Conclusion

CONCLUSION.

As conclusion, there are three web based that I have explain in details. First, Web Based Employee Learning and Development (ELD), which is a part of employee development that consist of e-learning and training for employee to upgrading their KSAs for their better performance improvement. Second, Web Based OSH consists of three elements log 300,301 and 300A used to record and report the accidents or injuries related to the OSH in the workplace. It is also summary of report that management can used as guideline for choosing right training course. Lastly, Web Based Compensation and Planning which is related to the online record keeping and updating for fixed or variable compensation of employee. These system applications give a lot of benefit to the organization and employee, if they implement the system in well manner. Although it also have disadvantages, but its user responsibility to prevent strategically the negative problem occur.  

150 words

Web Based Compensation & Planning

WEB BASED COMPENSATION and PLANNING.

Web based compensation can define as an online application that helps the organization to manage, analyze, gather and store all related information regarding to compensation. Meanwhile, web based benefits planning refers to organize the benefits plannning in the organization by human resource information and payroll processing combination information. Normally in health insurance, pension and more. The sysytem can help to improving the organization’s productivity by tying employee productivity with compensation, incentive pay or other benefits. This can help reduce employee turnover in th eorganization. Compensation appear in terms of money, security, stability and hope for bright future, which is consists of salaries or wages, tips, bonuses and commissions. 

         There are two components in the online compensation system, fixed and variable compensation. Fixed compensation is a base pay for employee and the important elements is base payment for work done by the employee. It also includes bonuses such as sign-on bonus, referral bonus, spot bonus reward and retention bonus. Second, merit increases or cost of living adjustments to base wages in wages other employer pay for same work, changes in cost living or changes in knowledge and skills. Third, promotion adjustment depending on KSA require to perform the job and address unusual pay administration issue. Meanwhile, variable compensation consists of individual incentives plan that can be dividing by two type, piece rate plan and standard hour plans. Second, group incentives plan, which is for small group and plant wide incentive plan. Next is profit sharing plan that beneficial for retirement, death and several issues. Lastly, productivity gain sharing program, which is organization sharing with the bottom employee to increase productivity.

There are several advantages of the system for organization and employee such as enable the employer to planning and budgeting employees’ salaries, which is for updating any increasement of employee wages. Second, it can help to improve the organization effectiveness by produce accurate information and simplified the process of paying employees and helped to reduce human error. Third, it provides extension report and presentation for top management because the information already completes in the web and manager can used it to present to the upper level. Next, it helps to streamline the compensation cycles or planning, management can access the compensation information via online web based. Lastly, manager can fairly pay to the top performer employee. However, the disadvantage is requiring a high cost to install and maintenance the system appropriately. 

400 words

REFERENCE:

Ø  Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions, Los Angeles, Sage.

Ø  Maimunah Aminuddin, Human Resource Management - Principle and Practices, 2008,  Selangor, Oxford Fajar Sdn Bhd.

Web Based OSH

WEB BASED OCCUPATIONAL SAFETY and HEALTH (OSH).

Based on my understanding, Web Based OSH application really important to the employer because it will help them to manage and organizing well the matter related to the safety and health of their employees. OSH or Occupational Safety and Health can be defined as an action to protecting the safety, health and welfare of workers in the workplace environment.

Back to the old day, the organization only used the written form or classic method to fulfil the information related to the OSH for the employee in their organization. However, because of the rapid changes in the technology, the classic method was changed to the modern application method called Web Based OSH. According to Gallagher (2000), occupational safety and health systems as a combination of the planning and review, the management organizational arrangements, the consultative arrangements and the specific program elements that work together in an integrated way to improve health and safety performance. This is systematic online application system or via internet, that can help the management to organize the needs of employee in the OSH area such as information, knowledge and skills in OSH, training and many more. The functions of this application system are to reporting the accident and keeping the record, updating safety and health training records and for workers’ compensation claims related to the accidents in the workplace or OSH. Employee can update their current information in the web and the employer can review the record for further actions. 

There are three important elements in this system that can help the employee and employer to update the latest information and overcome the safety and health problem that occur.  First, OSHA Form 300 or Log of Work Related Injuries and Illnesses the basic report that consist all detail information of employee. It is also consists of all the information about the injuries and illnesses related to the work. Second, Injuries and Incident Report or Form 301, which consists of details report related to the accident or illnesses including victim information, location, type of accidents and more. Lastly, OSHA Form 300A or Summary of work related injuries and illnesses, which is the summary of the report that useful for the management to make an effective decision to prevent the same problems happen in the future, normally by provide suitable safety and health training to the employee. The system can simplified the record keeping and updating to produce safety workplace.

400 words

 

REFERENCE:

Ø  Maimunah Aminuddin, Human Resource Management - Principle and Practices, 2008,  Selangor, Oxford Fajar Sdn Bhd.

Ø  Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions, Los Angeles, Sage.

Ø  NOHSC, Occupational Health and Safety Management Systems “A Review of Their Effectiveness in Securing Healthy and Safe Workplaces”.

Web Based ELD

WEB BASED EMPLOYEE LEARNING and DEVELOPMENT.

Web Based Employee Learning and Development (ELD) are outputs that produce from the rapid changes of technology, which makes the employer using the web based for their employee KSAs’ improvement and development. In this online system employer can plan, recommend and observe suitable employees’ training program, provide learning programs and analyze employee career development by employee performance evaluation and assessment.  Meanwhile, for employee, it can help to keeping record and updating all related learning and training information, can access to their performance appraisal and personal detail, available training course and more. It is important to employee to understand and know the related information such as new technology in organization, culture or new changes in management, so they can enhance and improve their performance for future career. This web based also known as “e-learning” and related to training for employee development. The purpose of this system is to help and improve employees’ knowledge, skills and attitudes to become more competitive and advance by providing them with online learning and training courses. This is also can help the organization become more productive and systematic.   

From my reading, there are five components in ELD System consists of employee personal information, performance before training, training courses, training transfer and program evaluation. The advantages from implementing this system are cost effectively and accessibility because overall employee training information was recorded in ELD System. Second, helps to empowerment and facilitation using the record and can be access or administrate easily by the administrator. Lastly, can improved computer skills because both employer and employee will use the computer application to participate in the process of learning and development. On the other hand, the disadvantages of the system is certain learning contents not suitable for employee because of individual differences KSAs or differences in learning style for each individual. Second, employee need to master the computer skills to avoid having some difficulty using this online application. Lastly, lack of human contact because the system use online approach and people do not interact, communicate and face-to face to each other, which can cause misunderstanding or lack of information.,

Because of the system require a lot of cost, time, energy and guide from expert, some organization refuse to apply this system. However, for my opinion, it worthy to organization to invest in the ELD System, so they will have caliber and competent employee that can contribute and increase organization productivity.

400 words

REFERENCE:

Ø  Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions, Los Angeles, Sage.

Ø  Blanchard and Thacker, (2010), Effective Training Systems, Strategies and Practices, New Jersey, Pearson.

Ø  Robert M. Bollet & Santiago Fallon, Personalizing E-Learning ,Version of record first published: 02 Dec 2010.

INTRODUCTION WEB-FOLIO 2....

INTRODUCTION of WEB-FOLIO 2.

For my second web-folio, I will explain about three topic related to the HRIS Web Based that really important for each organization to implement for the better future investment. There are Web Based Employee Learning and Development (ELD), Web Based Occupational Safety and Health (OSH) and Web Based Compensation and Planning.

As we know the word “web based” application can be access though online network, whether internet or intranet. All the data and information will be stored and saved in the system. The system allow employee to updating their related information via online applications and it is directly linked to the employer or organization to make any further actions. 

This online applications system helps the employer and employee in updating their latest information for organization used. It is important for employer to hire an expert to keep the system maintenance accordingly. The applications system make matters in organization become easier.

150 words

CONCLUSION PART 1

As a conclusion, Human Resource Information System (HRIS) is new knowledge that I have learn in this semester. The system is an appropriate and effective system for organization management and operations. The purpose of this system is to help the organization run their integration of information smoothly. But, if the organization not careful and failed to organize well, the result will become nightmare to the organization.

HR Recruitment and Staffing describe how the e-recruitment help employer to employed qualified employee and staffing them. While in the HR Performance Management System, consist of set of tool that helps manager to analyze and take an action towards employee’s performance. Lastly, the Web Based Employee Self Service is an e-system that provides facilities for employees to update their data without requiring the monitoring from employers.

All the system has advantages and disadvantages in return, it depend to the organization how to manage it.

 150 words

TOPIC 3 : WEB BASED EMPLOYEE SELF SERVICE.

Web based employee self service (ESS) in my opinion can be defined as electronic systems that facilitate employees to access the information and HR service in the organization or electronic support system (e-support), where employees can access the information and complete the task though the internet or organization on line application, without requiring any supervision and assistance from the organization’s representative. Comprise in the aspect of:

ü  Communication,

ü  Service facilities

ü  Personnel data

ü  Employee development.

 Employees also can keep abreast with the organization development. For example: employee can get the info on the new policy OSH of the organization without requiring any assistance from HR.

This portal can be accessed online 24 hours a day and 7days a week. Employees are able to update their record and information themselves easily without having to do manual and wait for email response. For example: employees update her/ his latest education and skills in the portal, for the benefit of her/ his self to get the opportunity for promotion or salary. ESS can be used not only for the employee in the organization but can also be applied to prospective employees who wish to apply for a job within the organization through the online application in the portal at the organization’s website. 

According to Anheier and Doherty, 2001: Guetal and falbe, 2005: Walker, 2001, in order to complete the application and forward the resumes, applicant who have applied for online job have accessed the HR portal in the organization’s web (Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions)

With no doubt that ESS has several advantages to the employees and employer. First, its help improve the efficiency and quality of services and information to the employees along as manager, in solving the daily business and make changes from time to time. Second, enhance the employee’s satisfaction because they free to access the application at anytime and everywhere, for those who always working outstation this will increase their productivity because its help them to get the latest information and update their current situation to the organization, without any difficulty.

The disadvantages of ESS are employee will feel their information will be abused by certain parties and cause a biases. Also, safety of the information is not reliable, because the system can be hacked. This will gave negative effect to employees and employer. 

400 words.

REF:

·         Maimunah Aminuddin, Human Resource Management - Principle and Practices, 2008,  Selangor, Oxford Fajar Sdn Bhd.

·         Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions, Los Angeles, Sage.

TOPIC 2 :

HUMAN  RESOURCE  PERFORMANCE  MANAGEMENT  SYSTEMS.

Based on my understanding from my previous Performance Management subject, performance is ongoing process of identify, measure and develop the individual and team’s performance, align with the organization’s strategic goals. To ensure every employee performs their excellent jobs, organization must have performance management system. 

A performance system consist of objectives for individual, training, monitoring employee’s performance, performance appraisal and follow-up action based on employee appraisal. Employee performance management system refer to ensure every employee works in their best ability align with organization goals and reach their maximum job potential. While performance appraisal is a technique used to evaluate employee performance or job related.

Information in performance management system (PMS) related to salary, performance feedback and identifying employee strength and weaknesses. The purpose of PMS is:

ü  Achieve strategic objectives – align organization goals with individual goals and PMS can influence the consistent employee’s behavior.

ü  Administrative – the information help in decision making such as employee’s salary, promotion, retention, recognition, layoff and many more. It’s really useful in reward system.

ü  Informational – inform employees; how they are doing and the expectations.

ü  Development – feedback; useful for managers to coaching the employees and employees get information about their career.

ü  Organizational maintenance – prepares useful information in workplace planning and related to training needs, performance evaluation and effectiveness of HR.

ü  Documentation – collect valid information for documentation purpose and decision making.

The advantages of implementing the PMS is increase motivation, self esteem and development, can understand the employees, clear job description and specification, fair management, clear organization goals, competent workers, identify good and worst employee’s performance and reduce employee intention to leave organization. On the other hand, the danger that need to be consider is increased employee turnover, inaccurate information, low self-esteem related to feedback, costly and long period (time), effect relationship, unmotivated, burnout and dissatisfaction through assessment, and more.

The good system comprises strategic objectives, easy to use system, specific, meaningful, reliability, validity, acceptable and fair, open system, accurate, standard, ethicality and practical. It’s good for the organization to implement suitable and know how to manage effectively the performance system, this because the result will give effects to the employees, employer and the organization. 

The example of PMS is Enterprise Performance Management System, help organization in business strategy, information and give a set of balanced KPIs data. In conclusion, PMS provide broad and complete of information for organization to manage the employees effectively.  

400 words.

REF:

·         Maimunah Aminuddin, Human Resource Management - Principle and Practices, 2008,  Selangor, Oxford Fajar Sdn Bhd.

·         Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions, Los Angeles, Sage.

·         Herman Aguinis, Performance Management, 2009, New Jersey, Pearson Prentice Hall.

TOPIC 1 :  HR  RECRUITING  and  STAFFING.

The recruitment and staffing process must be done carefully to ensure the organization employed the qualified worker with high knowledge, skills and attitudes. From my understanding, it’s including:

ü  Recruitment

ü  Staffing

ü  E-recruitment

According to Aminah Aminuddin (2008), recruitment is the process of attracting suitable people to apply for the job vacancies. Meanwhile, staffing is about process of selecting and train the most suitable candidate to fill the available vacancy with the accurate qualifications. Lastly, e-recruitment is the process of recruiting the qualified employee, by using the electronic resource such as internet system. 

In order to get the qualified and competent employees, organizations also expand their search for applicants in domestic border, using the e-recruitment. By using e-recruitment, employer can advertise the job vacancy at their organization in the organization website and job seekers can fill-in the online application and submit resume via internet.

Based on Breaugh and Starke model (2000), the objectives of recruitment are:

•          Cost – by using the e-recruitment, it can reduce organization cost from advertise the job vacancy by using traditional methods such as newspaper. But organization need to consider overall cost related to process of recruitment system before implementing it.    
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•          Speed of filling the vacancy – decrease cycle time by approve the right applicants and increase the efficiency process of gathering and sorting data.
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•    ·   Psychological contract fulfillment – employee satisfaction and belief. Failed to fulfill,  increase employee turnover. 
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•      Quality and quantity of applicants and variety of applicants – number of qualified participants and the diversity background of applicants.

Tracking software is an example of HRIS, that automates the recruiting process by organize the applicant’s information and availability into HR database. It is commonly used by the organization nowadays; because of its advantages such as reduce cost and fast to get the qualified applicants. It is beneficial to both side, employee or applicants can get information consist of job vacancy, job description, resume and get to know company culture and management. While for organization, they can access the applicant’s information, make an analysis and staffing the right staff. 

The system is a brilliant invention of human, so it also has the disadvantages such as expensive to maintenance the system, need an expert to monitor, and must make sure that they know the function and how to use the system effectively.

 As conclusion, different organization might need different type of recruitment system to enhance their productivity.

400 words.

Ref:

·         Maimunah Aminuddin, Human Resource Management - Principle and Practices, 2008,  Selangor, Oxford Fajar Sdn Bhd.

·         Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions, Los Angeles, Sage.

·         Douglas H. Reynolds, John A. Weiner, Online Recruiting and Selection Innovations In Talent Acquisition, Google Books.

Introduction...

Hello..

Thanks to my parents because give me such beautiful name. My name is Nor Aina Nazirah Binti Mohammad Nasir, usually everyone call me “Aina”. Just make it short and simple, same with my personality. I’m very simple, easy going person, love nature, friendly and playful, but at the same time I very strict in my work or tasks. I’m from Dungun, Terengganu.

I’m undergraduate student of Degree in Human Resource Development, this is my 3^rd year in UTM. I’m taking HRIS subject for this semester and the task is creating blog for reflective HRIS. According to Kavanagh et al. (1990), HRIS is a system used to acquire, manipulate, analyze, retrieve and distribute information related to the organization’s people. Consist of hardware and software. 

Thanks to lecture create this real experience learning method. This is my first time experience in blogging. I hope it will increase my knowledge and technology skills.

.... thank you...

Assalamualaikum.....

hai everyone...welcome to my sharing learning blog...

smile..... ^_^