Conclusion

In conclusion, web-based employee learning and development are one of the strategic importances to organization in increasing their employee knowledge for organization on remain competitive. For that strategic, this software application can easily show the employee that fulfill to the need on new position or promotion. This system can give the information about employee performance before training and the course, so employee more prepared to adapt new knowledge and skills in training program.

Web-based OSH also important in the organization because it promote the OSH based on OSHA so it assures the safe and healthful working conditions in organizations. It also can simply, reduce costs and time give the employee information about safety and health in the workplace, the procedures or facts that the employee must know to handle with hazards and also employee and employer know about their responsibilities and right in the organization.

Web-based compensation and planning are give a great impact on improving HR services because it two ways communications and give higher level of satisfaction on HR when doing their job. This because of web-based compensation are simplify their job and reducing their time and costs. In addition, transparency in compensation plans and policies can increased employee trust and confidence to the employer.

Blog 3: Web-based Compensation and Planning

Today, compensation use technology to automated payroll process and actually compensation is one of the earliest areas that automated in HR. Compensation that use technology (web-based) are much more value and more helping the organization in compensation process.

In this topic, first thing I learn is about the components of online compensation system. The components are fixed compensation, variable compensation and also stock – some benefit. The fixed compensations such as bonuses, pay wage, merit pay or cost of living and the equity adjustments. Individual and group incentives plan, profit sharing plan and productivity gain sharing program are the points in the variable compensation. For the stock are all about the benefit in restricted stock, stock plan purchasing, phantom stock plan, stock in grant and appreciation right and the last one is stock options.

Organization using this online compensation because there have the advantages that can give value to the organization to well performing. The advantages using this system, are it ability to create a report and presentations, its allow business to streamline in administration compensation and benefit of employee. It also enables end users to changing demands. Other than that it also can improve effectiveness because of it simply process and without the third party, the manager and employee can access the useful information. Furthermore, this compensation system can streamline the salary planning process so its can reducing time and costs. For example, Dell was able to reduce time spent about 65 percent on salary planning process.

This compensation system has their subsystem. The subsystem called online benefits subsystem (e-benefit). Benefits are a growing and expensive component of every employee’s total compensation. This e-benefit uses to communicate information on benefits to employees and allows them to elect and manage their benefits online. Organization like to use it because its can reduce costs for delivering benefits and streamlining the administration. For the employee, it can improve and help them to access to benefit information and also can empowering them to manage their own benefits. For example, if employees want to know about the benefit information that he/she get in this year so he/she just go through the website to get the information. Use lesser time and simple movement.

When using this online compensation and benefit, its give the bigger implications for the management.  It’s give impact like not leave the HR Department untouched. For example, by using this system HR department like always keep in touch with their employee, keep on updating information about the compensation and benefit so the employee simply get the information. Using this system also shows that the line management and employee are actively implement the strategies, policies and practices. 

References

Cascio, Wayne F. 2003. Managing Human Resources, Productivity, Quality of Work Life, Profit (6^th ed.): McGraw-Hill Higher Education.

Michael J. Kavanagh, Mohan Thite, Richard D. Johnson. 2012. Human Resource Information Systems: Basics, Applications, and Future Directions (2^nd ed.): SAGE Publications, Inc.

Wendell L. French. 2007. Human Resource Management (6^th ed): Houghton Mifflin Company

http://www.shrm.org/about/foundation/products/documents/hr%20tech%20epg-%20final.pdf

Blog 2: Web-based Occupational Safety and Health

Web-based on Occupational Safety and Health (OSH) are one of the primary areas in human resource Management that using the information system. Nowadays, many organizations using this to promoted their safety and health in workplace.

This web-based has their important function in the organization. One of the functions is like as said before to promoting safety and health in the community. Others is to educate them and training, consultancy services and also to under going research and development. Information dissemination is also one of the functions of this OSH web.

One of the important acts in organization is Occupational Safety and Health Act (OSHA). OSHA set the general standards, regulations and procedures to the industry and commands the organization to keeping record about occupational injuries and illness. OSHA also has the inspection priorities. These inspections are important to imminent danger situations, inspections of catastrophes, fatalities and accidents that have already occurred, inspections that related to valid employee complaints and also periodic and random inspections.

The employer and employee will get problems and get into trouble if disregard this OSHA. Some of the ways to get into this trouble if the employer ignore about safety issues, lies within the inspections, do not correct the hazards, ignore safety rules and industrial hygiene issues.

Because of that problems can occurred, that why the employer and employee must know their right and responsibility in OSHA. One of the important responsibility of the employer is must provide a workplace that free from hazard and to the employee is to follow all employer safety and health rules and regulations. One of the rights that employer must have is to seek advice and off site consultation from OSHA and one of the employee right in OSHA is to demand safety and health on the job without fear of punishment.

For example, employer must carry their responsibilities seriously about provide workplace that free from hazard such as employer can put the sign “danger” in the danger place, or if doing cleaning progress put sign “slippery floor”. Employer also put more information about the important to stay health and safety in their web of OSH.

In this topic, I get more understand when read through the case that Dr. Nur Naha attach “Employee involvement to improve safety in the workplace: An ethical imperative”. This case showed that employer must always update and care about the hazard in the workplace that can harm the employee safety and health. When use the Employee Involvement model to do the improvement, it can increased job satisfaction and greater health in the organization. 

References

Cascio, Wayne F. 2003. Managing Human Resources, Productivity, Quality of Work Life, Profit (6^th ed.): McGraw-Hill Higher Education.

Michael J. Kavanagh, Mohan Thite, Richard D. Johnson. 2012. Human Resource Information Systems: Basics, Applications, and Future Directions (2^nd ed.): SAGE Publications, Inc.

Wendell L. French. 2007. Human Resource Management (6^th ed): Houghton Mifflin Company.

http://www.dosh.gov.my/doshv2/phocadownload/guidelines/garispanduan33.pdf

Blog 1: Web-based Employee Learning and Development

I learn a lot of things that are general knowledge to what are actually through the topic of web-based employee learning and development. Using the new terms, learning and development are more accurate to depict the learning throughout the organization because the old terms training and development are too structured.
Firstly on the beginning of the class, Dr. Nur Naha remind all of the class about the subsystem in HRIS which is payroll, career planning and development, performance appraisal, selection and recruitment, benefit administration and also compensation administration. This subsystem must we all know to make it clear understanding about the overall HRIS system.

Continue to this web-based employee learning and development lecture, what are purposes ELD systems? According to what Dr, Nur Naha said in the class and also written on the note given, purpose of ELD are to improve and correct employee’s and organization performance, increase employee’s knowledge, skills and abilities, preparing employee towards their future work (Development program), ensure employees keep on competing and can perform their job well and lastly to help employee manage their stress and work overload.

There have five components in these systems. First is employee personal information like staff ID, employee’s name, age and position in the company. Every employee can access the training and development that related to them. Second is performance before training. This for explain to employee about their level of performance before training like Key Performance Index (KPI), education, performance level and responsibility. Third is training course, the detail about training like course code, name of course, module and training method. Next is training transfer which is knowledge development, video conference and outdoor skills. This function to make sure employee continuous application of KSA they get during training transfer into the organization. Lastly is the program evaluation.

The true applications of this system (software) like Learning Management System (LMS) and Learning Content System (LCS) are important and help more management to manage their employee learning and development. This application allowed recording all the information that related to training management, can record data, storing the current data about employee performance and also HR analyze related to training.

In this topic, I also learn about the comparison between ELD System and Traditional paper-based ELD System. When ELD System is be computerized, so it are self-service, no face to face communication, less use of time and also flexible. It’s different when using the Traditional ELD system which is opposite to the computerization.

This web-based ELD give good implications to the management such as help the organization making important decisions for example, to select right employee to fulfill the promotion, improve the efficiency like cut cost in action process, and also information about training can simply delivered effectively.

References

Christopher Grey, Elena Antonacopoulou. 2004. Essential Reading in Management Learning: SAGE Publications, Inc.

Michael J. Kavanagh, Mohan Thite, Richard D. Johnson. 2012. Human Resource Information Systems: Basics, Applications, and Future Directions (2^nd ed.): SAGE Publications, Inc.

Wendell L. French. 2007. Human Resource Management (6^th ed): Houghton Mifflin Company.

http://www.shrm.org/about/foundation/products/documents/hr%20tech%20epg-%20final.pdf

Conclusion

I can conclude that in competitive advantages, every company has their own competitor so they must know the forces in industry and develop the competitive strategies that can lead company to the success.

Human resource recruiting and staffing via online can make time and cost effective. Its can improve the quality of the candidates and could reduce the time of processing the applicant. The users must at least have the knowledge to use it, than can help to reduce any misuse or avoid any problems to occur.

In web based employee self service, I can conclude that this ESS if use effectively has made the employee and manager works more simplify because it not require long enquiries, give more quality service to employee and managers. Furthermore, it can improve speed on the process of the updating information. That a really good for the company that use this ESS and become more productive.

References

Cascio, Wayne F. 2003. Managing Human Resources, Productivity, Quality of Work Life, Profit (6^th ed.): McGraw-Hill Higher Education.

Michael J. Kavanagh, Mohan Thite, Richard D. Johnson. 2012. Human Resource Information Systems: Basics, Applications, and Future Directions (2^nd ed.): SAGE Publications, Inc.

Tong, D.Y.K. and Sivanand, C.N. (2005), Service Provider Review: International and Malaysian, Employee Relations, Vol. 27 No. 1, pp. 103-17.

Wendell L. French. 2007. Human Resource Management (6^th ed): Houghton Mifflin Company.

Yrle, A.C.,Hartman, S.J. and Walsh, K.R. (2004). E-business: Linking Available Services and Entrepreneurs’ Needs, Journal of Small Business and Enterprise Development, Vol. 11 no.3,pp. 390-9.

Blog 3: Web Based Employee Self Service

According to what I learn in class’s lecture and note, Web Based Employee Self-Service is one of the win-win situation and proportions for organizations and employees. They called it win-win proportions because of the employees and managers using the interactive technology to obtain the information conduct transactions, and essentially shortcut the processes that previously are take a time.

            Employee Self-Service or ESS is a Human Resource (HR) portal that provides an electronic means for their employee in the company to access their HR information and services. This portal can provide the single sign-on capability for the employee to complete the transactions without HR’s assistance.

            This ESS will go from simple intranet web sites like view and read the online HR policies or safety requirements in the organization to the sophisticated internet web sites that allow employees to access and change their individual records such as in Aims web UTM for lecturer update their details. For example, adding promotion, status about adding a new child. The changers can be made anytime and everywhere 24-hours, 7 days a week basis as long as can the internet and get in to the ESS portals (Aims web UTM for this example).

            This ESS gives some of the functionality to the employee (Michael J. Kavanagh, Mohan Thite, Richard D. Johnson. 2012). First is in the view of HR communication. The employee can access company policies or procedures, review company information, access HR policy manual and e-mail inquiry or help request, complete employee surveys or 360-degree feedback data and the respond to personal information that request from HR. The second functions are in the scope of benefit services. In this benefit services, employee can research and view plan rules and requirements to their job, also can delete or add independently and also model health plan alternatives. The third are in personal data update. They can update emergency contact, correct error by their own in personal data likes about the numbers of children, vacation or sick days. The last function is in development. In the development function it can see by employee can enroll in training courses, and also can access to internal or external e-learning courses. In this flow of the function of ESS we can see that the communication and data flow smoothly without interruption when updating about the employee’s data information or read for the latest news or requirements in the company’s web site.

Blog 2: Human Resource Recruiting and Staffing

To identify, attract and hire the most qualified people is the goal of the recruitment function (Cascio, 2006). Based on the model of Breaugh and Starke (2000), the objective of recruitment are include cost of filling a job opening, speed of filling a job opening, psychological contract fulfillment, employee satisfaction, retention rates, quality of applicants, quantity of applicants, and diversity of applicants. As we already learn in Human Resource Planning, the popular phrase of recruitment and tougher than ever is the process of having the right people, in the right time and at the right place (Tong and Sivanand, 2005).

            Today’s on global environment which is a very competitive world, all of the organizations are searching and like to have a very efficient and effective way on searching and maintaining their qualified workforce. By using the technology (Internet), it can ensure that the goals to become more productive and cost effective will be achieve. This online application of recruitment will be utilized to the organization that want to obtain information on the applicant to facilitate the process of selection in this compete in global world.

3.1 What is E-recruitment?

E-recruitment is the process of personnel recruitment using an electronic resources in particular is the internet. When officer of human resources want to use e-recruitment system, they must know the important knowledge about it. First is how these systems work, second is how to build it and the last one to guide is how to use the system. On this e-recruitment, there have the big components such as Job Vacancies, Personal Information Candidate, Administration, Job information and the last one is the policies of recruitment. Under the job vacancies is external and internal recruitment and for under the administration are screening, test, interview, assessment and interview result, background and medical report, and also the agreement (offer letter).

Below are the Figure1 that illustrates the function of recruitment and selection:

Figure 1

3.2 Advantages using e-recruitment

            Everything has their implication whether it give the advantages or disadvantages. In this web-based system of the recruitment and staffing, for the employers it can increase the company’s quality by enhancing employee performance through the existing modules like module Employee Self Service (ESS). Where by it provide a flexible and interactive interface between the company and job seekers. Another thing is in position vacancies, which make the organization can disseminate information and articles related to the job vacancies that offered. The profile of job seekers will be put into online system to facilitate the data retrieval in organization and related potential of the job seekers.