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Today Human Resources has many options for administering compensation and employee benefits plans online. Organizations are leveraging cloud, mobile and digital platforms offering employees numerous features such as health care insurance enrollment and online Summary Plan Descriptions (SPDs), retirement planning and retirement calculators, 401(k) plan maintenance, career planning, wellness activities and more. This course teaches what your organization must consider when optimizing the administration, communication, and utilization of total rewards to evaluate the business impact to the ...More
This online math course teaches everyday mathematics used in Human Resource Management. We begin with a discussion of basic mathematics, including math order of operations and types of measurement. Then we look at how calculating percentages and percentiles can be used to analyze Human Resource data. We show you how to calculate the slope of a line for line graphs. Then we teach techniques involved in the procurement of salary survey data, including random sampling. We show you how to analyze this salary data using a histogram to view normal distribution, skewness, and outliers. After...More
This course describes the economic, social, organizational, and technical environments that influence compensation and benefits programs in the United States. Current and historical influences are discussed. Employment demographics and trends are examined. Labor markets, worker values, organization factors, and the impact of technology are a few of the topics covered.
This online course offers an overview of various U.S. federal employment laws that impact compensation and benefits administration. This information is critical because we live in a litigious society. Employers and Human Resources professionals must know exactly what federal law requires regarding employee compensation and benefits administration. They also must understand federal employment law requirements regarding record keeping, hiring, and discharge to insure compliance with employment law, labor laws, and regulations affecting compensation and benefits management.
This course examines the
differences between compensation programs of old economy and new economy organizations. Their different use of compensation elements
(including base salaries, incentives and employee benefits) is discussed. At the end of this course, you should understand the basics of compensation planning and how your organization
can better use its finite resources to attract and retain talent.
Before establishing or adjusting a salary structure, Human Resources Management must consider your organization's internal and external labor market in order to make informed decisions about average job salaries that take into account: labor costs, employee productivity, employee retention, salary comparisons to competitors, cost-of-living comparisons, labor unions, and more. This pay-theory course reviews all the internal and external factors you must evaluate when making wage determinations.
This course will teach you how to perform job analysis from the ground up. The result of this work will be written job descriptions that are used for many HR tasks, including job evaluation, hiring, and setting salaries. You will learn how job analysis questionnaires, such as the PAQ job analysis questionnaire, can be used to update your organization’s job documentation for legal compliance with FLSA new overtime laws, the Americans with Disabilities Act (ADA), and comparable worth legislation.
Base salary structures are administrative tools that are designed to assist in the administration of compensation programs. Ideally, the salary structure will provide compensation levels that remain internally equitable, externally competitive, and cost effective. Pay structures typically group jobs of equal internal value or worth into grades. This course discusses the importance of designing and administering equitable pay structures. We also analyze the differences between merit and automatic progression, and focus special attention on the challenges that compensation managers face to...More
This course focuses on the development of a single competitive salary structure for a single market, with the goal of allowing a company to achieve salary levels that at least match the average for the comparison group of companies based on product or service markets, or talent labor markets. You will learn how to create this structure by evaluating every job in the organization or, alternatively, only the benchmark jobs for which competitive market data is available. Then you will learn how to audit and maintain this structure over time.
This course takes you through the process of establishing a salary structure for branch offices. You’ll learn how to determine whether your organization can apply its headquarters' structure directly to the branch office, adjust the headquarters' structure, or develop a new structure entirely. Geographic salary and cost-of-living levels are discussed since they apply to the salary-structure decision. Then branch-office structures for major U.S. cities and suburbs are analyzed. Canadian and international structures are also covered.
While market-based pay systems continue to replace internally focused pay systems, job evaluation remains an important tool in the field of compensation. This course reviews the history of job evaluation and how it still holds great importance in the fight against pay discrimination. We will guide you through the steps of job evaluation, where jobs are classified based on their duties and importance. Upon completion of this course, you will be ready to implement and use a job evaluation program in your own organization.
This course teaches the mathematical skills you need to administer your organization’s wage structure and salary increases. We begin with a discussion of how to analyze salary survey data using averages, medians, modes and maturity curves. Next we show you how to set up a wage structure for your company, using salary increase matrices, compa-ratios, grades and ranges. After this, we discuss how percentages can be used to analyze geographic differentials and salary increases.
During an economic recession real wages drop whereas during inflation, real wages increase. Real wages are nominal wages adjusted for inflation and affect the amount of goods and services that can be bought. This course focuses on pay and the employer and employee economic exchange in the context of labor markets. We will look at the factors that have determined labor market trends, including: supply, demand, advancements in technology, labor market institutions (e.g. unions and government regulations), and globalization of trade leading to offshore outsourcing. The terms wages, salary, or...More
When the Equal Pay Act was first enacted in 1963, women earned just 59 cents to every dollar that men earned. By 1983, women earned 64 cents to every dollar men were paid. Today the pay-gap has narrowed to 79 cents - attributable to women improving their overall qualifications relative to men. Although the gender wage gap has narrowed, it is still a significant issue and has been relatively flat over the last ten years. This course examines the reasons for gender pay discrimination and explains how to screen and subsequently repair the pay gap.
This course teaches you how to select and administer variable pay plans for your organization. It describes the importance of variable pay and the organizations that are best suited for these types of plans. It then covers the different types of variable pay plans available and the factors that must be considered in plan design. Finally, this course reviews the administration of incentive plans and how to avoid common problems.
In this course you'll learn how to create a pay-for-performance plan for your organization. This differs from a variable pay plan (covered in DLC Course 75), in that pay-for-performance bases pay increases on performance, not quantifiable work output. Pay for performance has grown in popularity because it allows organizations to reward employees for goals key to organization success. This course will help you decide whether or not pay for performance is appropriate for your organization and how to create a pay-for-performance plan.
This course teaches compensation professionals how to select and administer variable pay plans for tax-exempt organizations. With a special focus on the importance of variable pay in executive compensation packages, you’ll learn the different types of variable pay plans available. You’ll also find out the factors that must be considered in their design. Finally, you’ll review the administration of variable plans and how to avoid common problems.
This course discusses the creation of sales compensation plans. It describes the steps you must take to set a plan up, including setting goals, choosing measures, and establishing formulas. Then it discusses how to evaluate the success of the plan. Finally, this course looks at special sales compensation, including travel allowances and expense accounts.
Compensation committees are responsible for the effective design and evaluation of C-Suite compensation programs. These generally focus on achieving short-term operating plan execution coupled with long-term sustainable business performance alignment. The framework under which these responsibilities are fullfilled entail assessing the current business environment, identifying drivers of business strategy, evaluating the impact of regulatory requirements, and engaging with complex and demanding constituencies.
This course will provide a review of the new rules on executive compensation ...More
This course analyzes how compensation for business leaders is set. We will discuss the goals and theories behind these programs, including the use of incentives, bonuses and stock options; the advantages of deferred compensation; and the use of perquisites and golden parachutes. Then this course looks at the question of whether today’s executives are really worth their ever-growing compensation packages.
This course teaches you how to use regression analyses in compensation administration. First you will gain a background in distributions, standard deviation, standard error and correlation. Then this course will show you how to use linear and multiple regression to analyze pay levels in order to create more rational and competitive wage structures for your organization.
This course compares three occupational classification systems: the Dictionary of Occupational Titles (DOT), O*NET and PAQ’s enhanced Dictionary of Occupational Titles (eDOT). We look at the advantages and disadvantages of each, showing where each system may be of most use in assisting the unemployed, college graduate, disabled individual or individuals making a career change. Then we examine how the data in each would stand up under court challenge.
This course looks at complexities in the valuation of a company. First we examine taxation issues related to accumulated earnings. Then we look at the potential tax loss/gain that exists with deferred compensation plans. These include qualified retirement plans like a 401K and nonqualified retirement plans such as rabbi trusts, secular trusts, and stock options.
This course teaches you how to place a future value on stock options using the Black-Scholes method. We explain each step of the Black-Scholes formula, describing the consequences of its assumptions and the reason why ten different companies might derive ten different values. Then we look at the alternatives to this formula, including the intrinsic value method.
This course provides an overview of how intermediate sanctions (Internal Revenue Code § 4958) impact executive compensation arrangements. Intermediate sanctions are aimed at curbing abuse that occurs in 501(c)(3) and 501(c)(4) tax-exempt organizations relating to overcompensation of individuals in control at these firms. This course will examine the organizations covered, the individuals involved, and the penalties associated with excess benefit. In addition, we will look at how to avoid intermediate sanctions relating to issues of reasonable compensation. (Other transactions to which...More
This taxation course reviews the U.S. Internal Revenue Service (IRS) federal income tax standards for reasonable compensation of stockholder-employees in closely held corporations. Reasonable compensation challenges result from the IRS suspicion that stockholder-employees have paid themselves so as to improperly reduce their taxes through underpayment or overpayment of compensation, depending on the type of corporation. This course looks at IRS reasonable compensation standards as applied to the following: a sole proprietorship, partnership, small business, limited liability...More
This course teaches you how to determine compensation for employees who accept foreign assignments. It covers how to choose employees for such assignments, how to compensate them with a series of allowances, and how to tax equalize their compensation. Keeping the employee whole is stressed, since he or she should not be penalized financially for accepting a foreign assignment.
Employee relocation planning is a Human Resources function that supports businesses that have operations in multiple locations and move their employees to meet workforce demands. This course teaches you how to set up employee relocation packages for executive relocation, new hires, and everything in between. You'll learn how to establish home purchase assistance programs that include real estate appraisal, home loans, and company mortgage assistance. You'll also learn how to plan for the use of moving companies, travel allowances, and family assistance programs to help with the settling in...More
As organizations expand worldwide, they will require a total rewards program aligned with corporate goals as well as local business objectives for each country in which they operate. This course demonstrates how to evaluate total rewards for expatriates, local nationals, and third country nationals. Special attention is focused on data collection for effective programs.
This course presents an overview of global mobility from both the employer and employee point of view. It discusses current trends in policies and assignment types, choosing the employee, problems faced by companies, compliance issues, cost-of-living allowances, and repatriation.
This course provides an overview for strategic employee benefits planning. First you'll learn what benefits your organization must offer based on federal employee benefits laws. Then you'll find out how to align employee benefits programs with your organization's demographics by using employee benefits surveys. You'll learn how to control per employee health care costs, and you'll be given the basics of cafeteria plans. This course also covers the basics of employee health insurance, employee vacation benefits, defined benefit pension plans, defined contribution 401(k) plans, dental ...More
This course presents a broad overview of employee retirement plans for the Human Resource professional. You’ll take a look at qualified and non-qualified retirement plans, the various plans within those categories, and the advantages and disadvantages of each plan. You’ll also look briefly at retirement plan options for small businesses, and at general retirement plan administration practices.
This course presents a broad overview of individual and employer-provided life and disability insurance policies. You’ll learn how to evaluate your own need for life and disability insurance. Then you’ll find out about necessary supplements to those policies.
This course presents a basic overview of employee stock options. You'll learn about NSOs and ISOs, employee ownership, how to evaluate a stock option portfolio, and what the future has in store for stock option plans.
"You have a very complete offering of on-line courses. A colleague introduced me to the website. I have a PHR and am looking for good continuing education courses at a reasonable price. Having also used another HR training website, I found your course more engaging."
Karen Mortimer, PHR
"ERI Distance Learning Center courses not only provide valuable information that is relevant to my field (Compensation), but the courses also give historical background information pertaining to HR Law, which is an essential part of Compensation administration...I also like the mimic-to-real world scenarios to further enhance my learning experience."
Kim Buxton, JCA; Compensation Analyst, FedEx
The ERI Distance Learning Center is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org/.