CONCLUSION

             I had learned so many things in human resource information system. It’s quite easy to me to understand the concept of information system. As we know, the system nowadays important in many organizations because there are taking many advantages for online HRIS and become more sophisticated and intuitive to use.

            First, when we use the internet as web based the communication will exchanges. Then, it is a place to obtain more information and expertise. And the last one is to acquire new applications that enable them to perform new and different tasks.

            Actually, these systems are gaining popularity gains as the movement away from locally deployed system gains popularity. Today, we can see have many organization can found considerable savings in cost and time to deployment through web based applications. This trend is known as software as a service. But, it is depend on organization.

(146 words)

WEB BASED COMPENSATION AND PLANNING

Compensation plan defines as the plan of how to compensate employees for their work effort. It is the one of the most common concepts in the professional world. Compensation plans design a number of payment schemes which is included wages associated with the amount of hours spent at work, wages gained from productivity while working, health benefits, bonuses, and any plan.

Today’s technology will enhance organization productivity and efficiency through online compensation. So, they can use online as web based to gather, store, manipulate, analyse, utilize, and distribute compensation data and information for salary planning, bonus allocation,  pay for performance, and equity awards easily. Actually, the software and database reside on a central server rather than being installed on the desktop system. The companies have discovered that web based software is relatively easy to implement technology that fixes the broken parts of compensation management process, without disrupting managers by introducing needless change. In addition, it allows line managers to participate in compensation planning process that encourages an empowerment and retention. The increment process can be easier acceptability of new compensation and benefit plans by employees.

Besides that, the system gives opportunity to employer and employee to access your business information from anywhere in the world at any time. It can be facilitates to save times and reduce cost and improve the interactivity with your employees. When use that system, HR management can get the information faster, more accurate and user-friendly. This is because, in that system has been keep the data about employer and employees. It also helps the organization to maintain competitive pay rates, customized to labor market and manage merit increases and compensation budgets. For example, in web based compensation they already have budget control, compensation plan modelling, compensation assessment, data import or export and data management that can see with all of them in the organization.

             The advantages is when some of the employees and managers who view this technology as the work of HR and will encourage them of real time feedback to managers and a collaborative framework to allow both manager and HR to make it decisions. The employees also can receive a message in web based system to view their variable pay performance targets. From this, the effectiveness will improve either by in terms of the accuracy of information or by using the technology to simplify the process.

(394 words)

References:

1.                  Stiffler, M. A. (2001). Incentive Compensation and the Web. Compensation & Benefits.

2.                  Perlmutter, A.L. (2002). Taking motivation and recognition online. Compensation & Benefit Review, 34 (2), 70-74

WEB BASED OCCUPATIONAL SAFETY AND HEALTH

Nowadays, many organizations serving to promote occupational safety and health (OSHA) in working place. It is because they want to reduce occupational incidents and protect against safety and health during doing activities in workplace. Moreover, it can generate new knowledge in the field of OSHA and transfer that knowledge into practice for the betterment of workers.

Web based occupational safety and health is the one way to guide the employer and employee for developing a comprehensive safety and health program.  It is recommended to practice in a workplace. Besides that, with new tool it is helps educate employer and employee on how to address the most common and significant hazards. It provides practical information to employer so they can better assess risks and choose the appropriate control measure, work practices, personal protective equipment and training to protect their employees during working hours.

So, with that system it is easier to employer and employees to find out more information and learn about OSHA through internet or intranet such as online training. Automatically, it will encourage them to reduce the number in workplace injuries and illnesses in effective ways. Also, to implement new or improve existing safety and health standard, they can develop innovative ways when dealing with occupational safety and health problem.

HR managers play main role important in organization because they should aware daily of any safety problems and ensure that up to date records are available for OSHA inspections. However, in small organizations, HR managers may be directly involved in investigations. Then, an accident will be reporting and record keeping system to monitor job related injuries and illnesses. It can refer by employees and get workers compensation claims if they are needed.  

Finally, from web based the organization can establish a many training program to increase the number and competence of occupational safety and health personnel. Have many programs that organization already to improve their employees like portal learning. The employees can learn many things that related with OSHA. It is allows employees to access information remotely 24 hours a day, 7 days a week  from any location. I think it can reduce the hours wasted on routine administrative work, and the hours that could be spent more productively. It also can enhance timely reporting because with that system it can automatically done it.

(385 words)

References:

1.                  Michael J.K., Mohan T.,Richard D.J.(2010) Human resource information system : HR administration and HRIS, 284-330

2.                   Angle, J. (2005). In Occupational Safety and Health in the Emergency Services (pp. 203-210). New York: Thomson Delmar Learning

WEB BASED EMPLOYEE LEARNING AND DEVELOPMENT

From the previous class, Dr Nur Naha had mentioned about web based technology and employee learning and development (ELD). Nowadays, ELD system such as e-learning is needed because the organizations can plan and observe the employee training, career development, and the employee’s performance.  Through the application, the employees can fulfill some information about them which is related with purpose of training management. It will encourage them in personal development and take responsibility for their own learning to improve their job performance.

Actually, the components of ELD system are similar with the traditional training which is performance before training, training course, training transfer, program and evaluation. Employee personal information is the new one because every employee in the organization can access the training and development system personally that related to them. They also can provide the information regarding their previous performance before attending the training to ensure keep on competitiveness and will perform in their work.

From this application, it can build self-knowledge and self-confident in each employee which is will motivate the employee’s for learning and gaining more knowledge, skill and attitude towards current work. They can roll out at anywhere, anytime to know the information via the internet. It is easier right. Training and development also show whose the employee that having a good working performance in period of time. Therefore, from that management will select whose employee that appropriate to this position.

Indirectly, the advantages of ELD system actually can improve computer skills among employees when to used it. Besides that, with e-learning it can be reduction the travel, and accommodation costs associated with face to face training compared with traditional training that need more cost when to handle it.

In conclusion, we know training is an important aspect of an organization of a management programme. So, organization use training not only skill and knowledge but also to develop employees for future position. From e-leaning can provide online training which every employee is can improve itself to the productivity of organization. Moreover, any organization must alert with the new technologies so that HR can use the information system to because can be delivered and easily. The employee can share information and enable a consistent coordination between elements and the organization. It is also, can develop career path of employee’s to achieve personal goal.

(385 words)

Reference:

1.                  Lawer. E. E. (2005). From human resource management to organizational effectiveness. Human resource management, 44 (2), 165-169

CONCLUSION

As a conclusion, nowadays human resource information system (HRIS) is important because so many things related with human resource become easier with new ideas and technology. For example in web based employee self-service, the web can enhance their employee very well to use their technology through internet. They can browse anywhere and anytime with key in account details in web. Also, regarding performance management it’s to be proactive system when managing employee performance for driving the individuals and the organizations towards performance and results. Lastly, the importance things in recruiting and staffing which is we need to understand how to use the internet for recruitment as well as selection related data in order to provide strategic information to the organizations. They are also can cut their cost, speed of filling job vacancies and get the quality and quantity of applicants.

(140 words)

WEB BASED EMPLOYEE SELF SERVICE

What is Employee Self Service?

Employee Self Service is a combination of technology and organizational change that enables users to interact directly with their human resource data to inquire, review and act upon transactions in the workplace. Employee Self Service promises a "paperless" office, because employees and managers conduct basic transactions via computer that were formerly completed on paper forms and then processed by HR staff.

Employee Self Service also provides employees to access their personal records and their payroll details. They are also can change their own address, contact details and next of kind personally. Moreover, employee Self Service ability to make them to apply for their leave and have that application directed to the employee's manager for consideration. Some applications enable employees to change their bank account details and provide details of payslips, both current and historical.

Recently, a second wave of Employee Self Service shifted the focus from these purely efficiency based applications towards empowering employees and managers to take more responsibility for their jobs and development. Career planning, skills profiles, learning, objective settings, appraisals and more and more analytics are increasingly popular ESS applications.

From these application its gives more benefits in any company because they have variety of ways. With Employee Self Service, they can more efficiency to collecting employee’s details and distributing payroll related details to employees. HR also may choose to give employees the ability to view and update information. . The ability to update information is dependent upon two factors weather if the information is the employee's own personal information or employee’s given management rights. Otherwise, the employee will have the ability to view the data only. Additionally, managers can be granted the right to view and update information about their employees and to perform manager-specific tasks.

If a company chooses to open access via the Internet, employees can access self-service from anywhere in the world by using a computer, a browser and a phone line connection to the Internet. Companies with employees geographically dispersed in one country or in many countries find this to be an economical way to communicate with their employees. Typically, these companies use a "firewall" to prevent intruders from accessing the rest of the computer network. So, it helps the HR team is free to focus on issues of strategic importance for the company.

(387 words)

References:

1. http://www.hrrevolution.com/Articles/ESS/
2. http://searchcrm.techtarget.com/definition/Web-self-service
3. http://en.wikipedia.org/wiki/Employee_self-service_(web-based_application)
4. Flowers,L.A.,Tudor,T.R., &Trumble , R.R.(1997)Computer assisted performance appraisal system.Journal of compencsation and benefits.

HR PERFORMANCE MANAGEMENT SYSTEM

Performance management is a continuous process of identifying, measuring, developing the performance of individuals and teams aligning performance with the strategic goals of the organization. While, performance management system are usually entirely internal to the organization, but data must be linked to several other system including rewards, staffing, training, and development, and career development.

 Nowadays, HR performance management emphasizes a focus on decision-making and accountability at the level where the work is done, the development of a service that reward team performance and incorporation of action. Because based on globally followed HR practices and principle, this performance management system provides right tools to engage employees in productive work, help employee to achieve their goals, bringing their objective and transparency in employee evaluations, manage employee trainings and manage compensations, promotion and also their careers.Performance management is one of the areas connected to others such as ;

·         Recruiting (external)

·         Staffing (internal)

·         Career management

·         360^o assessment

·         Development management

·         Retention management

·         Workforce planning

   Besides, the effectiveness of a performance management system can be measured in the improvements it makes to company productivity and employee retention. When an understanding the ways in which an employee performance management system is effective will assist you in developing a comprehensive monitoring plan. Moreover, using a performance management system also can help companies provide extrinsic motivational factors for employees. These motivational factors will ensure that employees increase their productivity levels when completing job functions in hopes of a future reward. Companies may also fell experience better employee morale when offering rewards to an employee under a performance management and appraisal system.

A performance management process sets the platform for rewarding excellence by aligning individual employee accomplishments in the organization. With the organization’s mission and objectives and making the employee and the organization must understand the importance of a specific job in realizing outcomes. By establishing clear performance expectations which includes results, actions and behaviours, it helps the employees in understanding what exactly is expected out of their jobs and setting of standards help in eliminating those jobs which are of no use any longer.

Performance management system is important because without this system the success of hiring strategies is unknown and similarly, their need for training and development also unknown. There is also support the translation of corporate strategy into individual performance plans.

(385 words)

References:

1.  Flowers,L.A.,Tudor,T.R., &Trumble , R.R.(1997)Computer assisted performance appraisal system.Journal of compencsation and benefits.
2. Diane Arthur.(2001) Fundamentals of HRM 4^th edition.Arthur Associates Management Consultant Ltd.
3.  http://www.ehow.com/about_6659099_performance-management-system
4. http://www.accel-team.com/human_resources/hrm_02.html