HR and Payroll Course

Lesson 1 • Introduction to Payroll Fundamentals

Covers the purpose, scope, and basic mechanics of payroll processing. Establishes payroll's role as a critical business function tied to HR data.

Lesson 2 • The HR-Payroll Data Relationship

Maps the flow of employee data from HR records into payroll calculations. Students identify which HR events trigger payroll changes.

Lesson 3 • Employee Classification and Status

Explains how workers are classified and why classification affects pay calculations. Accurate classification prevents compliance errors throughout the payroll cycle.

Lesson 1 • Sourcing and Selection Methods

Examines recruitment channels, screening tools, and structured interviewing techniques. Effective selection reduces turnover costs reflected in payroll.

Lesson 2 • Workforce Planning and Job Design

Covers headcount forecasting and job analysis as prerequisites to recruitment. Connects workforce planning decisions to payroll budget projections.

Lesson 3 • Job Offers and Employment Contracts

Details the components of a compliant offer letter and employment agreement. Contract terms directly determine payroll setup parameters.

Lesson 1 • Variable Pay and Incentive Programs

Covers bonus structures, commissions, and profit-sharing plans and their payroll implications. Variable pay requires special calculation and timing rules in payroll.

Lesson 2 • Pay Policy Administration

Establishes rules for pay increases, pay equity reviews, and off-cycle adjustments. Consistent policy application reduces payroll errors and legal exposure.

Lesson 3 • Job Evaluation and Pay Grading

Teaches systematic methods for ranking jobs and assigning pay grades. Accurate job evaluation ensures consistent and defensible pay decisions.

Lesson 1 • Gross Pay Calculation Methods

Covers hourly, salaried, and piece-rate gross pay calculations including overtime rules. Accurate gross pay is the foundation of every downstream payroll figure.

Lesson 2 • Payroll Run Execution and Verification

Walks through the end-to-end payroll run process from data entry to payment release. Verification steps catch errors before funds are disbursed.

Lesson 3 • Voluntary Deductions and Benefits

Covers pre-tax and post-tax voluntary deductions including health insurance and retirement savings. Proper sequencing of deductions affects net pay and tax liability.

Lesson 1 • Open Enrollment and Benefits Changes

Guides students through annual enrollment cycles and qualifying life event changes. Enrollment data must be transmitted to payroll before the next pay period.

Lesson 2 • Employee Benefits Program Design

Covers the types of employer-sponsored benefits and how they are structured and funded. Benefit design decisions determine deduction amounts processed through payroll.

Lesson 3 • Leave Tracking and Payroll Impact

Teaches how to record leave usage and translate it into accurate pay adjustments. Errors in leave tracking directly cause payroll overpayments or underpayments.

Lesson 1 • Recordkeeping and Documentation Standards

Defines what payroll records must be retained, for how long, and in what format. Proper recordkeeping is the primary defense during regulatory audits.

Lesson 2 • Audits, Penalties, and Remediation

Prepares students to respond to internal and external payroll audits and correct violations. Proactive compliance monitoring reduces penalty exposure significantly.

Lesson 3 • Regulatory Framework for Payroll

Surveys the categories of laws and regulations that govern payroll obligations. Understanding the regulatory landscape is prerequisite to all compliance activities.

Lesson 1 • Linking Performance to Compensation

Explains how appraisal ratings translate into merit increases and bonus eligibility. This connection reinforces the HR-payroll integration built in earlier chapters.

Lesson 2 • Core HR Metrics and KPIs

Introduces essential HR metrics including turnover rate, time-to-fill, and cost-per-hire. Metrics provide the evidence base for strategic workforce decisions.

Lesson 3 • Performance Appraisal System Design

Covers goal-setting frameworks, rating scales, and appraisal cycle design. A well-designed system produces defensible data for merit pay and promotion decisions.

Lesson 1 • Grievance Handling and Dispute Resolution

Guides students through formal grievance procedures and alternative dispute resolution methods. Effective resolution prevents escalation to regulatory complaints or litigation.

Lesson 2 • Termination, Offboarding, and Final Pay

Covers voluntary and involuntary separation procedures and final paycheck requirements. Accurate final pay calculation and timely payment are critical compliance obligations.

Lesson 3 • Disciplinary Procedures and Progressive Discipline

Teaches a structured approach to addressing performance and conduct issues. Consistent discipline procedures protect the organization from wrongful termination claims.