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HUMAN RESOURCE ONLINE COMPENSATION AND BENEFITS TRAINING

If you have this site bookmarked, please note that the URL has changed to dlc.erieri.com

      HR Credentials: Compensation, Job Analysis and Compensation, Benefits
      Recertification Credits: PHR/GPHR/SPHR, CBP/CCP/GRP, CRCC, CHRP
      Continuing Education Credits: CPE Registry
      Multiple user Corporate Accounts
      Monthly Webinars

      FREE Online HR Courses - for credit, there is a one-time, $49.00 exam fee

      Exam pricing: $49.00 if purchased individually, $360 for a package of 10,
      $720 for a package of 20, and $889 for a package of 25. Once you have paid
      for an exam you may retake it at no charge.

      To buy a discounted exam package: use the Start Course button to enter the
      course. In the left-side navigation, select Final Exam. Next, use the Purchase Exam
      button to put the exam in the shopping cart. Then return to this page to find
      another course and repeat the process.
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ERI Distance Learning Center Online Courses

      Click the Start Course button to begin a course. If it's your first course, you will be asked to register. You       may exit and reenter a course at your convenience.

Foundation Courses
Click for Details 02 Online Total Rewards Administration

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

      PHR/SPHR/GPHR Credits: 2


Click for Details 09 Basic Quantitative Methods

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

      PHR/SPHR/GPHR Credits: 2


Click for Details 71 Environments of Compensation and Benefits Administration

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 15 Federal Employment Laws That Impact Compensation and Benefits

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 03 New Economy Compensation

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.

      PHR/SPHR/GPHR Credits: 1


Click for Details 04 Organization Wage Determinations

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.

      PHR/SPHR/GPHR Credits: 2


Salary Administration
Click for Details 73 Analyzing Salary Surveys

Accurate salary survey data is crucial to salary increase planning. There are many options for obtaining salary survey data: government compensation surveys, online salary surveys, a salary survey research outsource, private compensation surveys, or conducting your own survey. This course explores the advantages of each of these options and shows you how to conduct your own salary survey. Finally, this course illustrates how to incorporate salary survey data into wage decisions.

      PHR/SPHR/GPHR Credits: 1


Click for Details 33 Conducting Job Analysis

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.

      PHR/SPHR/GPHR Credits: 1.5


Click for Details 81 Creating a Competitive Base Pay Structure

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

      PHR/SPHR/GPHR Credits: 1


Click for Details 82 Creating a Competitive Salary Structure

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.

      PHR/SPHR/GPHR Credits: 1


Click for Details 83 Designing a Branch Office Salary Structure

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.

      PHR/SPHR/GPHR Credits: 1


Click for Details 34 Using Job Evaluation in Your Organization

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.

      PHR/SPHR/GPHR Credits: 1.5


Click for Details 19 Quantitative Methods Used in Salary Administration

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 78 Salary Increase Planning

This course reviews 3 different types of approaches to salary increase planning: those based on salary surveys of competitive market rates, cost-of-living adjustments (COLA’s), and merit increases (such as pay for performance). We’ll show you how to use each method and what resources are available to the Human Resource manager responsible for planning salary increases. In addition, we’ll demonstrate budgeting techniques and control methods to make sure salary compensation costs are kept in check throughout the year.

      PHR/SPHR/GPHR Credits: 1.5


Click for Details 84 Labor Market Trends – US vs. Europe

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 32 Eliminating the Gender Pay Gap

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.

      PHR/SPHR/GPHR Credits: 1.5


Incentive Compensation
Click for Details 75 Creating a Variable Pay Plan

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 77 Pay-for-Performance

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.

      PHR/SPHR/GPHR Credits: 1.5


Click for Details 72 Nonprofit Variable Pay

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.

      PHR/SPHR/GPHR Credits: 2.5


Click for Details 76 Sales Compensation and Expense Allowances

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.

      PHR/SPHR/GPHR Credits: 1.5


Executive Compensation
Click for Details 26 Elements of Board of Directors Compensation Committee Review

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

      PHR/SPHR/GPHR Credits: 2.5


Click for Details 21 Managerial and Executive Compensation

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.

      PHR/SPHR/GPHR Credits: 2.5


Click for Details 29 Quantitative Methods Used in Executive Compensation

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.

      PHR/SPHR/GPHR Credits: 1.5


Special Topics
Click for Details 38 Fixed and Variable Rate (FAVR) Automobile Allowances

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.

      PHR/SPHR/GPHR Credits: 1


Click for Details 39 Quantitative Methods Used in Discrimination Analyses

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.

      PHR/SPHR/GPHR Credits: 1.5


Click for Details 49 Regression Analysis Used in Compensation Administration

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.

      PHR/SPHR/GPHR Credits: 1.5


Litigation Challenges
Click for Details 58 Comparing the DOT, O*NET and eDOT

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.

      PHR/SPHR/GPHR Credits: 1.5


Click for Details 11 Daubert Criteria for Expert Witness Testimony

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.

      PHR/SPHR/GPHR Credits: 0


Click for Details 01 Preparing for 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.

      PHR/SPHR/GPHR Credits: 0


Click for Details 52 Use of the DOT in the SSA Disability Determination Process

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.

      PHR/SPHR/GPHR Credits: 2.5


Click for Details 13 Workers' Compensation Lost Wages

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.

      PHR/SPHR/GPHR Credits: 1.5


Tax Issues and Planning
Click for Details 42 Accumulated Earnings and Deferred Compensation

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.

      PHR/SPHR/GPHR Credits: 2.5


Click for Details 22 Black-Scholes Valuations

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 18 Intermediate Sanctions

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

      PHR/SPHR/GPHR Credits: 2


Click for Details 12 IRS Reasonable Executive Compensation

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

      PHR/SPHR/GPHR Credits: 1.5


Relocation Planning
Click for Details 92 Expatriate Compensation

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.

      PHR/SPHR/GPHR Credits: 1


Click for Details 57 Relocating an Employee Within the United States

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

      PHR/SPHR/GPHR Credits: 1.5


Click for Details 94 International Facility Relocations

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 91 Multiple Country Compensation Programs

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.

      PHR/SPHR/GPHR Credits: 1.5


Click for Details 56 Relocating a Facility Within the United States

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 93 Global Mobility and the Relocation of an Employee to an International Assignment

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.

      PHR/SPHR/GPHR Credits: 1


Employee Benefit Programs
Click for Details 59 Quantitative Methods Used in Benefits Administration

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.

      PHR/SPHR/GPHR Credits: 1.5


Click for Details 53 Employee Benefits Strategies

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

      PHR/SPHR/GPHR Credits: 2.5


Click for Details 74 Trends in Retirement Plans

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 63 Workers' Compensation

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

      PHR/SPHR/GPHR Credits: 2


For the Employee
Click for Details 30 Employee Health Insurance: Choosing a Plan That's Right for You

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 50 Employee Life and Disability Insurance

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 40 How to Manage Personal Debt

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.

      PHR/SPHR/GPHR Credits: 0


Click for Details 60 Individual Retirement Accounts and 401(k) Plans — Saving and Investing for the Future

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 70 Planning for the Government's Help in Retirement: Social Security and Medicare

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.

      PHR/SPHR/GPHR Credits: 2


Click for Details 80 Starting Your Own Business

Many Americans dream of starting a business. But being self-employed or the employer of others brings a great deal of additional responsibility. This online course discusses the details of starting a business, including how to write a business plan, choosing a business type, obtaining financing, hiring employees, setting salaries, the importance of employee benefit plans (such as health care insurance and retirement plans), marketing, taxes, and business law.

      PHR/SPHR/GPHR Credits: 0


Click for Details 20 The Basics of Employee Stock Option Plans

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.

      PHR/SPHR/GPHR Credits: 1


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Testimonials

"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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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 and as a sponsor of the Quality Assurance Service (QAS). State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to NASBA through its website: www.learningmarket.org.
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ERI Economic Research Institute is an Authorized User of selected Statistics Canada data under Agreement Number 6184. ERI’s intellectual property rights include Patent Nos. 6,862,596 and 7,647,322, "System and method for retrieving and displaying data, such as economic data relating to salaries, cost of living and employee benefits." Other Internet-related applications are Patents Pending.



The ERI Distance Learning Center offers: human resources online continuing education for Human Resource Management training and development, distance education online courses, online learning, adult education elearning, HR courses online, human resources management online course, human resource development hr training, business education, hrci recertification courses, compensation and benefits e-learning, benefits credential, benefits certificate, compensation certification, compensation certificates, compensation credentials, accounting cpe continuing professional education, worldatwork recertification courses, crcc recertification courses, cpa cpe online accounting courses, cpe courses and professional career development.

DLC courses include material on business definitions, salary comparisons, online business dictionary, human resource development, free job descriptions, SPHR, PHR certification, CCP certification, and job analyses.