Safety, and Security
500.7.1 Describe the nature and role of safety and health
500.7.2 Describe the economic impact of safety and explain the focus of safety programs in business operations
500.7.3 Describe the consequences of repetitive stress injuries
500.7.4 Explain the purpose of ergonomics
500.7.5 Explain the effects of workplace and domestic violence on businesses
500.7.6 Describe the nature of stress and means of managing stress
500.7.7 Explain employee burnout with its consequences
500.7.8 Describe the purposes of employee wellness programs
500.7.9 Describe the importance of employee physical fitness programs
500.7.10 Explain substance abuse and describe substance-abuse-free workplaces
500.7.11 Describe employee assistance programs
500.7.12 Describe the impact of smoke-free workplaces
500.8 Labor Unions and Collective Bargaining
500.8.1 Describe the broad objectives that characterize the labor movement as a whole and describe organized labor's strategies for a stronger movement
500.8.2 Explain the reasons why employees join unions and describe the basic structure of the union
500.8.3 Define collective bargaining and identify the steps involved in establishing the collective bargaining relationship
500.8.4 Describe the collective bargaining process and explain the psychological aspects of collective bargaining
500.8.5 Describe the various factors involved in preparing for negotiations
500.8.6 Explain the typical bargaining issues and describe the process of negotiating the agreement
500.8.7 Identify ways to overcome breakdown in negotiations
500.8.8 Describe what is involved in ratifying and administering the agreement
500.8.9 Explain the union decertification process
500.9 Law and Human Resources
500.9.1 Understand the laws affecting equal employment opportunity
500.9.2 Understand the nature of Workforce Investment Act
500.9.3 Understand the legal implications of employee performance appraisal
500.9.4 Understand the laws affecting employee compensation
500.9.5 Explain the impact of health care legislation
500.9.6 Explain the role of the U.S. Occupational Safety and Health Administration (OSHA)
500.9.7 Understand the Drug-Free Workplace Act of 1988
500.9.8 Discuss the role of the U.S. Federal Labor Relations Authority (FLRA)
500.9.9 Understand the nature and types of U.S. labor union laws
500.10 Ethics and Human Resources
500.10.1 Define ethics at work and understand the model of ethics
500.10.2 Explain the attempts at legislating ethics
500.10.3 Understand the importance of a code of ethics and describe the HR ethics
500.11 International Issues
500.11.1 Describe the evolution of global business and global HR management
500.11.2 Explain global staffing with its types and approaches
500.11.3 Describe global HR development
500.11.4 Explain global compensation
500.11.5 Describe global safety and health
500.11.6 Explain global employee and labor relations
500.11.7 Describe political and legal factors affecting the global HR management
500.11.8 Explain bribery, equal employment opportunity, and virtual teams in a global environment
