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ERIDLC Certifications: Compensation Analyst Credential (CAC), Compensation Committee Certification (CCC)
Multiple user Corporate Accounts
Monthly Webinars
FREE Online HR Courses - for credit, there is a one-time 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 steps.

To View Credits Select a Credit Type

  GRP   GPHR  
  WLCP   aPHR  

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 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


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


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 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.


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.


Click for Details 03 New Economy Total Rewards

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.


Click for Details 04 Organization Salary Determinations

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.


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.


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.


Click for Details 81 Creating a Salary Structure for Your Organization

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


Click for Details 82 Creating a Competitive Salary Structure

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.


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.


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 establishing a fair, equitable and legal compensation plan. We will guide you through the steps of job evaluation, where the hierarchy of jobs is established based on their internal equity and external market competitiveness while factoring in important legal considerations. Upon completion of this course, you will be ready to implement and use a job...More


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.


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.


Click for Details 77 Pay for Performance

In this course, you’ll learn how to create a pay for performance plan for your organization. Pay for performance allows organizations to reward employees for attaining key goals resulting in 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.


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

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


Click for Details 32 Eliminating the Gender Pay Gap

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.


Incentive Compensation
Click for Details 75 Creating a Variable Pay Plan

This course teaches you important concepts about variable pay plans and how they can be applied to 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.


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.


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.


Executive Compensation
Click for Details 26 Compensation Committees: Framework for Executive Compensation Alignment

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


Click for Details 21 Compensation for Business Leaders

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.


Special Topics
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.


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.


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 retirement plans like a 401K and nonqualified retirement plans such as rabbi trusts, secular trusts, and stock options.


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.


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


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


Relocation Planning
Click for Details 92 Expatriate Compensation

This course teaches you how to manage compensation for employees who accept expatriate assignments. It covers how to select employees for such assignments, how to compensate them with allowances, and how to manage their home and host country taxation. Keeping the employee whole is stressed, since he or she should not be penalized financially for accepting an expatriate assignment.


Click for Details 57 Relocating an Employee Within the United States

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


Click for Details 91 Multiple Country Compensation Programs

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.


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.


Employee Benefit Programs
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 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


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.


For the Employee
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.


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 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

World at Work CPE Sponsors - Registry CPE Sponsors - QAS CCC CAC
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/.
Copyright © 2017 ERI Economic Research Institute, Inc. All rights reserved.
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, compensation certification, compensation certificates, compensation credentials, accounting cpe continuing professional education, worldatwork recertification courses, cpa cpe online courses, cpe qas self study courses and professional career development.

DLC courses include material on business definitions, salary comparisons, online business dictionary, human resource development, free job descriptions, SPHR, GPHR, PHR recertification credit, CCP, CBP, GRP recertification credit.