Additional Benefits for Consultant Assessor Series Subscribers in 2011

All CAS subscribers will receive two additional benefits in 2011. CAS subscribers will get free access to our monthly webinars offering HR recertification credit. As these courses normally cost $110, this will represent $1320 in additional value. CAS subscribers will also be able to take 25 exams for recertification credits from the ERI Distance Learning Center for no charge. This package normally costs $889.

Instructional Support Materials & Workshops for College Courses – FREE

MATERIALS TO SAVE INSTRUCTORS TIME & EFFORT

ERI and PAQ provide FREE materials and web access services to college instructors who teach about the nature of work (occupations).

PAQ (http://www.paq.com/) collects modern-day work measure content and by doing so, allows the comparison of specific occupations one to another (and incumbents who might fill those jobs). Internal equity, disability determination, and employee placement are outcomes. ERI's (http://www.erieri.com/) focus is more restricted: the competitive rates paid for these specific occupations in varying geographic areas and industries. This narrower vision expands dramatically when one studies the way in which jobs are valued and why differences in pay occur. ERI and PAQ materials are practical. Over 10,000 organizations subscribe, year after year, to ERI's Assessor Series and PAQ's eDOT® and scoring services. Students can learn from these "real world" tools used daily by professionals, including:

1. All 52 www.eridlc.com (ERI Distance Learning Center) (http://www.eridlc.com/) one-hour courses (job analysis, wage/salary, HR) are FREE. Students work through an assigned online course, page by page, answering "advancing" questions. The last page contains an email template to transmit back to the instructor with notice of a student's completion of the assignment. Excellent lab and homework assignments!

2. For Professors/Instructors at nonprofit universities/colleges, ERI provides a FREE subscription to its Consultant Assessor Series® (for the time period of the Syllabus' class).* A payment of $1,000 is required if CAS is used outside the classroom in the Instructor's research or consulting; receipt of this payment will also extend the subscription period to the normal 12 months. ERI research data is used by 1,000s of consultants, the IRS, State AG Offices, etc.

3. Each student will be allowed to score (PDF & online) job analyses and receive created PAQ reports FREE. An Instructor's Account site will show feedback: the # of jobs scored by each student and reports generated.*

4. These same FREE offers are available for Computer Labs (used at Cornell University since 1989) and Career Centers. In the Career Center, students would be able to check salaries for different kinds of positions in different parts of the country and also check cost-of-living data.

* For instructors who wish to have students score PAQ job analyses and/or utilize ERI's Assessor Series, fax a Syllabus of your course with a handwritten # of students, along with your contact information. This offer is available to any accredited university/junior college/technical school. We will send you an Account # and Password or License Code.

ERI and PAQ have supported the training of the next generation of HR professionals since 1974. We are the only firms in America (including state and federal agencies) that collect specific work characteristics of occupations, count specific jobs and assist the disabled or those new to the workplace with information about specific jobs (governments today report only on job families).

Please contact me if this is of interest to you.

Analyzing Salary Surveys

Relocation Planning Courses

Relocation Planning Courses

Determining an Expatriate's Compensation     

Overview:
This course teaches you how to set compensation for employees being sent on foreign assignments. It covers how to choose employees for such assignments, how to compensate them with a series of allowances, and how to tax equalise their compensation. Keeping the employee whole is stressed, since he or she should not be penalised financially for accepting an overseas assignment.

Learning Objectives:

• Explain the effects of globalisation on the need for expatriate workers
  
• Determine appropriate allowances and benefits for expatriates
  
• Use the balance sheet approach to calculate expatriate compensation
  
• Discuss major tax issues unique to expatriates
  
• Use Internet sources and software programmes to calculate appropriate cost-of-living allowances

Employee Relocations    

Overview:
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 programmes 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 programmes 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 living by state and city in order to determine an adequate cost-of-living allowance for an employee relocation package.

Learning Objectives:

• Obtain moving estimates and insurance rates from moving companies
  
• Provide your relocating employees with moving tips to help them find desirable neighbourhoods, schools, and new jobs for working spouses
  
• Make a cost of living comparison based on cost of living index software in order to set relocation allowances
  
• Integrate family assistance with the relocation programme
  
• Establish complete financial relocation assistance for different employee groups, including for executive relocation, managerial employee relocation, professional employee relocation, and recruitment of new hires

Multiple Country Compensation Programs     

Overview:
As organisations expand across the globe, they require a separate compensation plan for each country in which they operate. This course shows you how to set pay and benefits for employees in multiple countries. It examines compensation for employees native to a host country and for employees transferred between countries. Special attention is focused on where to gather data for these complex compensation programs.

Learning Objectives:

• Understand the rationale behind the pay practices of foreign countries
  
• Develop pay plans for local and third country nationals
  
• Determine appropriate employee benefits (mandatory and elective)
  
• Identify important legal and cultural issues

Relocation of an Employee to a Foreign Assignment         

Overview:
This course walks you through the process of relocating an employee to a foreign country. We discuss choosing the employee, preparing the employee and family for life in a new country, selling the home, moving the household, the settling-in process and repatriation.

Learning Objectives:

• Prepare employees for foreign assignments
  
• Locate and complete the proper government documentation
  
• Research cost-of-living allowances
  
• Use Internet and software programmes to calculate relocation expenses
  
• Assist employees and their families to settle in the new country

International Facility Relocations       

Overview:
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 internationalisation of marketing. Then you will find out how to gather data on potential plant 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.

Learning Objectives:

• Understand the practical considerations of a facility relocation
  
• Explain background issues reflecting qualitative factors (such as lack of education) that may affect your relocation decision
  
• Calculate and analyze the labour-cost differences between two world locations
  
• Explain considerations involved in staffing a new operation with transferred employees or local-country nationals
  
• Discuss the steps that must be taken when closing down a U.S. facility