Topics covered include base salaries, incentives, employee benefits and foundational mathematics used in compensation and benefits. In addition to financial total rewards, non-financial total rewards will be discussed as well as the design, delivery and communication of compensation and benefits programs. How the labor market and organizations impact compensation and benefits will be explored and there is an overview of federal employment laws that apply to compensation and benefits.
You will learn how to create and use a job analysis questionnaire and how to perform job analysis to write job descriptions for hiring, job evaluation and designing salary structures. You will also learn how to use job evaluation to avoid pay discrimination and, combined with labor market rates, to create realistic salary structures. With job analysis and evaluation as the foundation, you will then learn how to conduct a salary survey using benchmark jobs. How to analyze salary survey data for salary planning and pay rate decisions will also be demonstrated.
Topics on how to develop internally equitable and externally competitive salary structures will be covered. This will include pay policy and strategies, multiple salary structures, grades, rate ranges, merit pay increases and automatic progression pay increases. Developing geographic salary structures for branch offices will be covered. The mathematics used in total rewards compensation, with an emphasis on developing and analyzing salary survey data will also be presented.
You will learn about what you need to consider when developing pay structures that are internally equitable and externally competitive. This will include how to perform salary increase planning taking into account salary survey market data, cost-of-living adjustments and merit increases. You will learn about various performance evaluation methods that are used to determine appropriate pay rewards for employees who attain performance goals. There is also a discussion of the gender pay gap and how to identify differences in pay that are and are not acceptable.
This group of courses covers different types of variable pay plans such as incentive, bonus and recognition, and which ones work best with different kinds of jobs and organizations. Sales compensation will be fully explored covering topics such as setting goals, establishing appropriate evaluation measures and formulas and the base salary and commission mix. Travel allowances and expense accounts will also be covered. Variable pay in tax-exempt organizations, particularly for executives, will be examined and extensive coverage will be given to stock options as a form of variable pay.
This group of courses covers the components of executive compensation packages and the regulatory environment for both nonprofit and for-profit organizations. You will learn how to construct a total rewards compensation program for business leaders including the use of incentives, bonuses, stock options, deferred compensation, perquisites and golden parachutes. There is also an in-depth examination of the role and responsibility of compensation committees. Compensation tax issues for small or closely held companies such as accumulated earnings and deferred compensation will be examined as will IRS defined reasonable compensation for stockholder employees. Intermediate sanctions regulation of compensation in tax-exempt organizations will also be covered.
This series of courses begins with an overview of labor market trends in the U.S. and Europe. Labor markets, institutions, technology and offshore outsourcing and how they impact those trends will be examined. Why global organizations need a global compensation and benefits strategy, aligned with their goals, that takes into account the differences in labor markets and employee expectations in different parts of the world will be addressed. This includes total rewards for local and third country nationals as well as expatriates. Expatriate compensation, appropriate allowances and benefits that keep the employee whole and taxation issues will be covered in depth. How to prepare an employee for a foreign assignment and then repatriation will also be presented.
You will learn about strategic employee benefits planning, U.S. federal law that applies to benefits such as the Employee Retirement Income Security Act (ERISA), and the elements of competitive benefit plans. These elements include health and dental care plans, defined contribution 401(k) retirement plans, different types of life insurance, short- and long-term disability insurance, workers compensation and vacation benefits. Relocation packages may also be part of the mix and relocation assistance such as cost-of-living allowances and help with housing will also be covered.
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:
"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."