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Today Human Resources has many options for administering salary compensation and employee benefits plans online. Organization websites now offer employees numerous features such as health care insurance enrollment and online Summary Plan Descriptions (SPDs), retirement planning and retirement calculators, 401(k) plan maintenance, and more. This course teaches what your organization must consider when launching websites that administer compensation and benefits for employees. You will learn about compliance with the Health Insurance Portability and Accountability Act of 1996 (HIPAA), ...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 administration 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 the Internet 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 resources to attract and retain talent.
Before establishing or adjusting a wage structure, Human Resources Management must consider your organization's internal and external labor market. Doing so will allow them to make 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 allow for 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 pay structures are administrative tools that are designed to assist in the administration of compensation programs. Ideally, the pay 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 establishing 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 include...More
This course focuses on the development of a single competitive salary structure for a single labor market, with the goal of allowing a company to achieve competitive salary levels with a comparison competitive group of companies. It shows you how to create this structure using all jobs within the organization or only benchmark jobs. Then it explains 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.
The pay gap is rising in the United States. Top earners are receiving higher salaries, while low-income earners have seen a drop in real wages. This course will look at the factors that have determined salary trends, including: unemployment rates, population growth, technology, labor unions, employment law, and offshore outsourcing. Then we’ll review how societal and governmental responses in Europe have led to more equitable salary levels but higher unemployment rates than are seen in the United States.
In 1979, women made 63 cents to every dollar men made. Today, scholars and activist believe the narrowing pay-gap (currently at 77 cents), is attributable to women improving their overall qualifications relative to men. This course examines the reasons for pay discrimination based upon gender 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.
With increasing concern over executive pay, the need for an independent compensation committee in organizations has become a necessity. This course examines this committee’s roles and responsibilities in designing, reviewing, and overseeing the organization’s executive compensation program, as well as its structure and practices. Committee member selection, training, and responsibilities (both legal and ethical) are discussed. Further, the course focuses on certain key review points: the strategy and goal of the executive compensation program, pay levels (both present and over the projected...More
This course analyzes how managerial compensation 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 introduces you to various statistical methods used in setting, analyzing, and auditing executive compensation. Key to this course is the application of distributions and logarithms in analyzing survey data. This course also teaches you how to use financial ratios and multiple regression to set pay. Then it covers the equations needed to explain deferred compensation and stock options. Finally, this course will show you how to use research software in order to determine maximum reasonable compensation for executives.
This course deals with one of the lesser known ways in which organizations can reimburse employees for the business use of their automobiles. This method provides a safe harbor that allows the organization to pay more than the statutory standard mileage rate. When local geographic driving conditions and costs are more than the standard mileage rates, a FAVR allowance may replace the standard mileage rate. This course describes the process of establishing a FAVR program and looks at alternative (and perhaps easier) methods of providing automobile allowances.
This course introduces the analyst to statistical and quantitative applications that are used in Human Resource discrimination audits. Key to this course is the application of such methods as median, Chi-square, Fisher Exact, Kolmogorov-Smirnov, binomial, runs, McNemar, sign, and Wald-Wolfowitz tests. These tests can be used for the analyses and reporting of potentially discriminatory hiring, compensation and benefits practices.
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 introduces an analyst to the evolving Daubert criteria for the admissibility of expert witness testimony in litigation matters. We take a look at junk science and how judges determine validity and reliability in court cases. This course focuses on the presentation of data that must meet Daubert criteria for relevance, validity and reliability. We discuss presentation of statistics, standard deviation and standard error in expert witness testimony.
This course is intended to refresh the senior consultant's knowledge before appearing in court as an expert witness. For the professional who is a first-time expert witness, it provides a primer as to the pitfalls and issues that are typically used to discredit an "expert." Each topic covered has arisen at some time in court and served to challenge the reliability and relevance of a professional’s expert witness testimony.
This course reviews the Social Security Administration's (SSA's) disability programs. Then it looks at how the Dictionary of Occupational Titles (DOT) is used to determine job content and job availability for the disabled individual.
This course teaches you how to determine lost wages for Workers’ Compensation. Case examples include temporary disability, permanent disability, and wrongful death. In addition, you will learn how to calculate lost wages for wrongful terminations, an employee underpaid according to the Equal Pay Act of 1963, someone who leaves a job due to sexual harassment, or an individual not hired due to discrimination. Upon completion of this course, you will be able to make a present value calculation and use ERI'sSalary Assessor®software.
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 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 set 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 an overseas assignment.
Employee relocation planning is a necessary part of many Human Resources jobs. 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 process. Finally, you’ll learn how to use a cost-of-living calculator that helps you compare cost of...More
This course examines what factors you must consider when opening up or relocating a facility overseas. You first will learn about the shift of U.S. manufacturing to offshore locations and the internationalization of marketing. Then you will find out how to gather data on potential business operation locations, and how to integrate this data into a decision model. After this, you will learn about staffing a new facility and closing down a facility within the United States.
As organizations expand worldwide, they will require a total rewards reward 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 reviews the numerous factors that must be taken into account before moving an office or plant within the United States. We particularly focus on labor costs involved in opening a new facility. Here we examine wage levels and structures, labor productivity, cost of living, moving expenses, and the impact of a move on current employees.
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 introduces you to various quantitative methods used in benefits administration. Key to this course is the application of formulas used in retirement plans: net present value, future value, and annuities. This course also teaches you how to forecast and trend benefit costs using multiple and time series regression analyses. In addition, it covers quantitative methods used to select benefit programs such as the Chi-square test, benchmarking, and cost/benefit analysis.
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 select employee benefits programs by using employee benefits surveys to determine their preferences. You’ll learn how to control per employee health care costs, and you’ll find out 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 insurance, life...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.
Workers' Compensation is a no-fault liability insurance program that compensates employees with payment of medical and rehabilitation costs plus lost income for injury, illness, disability, or death resulting from accidents arising out of and in the course of employment. Workers' Compensation plans are state-sponsored plans and the benefits of these plans must be integrated with private-plan benefits when determining lost wages for an employee who becomes ill, disabled, or dies due to job-related injuries. This course shows managers and business professionals how Workers' Compensation...More
This course is designed to guide an employee through the process of choosing a health insurance plan. A broad overview of group health plans is offered. Special attention is given to common terms used when discussing the various types of health plans. Upon completion of the course, the student should be prepared to select an employer-sponsored health care plan.
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 bird’s-eye view of personal debt. You’ll learn about different types of debt, including: student loans, credit card debt, home mortgages, and auto loans. You’ll also learn how to get out of debt and where to go for financial help.
This course teaches the basics of how to invest for your retirement. Here we discuss two popular retirement savings plans: the 401(k) and the Individual Retirement Account (IRA). We also explain how stocks, bonds and mutual funds fit into a diversified retirement portfolio. Upon completion of this course, you should have a clear understanding of how to maximize your savings in order to meet your retirement goals.
This course will guide you through the U.S. Social Security and Medicare programs. You will learn what to expect from these programs during your retirement. You will find out when the best time to begin receiving benefits is, and how your benefits will be taxed. Also covered is how your family members can receive from your Social Security benefits.
This course presents a basic overview of employee stock options. You'll learn about NQSOs 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
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