Compensation and benefits (C&B) is a sub-discipline of human resources that is responsible for determining employee compensation and benefits. While monetary compensation and benefits are tangible, intangible rewards such as recognition, work-life balance, and professional development are not. Total rewards refers to both tangible and intangible rewards. Total rewards are everything an employee considers valuable as a result of their employment relationship (WorldatWork).

Employees receive monetary and non-monetary rewards in exchange for their time, talents, efforts, and results, which are referred to as total rewards. Compensation (fixed or variable), benefits, and intangible benefits such as training, career advancement, and so on are all part of Total Rewards. It includes everything that the employee considers to be valuable as a result of the employment relationship. This course is designed to help students learn the fundamental skills needed to become competent in the specialist area of Compensation & Benefits, which is a key sub-field of Human Resources Management. It is widely believed that how companies reward their employees has a direct impact on their ability to attract, retain, and motivate employees.

Who this course is for:

• Those new to the Human Resources Management
• Those intending to switch to the Human Resources Management
• Those already in the Human Resources but without rounded knowledge of Compensation & Benefits

Requirements

• Basic knowledge of human resources
• Basic knowledge of Excel
  

Course ratings: 4.3/5

Enroll here: https://www.udemy.com/course/compensation-and-benefits-for-beginners

This course will teach you how to be a successful Compensation Management practitioner, whether you are a generalist or a specialist. With the demo, you'll learn about compensation types, theories, pay structure, contingent pay, and compensation design. Compensation management in the workplace is a major concern for all managers, not just HR professionals. As a result, all managers are called upon to solve problems involving significant Compensation Management issues, regardless of their functional areas. They would be better able to solve such problems if they had a basic understanding of compensation design.

Case studies, resources such as formats, templates, worksheets, and reading materials, and Strategic Compensation management processes such as Executive Compensation with case study are all included in the course. You'll learn the most common compensation management processes in the first part of the course, including Compensation Types, Theories, Pay Structure, Scope, Factors, Process, and Challenges of Compensation Management.

You'll learn how to improve your Strategic Compensation Management and Design in the second part of the course. With a case study, you will learn the skills needed to design methodologies such as Performance pay, Skill pay, Competence pay, Contribution pay, Service pay, and Executive Compensation. You'll gain the ability to analyze and design Compensation Management issues or scenarios using frameworks and models related to CTC Structure and Payroll administration in the course's final section.

Who this course is for:

• Professionals with people management responsibilities and HR Professionals, Line Managers
• Existing managers looking to get more engagement and innovation from their teams and organizations
• Anyone interested in Human Resource or compensation Management

Requirements

• You should have an interest in Compensation Management
• An interest in Human Resource Management

Course ratings: 4.4/5

Enroll here: https://www.udemy.com/course/certification-in-compensation-management-administration/

The 14th of 20 courses developed as part of the Human Resources Certification Program is Compensation and Benefits: Managing Policies, Programs, and Activities. Compensation policies, programs, and activities will be the focus of this course. 'll look at job evaluation methods, pay structures, and typical compensation structures. The conversation will then shift to compensation policies and programs, as well as how to manage payroll data.

Job evaluation methods, job pricing, and pay structures are covered in the first topic, Job Evaluation, Pricing, and Pay Structures. When using a performance-based system, you must have a well-documented and correctly used performance evaluation system. The second topic, Organizational Pay Programs, will focus on pay programs such as variable systems, such as flat-rate and step-rate pay, as well as merit systems, such as productivity-based and person-based pay.

Incentive pay plans aren't right for every company. The course will mention about external labor markets and economic factors, as well as how to develop, implement, and evaluate compensation policies and programs, in topic three, Compensation Policies and Programs. Human errors should be reduced by payroll systems. Managing Payroll-Related Information, the fourth topic, will concentrate on managing payroll-related data and information, such as new hire documentation, pay adjustments, and employment termination paperwork.

Who this course is for:

• Young professionals who are just beginning their HR career journey (aPHR Certification)
• Experienced professionals looking to establish themselves in the HR field (PHR Certification)
• Seasoned professionals aiming to solidify their credibility as an HR leader (SPHR Certification)

Requirements:

• No special requirements or prerequisites
• The course is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge

Course ratings: 4.4/5

Enroll here: https://www.udemy.com/course/managing-compensation-and-benefits-hrci-phrsphr/

The Compensation and Benefits: Organizational Responsibilities course is the 15th of 20 courses developed as part of the Human Resources Certification Program. Noncash compensation systems, such as equity programs and noncash rewards, as well as common benefits programs, such as health coverage and employee assistance programs, or EAPs, will be the focus of this course. Following that, the course will talk about legally mandated benefits, such as Social Security and Medicare.

After that, this course will go over the importance of effective and regular employee communications about compensation and benefits programs, as well as employee self-service technologies. You'll learn about noncash compensation methods like equity programs and noncash reward systems in topic one, Noncash Compensation Methods. To cope with the stresses of the modern workplace, employees must be physically, mentally, and emotionally fit. Health and welfare benefits, retirement plans, and employee assistance programs, or EAPs, will be the focus of topic two, Common Benefits Programs.

Workers' compensation benefits are extensive, but they do not cover all of a worker's medical issues. The course will talk about legally mandated benefits, such as Social Security and Medicare, in topic three, Fiduciary Responsibilities. Above and beyond what is required by law, HR professionals should communicate with employees. You'll learn more about the importance of communicating with employees about the company's compensation and benefits programs, policies, and processes, as well as providing related training, in topic four, Communication and Training.

Who this course is for:

• Young professionals who are just beginning their HR career journey (aPHR Certification)
  
• Experienced professionals looking to establish themselves in the HR field (PHR Certification)
• Seasoned professionals aiming to solidify their credibility as an HR leader (SPHR Certification)

Requirements

• No special requirements or prerequisites
• The course is aligned with the HRBoK - A Guide to the Human Resource Body of Knowledge
  

Course ratings: 5.0/5

Enroll here: https://www.udemy.com/course/compensation-and-benefits-responsibilities-hrci-phrsphr/

Compensation Management is one of the best online Compensation courses. Compensation should be viewed as wage and salary management on a strategic level. Internal and external equity are the goals of compensation management. Internal equity dictates that pay be proportional to a job's relative value, so that similar jobs are compensated similarly. Paying workers what other firms in the labor market pay comparable workers is referred to as external equity.

Efficiencies are reflected in efforts to link a portion of wages to productivity or profit, group or individual performance, skill acquisition and application, and so on. It can be achieved by having a high level of employment and low inflation. It implies that employees will relocate to the location where they will make the most money. Market rates are influenced by supply and demand, as well as general shifts in pay levels. The value attached to different jobs determines the salary relativities between jobs within the organization.

Pay is a primary motivation for employees to work. It could be the only reason for some people. It is, for the most part, the means by which you meet your own and your family's needs. Compensation is also crucial to a company's success. It accounts for a significant portion of spending. Compensation is also important in the economy's operation.

Who this course is for:

• Working professionals
• Management
• Managers and Supervisors
• Finance professionals
• Human Resource Staff

Requirements: No prior knowledge is required

Course ratings: 5.0/5

Enroll here: https://www.udemy.com/course/compensation-management/

Negotiating Your Salary and Compensation, one of the best online Compensation courses, will teach you how to properly determine your results and facts, as well as what "weapons" you will use to request a salary or compensation increase. It is divided into three main modules, each of which focuses on a different aspect of a compensation negotiation. You'll start with the Preparation module, where you'll learn how to frame your facts and results effectively, contrast them with others for added value, and stay calm in the presence of others.

You'll then come across the Presentation module, where you will leverage techniques such as anchoring, or the recency-primacy effect, to both make your communication clear but also improve its appearance, as well as empathy with the person on the other side, to facilitate rappor. Finally, you'll learn techniques for dealing with objections and disagreements, such as "UP Answers" (combining uncertainty + potential), leveraging the principle of implementation intention to focus on solutions, and getting the other side to commit to something in the Negotiation module.

Who this course is for:

• You're a professional looking to increase their salary or overall compensation in your career
• You're anyone else who is just interested in negotiation skills (and how to improve yours in specific)

Requirements: You don't need to have any prior knowledge (naturally, communication and presentation skills help, but they are NOT required)

Course ratings: 4.4/5

Enroll here: https://www.udemy.com/course/negotiating-salary/

The success of a company is largely determined by its compensation. To attract and retain talent, a compensation strategy must be well-crafted. It's critical to develop the right pay structure and appropriate recognition methods as the single largest expense for most businesses.

This course is designed for HR generalists who need to understand basic compensation principles and how to apply them in the workplace. You'll learn how to create a compensation strategy, how to conduct a job analysis, write job descriptions, and set up base and variable pay structures in this course. Compensation is one of those topics that you must understand not only to drive your company's success, but also to develop essential skills for a successful HR career. Compensation is typically the single largest expense for most businesses. Compensation, when properly designed, can help an organization attract, motivate, and retain the talent it needs to succeed.

Who this course is for: HR Generalists

Requirements: No

Course ratings: 4.0/5

Enroll here: https://www.udemy.com/course/compensation-101/

Some people feel too uncomfortable to even mention their paycheck to a coworker or friend, while others have no problem discussing compensation openly. Knowing what others in your industry are making can help you feel more confident you’re being paid appropriately or help encourage you to ask for more. But the risk of finding out you’re being paid less than your peers might be enough to scare you away from asking in the first place.

Negotiating Your Salary and Compensation, one of the best online Compensation courses, will teach you *everything* you need to know to feel confident and prepared for one of life's most awkward conversations: asking for a raise at work. If you've considered having a pay conversation with your boss but aren't sure where to begin or the prospect makes you nervous, this course will assist you. You will go over everything you need to know about how your pay is determined, what to think about before asking, and how to have a conversation that will help you be taken seriously.

Who this course is for:

• This course is for anyone that would like to have a conversation about increasing their current pay rate but need help determining the best way to approach the subject.
• It is also for anyone looking for a basic understanding of how pay structures are determined in an easy-to-understand breakdown

Requirements: No

Course ratings: 5.0/5

Enroll here: https://www.udemy.com/course/flc_compensation/

In HRM, compensation and benefits refer to the salary, monetary, and non-monetary benefits that an organization provides to its employees at work. It is a key tool used by Human Resource Managers to help employees reach their full potential at work. This course will walk you through the entire process of setting up and administering Workforce Compensation from start to finish. This course will help you understand the ins and outs of one of the most popular applications in the Oracle HCM suite, whether you are already live on HCM cloud, about to start an implementation, or are in the middle of a project.

This course will cover everything from a general overview of Oracle Compensation to plan details, configuring plan eligibility to administer workforce Compensation and decisions, and developing a strategy for implementing incentive plans. At the conclusion of this course, you will have a much better understanding of not only how to set up a Workforce Compensation plan, but also why. Please contact me directly if you have any additional questions after watching this course. If you find the course helpful, please leave a positive review so that others can learn about it as well.

Who this course is for:

• Oracle HCM Implementors looking to expand their knowledge of HCM
• Members of a compensation team
• Members of an HRIS team responsible for making changes to compensation plans

Requirements

• No prior knowlege of Workforce Compensation is required to master the content in this course
  
• Experience in Oracle Core HR is useful to understand basic concepts
  

Course ratings: 4.6/5

Enroll here: https://www.udemy.com/course/oracle-fusion-hcm-workforce-compensation/

This course will serve as a foundation for anyone interested in the field of private investigation. This course will not only prepare you for a job interview in the investigative field, but it will also prepare you to step out and begin conducting workers' compensation investigations in a $500 billion industry.

This course is primarily designed for workers' compensation investigations due to the high demand for qualified investigators from insurance companies. Many of the tips can be applied to any type of private investigation. The following topics are covered in this course: Surveillance Fundamentals, Equipment, Report Writing, Stationary Surveillance, Mobile Surveillance, and Personal Safety. This course is taught using written lectures, videos, and a knowledge test at the end of the material. The videos in this course will show you how to set up your surveillance vehicle, how to "blackout," and what equipment you'll need to conduct these investigations.

Upon successful completion of this course, you will receive a course completion certificate. This certificate can be used to earn 8 hours of educational credit toward a private investigator license. Students who complete this course will be able to obtain stationary surveillance video and covert video of claimants more effectively, as well as have a basic understanding of how to write an investigative report for workers' compensation investigations. Students who choose to take this course will be given priority for additional training at a reduced rate and will receive free informational updates about the Private Investigation industry.

Who this course is for: anyone who is interested in obtaining information regarding the Private Investigative Industry, specific to Workers' Compensations Investigations

Requirements: this course is designed to be an entry level course. Advanced course will be offered in the future. Students will be required to complete a quiz a the conclusion of the instructional material.

Course ratings: 4.4/5

Enroll here: https://www.udemy.com/course/introduction-to-workers-compensation-surveillance/