Human Resources Guidebook

20 Credits: Personnel/Human Resources


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Human Resources Guidebook

Course Level
CPE Credits

20 Credits: Personnel/Human Resources

Course Description

Master human resource management with the comprehensive Human Resources Guidebook self-study CPE course. This personnel/human resources CPE class empowers you with actionable strategies for workforce planning, recruiting, onboarding, compensation and employee benefit plans, performance management, overseeing HR recordkeeping requirements, and navigating essential HR laws and regulations. Developed by expert CPA Steven Bragg, this 20-hour HR CPE class offers real-world learning across 22 chapters, complete with practical tools and metric scorecards. Ideal for HR professionals seeking to strengthen their expertise, accounting and finance professionals with HR duties, and business owners wearing the HR hat, this human resources CPE training equips you with the knowledge to build a thriving workforce while minimizing legal risks. With the flexibility to learn at your own pace and convenient on-demand access, you can easily enhance your HR management skills. Order the Human Resources Guidebook today and leverage advanced HR strategies to achieve business excellence and drive sustainable growth.

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Learning Objectives

Upon successful completion of this course, participants will be able to:

  • Cite the circumstances under which shared services can be used in human resources.
  • Specify the uses to which job rotation can be put, as well as the best utilization system for dealing with top talent.
  • Identify the uses of job descriptions, and how they are compiled.
  • Specify the factors that must be incorporated into workforce planning.
  • Recall the human resources planning response to a decline in sales.
  • Cite the tools used to recruit for job candidates, as well as to avoid the need for recruiting.
  • State the techniques used to locate those job applicants that are the best fit for a position.
  • Recall the ways to avoid discrimination claims arising from an interview.
  • Specify the effects that can skew an interviewer in favor of a particular candidate.
  • Identify the methods available for rapidly assimilating new employees.
  • Identify the techniques available for improving the work environment, as well as their advantages and disadvantages.
  • Specify the content of a personal development plan.
  • Cite the characteristics of a person on the leadership track.
  • Specify the role of succession plan administration.
  • Identify the techniques used to improve the effectiveness of training.
  • Define the types of ranking systems used in performance evaluation.
  • State the objectives associated with terminating employment.
  • Recall the topics covered with an employee when he or she is terminated.
  • Cite how compensation positioning is used to set compensation levels.
  • Specify the compensation problems associated with the piece rate system.
  • Recall the nature of the compensation issues for an exempt employee.
  • Identify the tax issues associated with employee benefits.
  • Identify the nature of a defined contribution retirement plan.
  • Recall the characteristics of phantom stock.
  • Specify the criteria for determining the status of a contractor.
  • Recall the actions that can be taken to manage an unemployment experience rating.
  • Specify the issues associated with a use it or lose it provision for earned vacation time.
  • Identify the different types of working condition benefits.
  • Specify the negative effects of cutting compensation and shifting benefits costs to employees.
  • Specify the methods used to compile the various labor-related budgets, and the uses of each budget.
  • Identify when certain payroll-related taxes are more likely to be recognized during a calendar year.
  • State the reasons why employees might want to join a union, and the process flow of the union certification process.
  • Specify the filing process for an unfair labor practice claim.
  • Recall the management role for the industrial relations staff.
  • Identify the protected classes under anti-discrimination laws.
  • Cite the roles of the federal agencies tasked with monitoring discrimination and affirmative action issues.
  • Identify the laws governing discrimination and the availability of insurance coverage for terminated employees.
  • Specify the situations in which various human resources metrics should be used.
  • Define the types of record keeping needed to document equal employment and other federal laws.
  • Identify the types of documentation used for the different types of warnings.
  • Recall the methods used to prevent unauthorized access to personnel records.
  • Specify the methods available for destroying personnel records.
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Course Specifics

Course ID
Revision Date
March 18, 2024

There are no prerequisites.

Advanced Preparation


Number of Pages

Compliance Information

NASBA Provider Number: 103220

CFP Notice: Not all courses that qualify for CFP® credit are registered by Western CPE. If a course does not have a CFP registration number in the compliance section, the continuing education will need to be individually reported with the CFP Board. For more information on the reporting process, required documentation, processing fee, etc., contact the CFP Board. CFP Professionals must take each course in it’s entirety, the CFP Board DOES NOT accept partial credits for courses.

Meet The Experts

Steven M. Bragg, CPA, is a full-time book and course author who has written more than 300 business books and courses. He provides Western CPE with self-study courses in the areas of accounting and finance, with an emphasis on the practical application of accounting standards and management techniques. A sampling of his courses include the The New Controller Guidebook, The GAAP Guidebook, Accountants’ Guidebook, and Closing the Books: An Accountant’s Guide. He also manages the Accounting Best Practices podcast. Steven has been the CFO or controller of both public and private companies and has been a consulting manager with Ernst & Young and …