ERI Distance Learning Center Online Courses
Enroll, then click the Start Course button to begin a course. You may exit and reenter a course at your convenience. Just click the Access Any Page link in the course left-hand navigation. For credit, the $24.95 fee is collected at the end of the course when you take an exam the first time.
54 Online Recruiting
This course presents the ins and outs of using Internet career sites and resume listings to find new employees. We’ll show you how these sites operate and what you can do to protect your organization from headhunters that use the Internet to rob organizations of valuable employees. In addition, we’ll show you how to use your organization’s own website to attract the right employees. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
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 ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCRCCCPE Registry
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. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE RegistryCE
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 personnel 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. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCRCCCPE Registry
81 Creating a Competitive Salary Assessment
Determining salary ranges is a complicated task. This course discusses the importance of setting and administering equitable salary structures. We also analyze the differences between merit and automatic progression, and focus special attention on the challenges that compensation managers must face, including: the labor market, retention, unions and the impact of free Internet salary information. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
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. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
83 Designing a Branch Office Salary Structure
This course takes you through the process of establishing a branch-office salary structure. You’ll learn how to determine whether your company 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 ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
34 Installing Job Evaluation in Your Organization
While growing in importance worldwide, job evaluation is losing ground in the United States. Some U.S. compensation specialists now rely almost entirely on "what the market pays" when setting salaries. This course reviews the history of job evaluation and shows where 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 ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
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 guide charts, compa-ratios, grades and ranges. After this, we discuss how percentages can be used to analyze geographic differentials and salary increases. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCRCCCPE Registry
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 ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
32 Eliminating the Gender Pay Gap
In 1979, women made 63 cents to every dollar men made. Today the figure has risen to 73 cents, but most of the reduction is because men’s real wages have fallen, not because women’s wages have risen. This course examines the reasons for pay discrimination based upon gender. We will show you how to screen an organization for this problem and subsequently repair the pay gap. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
Incentive Compensation
75 Creating an Incentive Pay Plan
This course teaches you how to select and administer incentive pay plans for your organization. It describes the importance of incentive pay and the organizations that are suited to it. It then covers the different types of incentive pay plans available and the factors that must be considered in their design. Finally, this course reviews the administration of incentive plans and how to avoid common problems. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
77 Installing Pay-for-Performance Plans in Your Organization
In this course you’ll learn how to create a pay-for-performance system for your organization. This differs from a variable pay plan (covered in DLC Course 75), in that pay-for-performance bases pay increases on a performance appraisal, not quantifiable work output. Pay for performance is growing in popularity because it allows organizations to reward employees for goals key to organization success. This course will show you whether or not pay for performance is appropriate for your company and ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
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. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE RegistryCPE QAS
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. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE Registry
Executive Compensation
26 Elements of Board of Directors Compensation Committee Review
With the 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 ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE RegistryCPE QAS
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. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE RegistryCPE QASCE
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 ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCRCCCPE Registry
Special Topics
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 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 ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE RegistryCPE QAS
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. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCRCCCPE RegistryCE
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. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCRCCCPE RegistryCE
Litigation Challenges
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 career changer. Then we examine how their data would stand up under court challenge. ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCRCCCPE RegistryCE
ADR100 History and Theory of Dispute Mediation
This course provides those interested in practicing mediation with a theoretical framework upon which to base their practice. As well as giving an overview of mediation and the work of the mediator, it provides an historical context for mediation. The course also discusses various theories of conflict. These discussions explore what conflict is, how it arises and how it develops. Overall, the course will help the student not only to understand some of the motivating factors behind conflict, but ...More Credit Hours:PHR/SPHR/GPHRCCP/CBP/GRPCPE RegistryCLECE
42 Accumulated Earnings and Deferred Compensation
This course looks at pitfalls often overlooked 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. ...More Credit Hours:PHR/SPHR/GPHR
