Conclusion

Finally, I have done my web folio successfully. I would like to express my gratitude to my lecturer for the teaching and my friends who do help me when I face the problems. In the process of prepare this web folio, it could help me refresh my minds and memories towards what I have learned in the HRIS class for this semester. Besides that, I also seek advices from my friends in order to gain a different knowledge and information which is able helps me in the web folio and coming final examination. From topic in this web folio, I found that technology is a very useful tool for organization to simplify every complicated process. And the most important is using web based in organization can save the time. Lastly, I hope that I could retain what I learned in class can apply in workplace in the future.

 

Web Based Occupational Safety and Health

            Occupational Safety and Healthy Administration (OSHA) is an agency created within the Department of Labor in order to set and enforce the safety and health standards for all workers. With the Occupational Safety and Health Act of 1970, it is intended to assure every worker in the nation have a safe and healthful working conditions and to protect right of human resources. OSHA is responsible for promulgating legally enforceable standards which are including general industry standards, maritime standards, construction standards, and other regulations. Besides that, employers who have 11 or more employees in organization must continue records for all industrial illnesses and injuries. Both employers and employees have responsibilities and rights under this act.

            With web-based OSHA in organization, it is able to reducing the time in processing the information of employees. As an example, information for OSHA reporting can be secured in minutes, with a minimal HR employee involvement, rather than having staff take days or weeks to manually review records and compile information. In addition, updates the latest information also can be handled with minimal effort by appropriate linkages; worker’s compensation reporting to state agency can be generated by the system.  Hence, we can see that web based OSHA system is able to make the process easier and it can done in a very short time.

            On the other hands, digital tools are applied in the workplace to managing the safety and health through construction. For example, online databases are commonly applied for site hazard prevention and safe project delivery. Database technology use to help users in identifying the possible construction risks contained in the design at the construction phase before implement any project. Besides that, Geographical Information Systems (GIS) and BIM also become used together with 4D CAD to better understand the construction safety regulations by considering the impact towards environment.

            The Construction Safety and Health Monitoring (CSHM) system is one of examples of web-based occupational safety and health. It helps in detect the potential risks and hazards, and a warning signal to areas of construction activities that required immediate remedial action. By assess with internet, CSHM is able to collect data very quickly, retrieval, and documentation allows the user to monitor the progression and performance of project. For sensing and warning technology, if combined with effective management function, this technology has ability to reduce the risks on job sites.

(393 words)

References:

Bondarouk . T. V, (2011), Electronic HRM in Theory and Practice, British: Emerald Group Publishing Limited

Harold F. O and Ray S. P, (2006), Web-Based Learning: Theory, Research, and Practice, New Jersey: Lawrence Erlbaum Associates Inc\

Dessle, G (2011), Human Resouce Management, British: Pearson Education Limited

 

 

Web Based Compensation and Planning

Compensation is one of the complex areas in human resources management. Therefore, due to the complexities of creating and administering compensation systems are increasingly turning to technology for help. Web-based compensation planning represents a web that enable an organization to gather, store, manipulate, analyze, utilize, and distribute compensation data and information. And online benefits administration subsystem is used to administer the organization’s benefit plans through internet integrate with other human resource information and payroll system.

            The compensation data required in the web-based system is including internal and external data. Internal data include information about job description, job specification, individual performance and others. External data would include market survey data and information on rewards practices. Internal and external data would be combined and used to generate job evaluation results, salary structures and a variety of reward guidelines. Therefore, from the internal and external data, the primary data outflow from the compensation modules is payroll for each employee.

With the web-based compensation and benefit system, it has both advantage and disadvantage. The advantages are including it is very save time because using technology to simplify the process and it improving the effectiveness in terms of accuracy of information. Besides that, it also allows a business to streamline the administration of employee compensation and benefit. By the report prepared by the system, it let the manager have ready information that is valuable to them and to their employees. For disadvantage is some of the employees and managers they view this new technology as the “work of HR” and therefore they feel resist to using it and perceive that the new technology is not as user-friendly.

There are certain implications for management in web-based compensation and benefit system because online compensation and benefit subsystem is tied with human resource department. The utilization of Online Compensation and Benefits Subsystems plays an active role in help top management and employees in implementing the new strategies and policies. Therefore, E-Compensation and E-Benefits seem to be the system of HRM to revised company strategy and structure. It is also help the management in redefined the employee’s responsibilities and improves the HR services by improving two way communications in order to leading to higher levels of interaction and satisfaction with human resources. Although E-compensation and E-benefits has positive impact to organization, but due to the reasons lack of time and the willingness to pick them up, so the organization has limited opportunity to experience it. 

(406words)

References:

Rothwell W. J and Kazanas H.C, (2003), Planning and Managing Human Resources, Amherst: HRD Press. Inc

Teresa T. C and Mario A. O, (2005), E-Human Resources Management, United States of America: Idea Group Publishing

Gueutal. H. G and Dianna L. S. (2005), The Brave New World of e-HR, San Francisco: John Wiley & Son. Inc

http://www.flexstudy.com/catalog/schpdf.cfm?coursenum=9560a

Web Based Employee Learning and Development

            Employee Learning and Development(ELD) System plays an important role in organization. It helps in plan and recommends a training and development program which are able to improving and enhancing knowledge and skill of employees to meet organizational goals. In addition, it also can ensure the employees keep on competitiveness in the workplace and help them manage their stress due to the workload. There are five component including in ELD system which are employee personal information, performance before training, training course, training transfer, and program evaluation. 

            With the web-based ELD system, it makes the process more efficiency and flexible. By assessing this system in organization, it is able to facilitating the entire training and development process from training need analysis to training evaluation. Besides that, it also recording the data and information that are related to training such as current performance of particular employee, training modules that appropriate to employee performance and their performance before and after attend the training. In addition, this system also helps the management select the employees for new position and promotion by show them whose have a good performance in the workplace in period of time. The employees also can assess this system to know their level of performance and what training will be conducted by organization in the future. 

            However, there are few disadvantages of ELD system. Firstly, all the employees in the organization must know the computer skill if they wish to assess this system themselves. If they are not familiar with the system, organization may provide extra computer skill training which is increasing the cost. Secondly, there is lack of human interaction in using this system. Information delivered by computer in the organization is difficult to enhancing the relationship between top management and employees and employees have no opportunity to ask what they don’t understand about the content of training. Lastly is not all the employees having the same problems. So that, continuous change in content of training is important in order to improve the process of learning.

            By using web-based ELD system in management function, it is very time saving because it can process and delivered the information effective and simply to the staff. Besides that, this system also can improve the efficiency of recovery actions in terms of cost reduction. Yet, the poor quality system will lead user to dissatisfaction and it required long time development because it is a very cumbersome process. 

(402 words)

References:

Harold F. O and Ray S. P, (2006), Web-Based Learning: Theory, Research, and Practice, New Jersey: Lawrence Erlbaum Associates Inc

Kelly. R and Casey G. C, (2007), Introduction to Information System, United States of America: John Wiley & Sons Inc

Bondarouk. T. V, (2011), Electronic HRM in Theory and Practice, British: Emerald Group Publishing Limited

Teresa T. C and Mario A. O, (2005), E-Human Resources Management, United States of America: Idea Group Publishing

 

Conclusion

First at all, I would like to address my appreciated to Dr. Nur Naha because teach us HRIS in this semester. From the lecturer class, I have an advanced understanding about Human Resources Information System and this subject gives me a chance to know about the current trends in the business industry. With that, it enhances my general knowledge which I can share with my friends and family. Besides that, I believed that what I have learned now can help me answers the question in final examination and can be applied in the future especially in my working life. Lastly, the most important one is what I learned from the class is not only knowledge but also experienced that is different from other course students. THANK YOU DR.NAHA. 

Human Resources Recruiting and Staffing

As we know, human resource is the main asset for one organization. Human resources recruiting mean that finding or attracting applicants for the organization’s open position. Without suitable applicants apply to fill a position, an organization is complicated to achieve their shot term and as well as long term objectives. Therefore, human resource recruiting is a very important and critical process. This is because effective human resource recruitment is able to fill the job vacancy with the right person at the right time.        

However, recruitment process can be implementing beyond traditional boundaries to ensure the effective and high quality of recruitment in today’s world. Normally, the E- Recruitment is the personnel recruitment using internet. For instant, CDI Corporation’s Management Recruiters International (MRI) business unit has developed different types of recruitment support system to help the organization contact with job candidates in different country. By that, the date obtained will help them get the qualified worker to fill the job.

By using E-Recruitment system, a particular officer is important to know how to function the system to ensure the recruitment process is going smoothly. There is no doubt that E-Recruitment able to save the time and costs during the recruitment process. But, there are some disadvantages that will affect the recruitment progress. For example, recruiting from internet will cause the information overload and lack of personal interaction between the organization and applicants. Besides that, due to the large amount of applicant apply the job, therefore the human resource department required to spend a lot of time to screening.

In the recruitment process, the job vacancy can fill up by neither internal recruitment nor external recruitment. For internal recruitment, the job vacancy is open apply for current employees. The human resources department will analyze the applicant profile such as performance appraisal to identify whether they qualified to fill the vacancy or not. However, the organization also will try to recruit the “new blood” form the external environment by advertisement and internet. In Malaysia, there have famous website such as Job Street and Job Malaysia help industry worker to find their favorable job. According to statistical result from ComScore in 2008, job searches were increasing fastest in the internet. Undeniable, it also helps the company recruit the right people with the job vacancy they offer.

Reference:

http://www.best-in-class.com/bestp/domrep.nsf/products/using-technology-the internet-in-the-recruitment-process-part-2

http://smallbusiness.chron.com/advantages-disadvantages-using-internet-employee-recruitment-19049.html

http://www.theskillsportal.com/human-resources/articles/62-using-technology-to-help-the-recruitment-process.html

http://recruitment.naukrihub.com/recruitment-process.html

http://recruitment.naukrihub.com/importance-of-recruitment.html

Dessle, G (2011): Human Resource Management. Pearson, 178-183

HRIS System and System Architecture

In the 21^st century, many different types of organization they tend to use human resources information system on order to enhance their competitiveness in the industry. They believe that the system able to increasing the productivity and effectiveness of the organization. There are 4 HRIS organization models under the system which suitable using in the different types of organization and business.

            The first type is multinational HRIS. Normally, this model quite suitable for those large companies operated around the world which is less focused on important of centralization. Therefore, it is emphasize on localization in decision making and responsibilities. The next type is global HRIS. This model minimizes the needs of local which is different with multinational HRIS. Thus, their strategic in managing assets and resources are centralized because it focus on maximizing the efficiency and develop a standardized organization. For example, the planning of each business units is under control by head quarter to ensure that the goals can be achieved mutually.

            The international HRIS views oversea units as appendages that exist. It is focus on learning and innovation because it facilitates the transfer of knowledge from country to country that had developed it. Besides that, this model will benefit the whole organization because the information is shared across the others. The last model is transnational HRIS. This model is useful for large multinational companies with varied culture which is under significant competitive pressures due to increasing globalization.

            Next, I will discuss the HRIS system architecture which is the tool the defining the differences among 4 types of HRIS models. There are 3 categories under HRIS system architecture which are included standalone systems, data warehouse model, and single integrated system model. The standalone system means that each business unit runs its own independent system without integration with each other. This model normally use in diversified multinational organizations and the data analysis are difficult. For data warehouse model, all operating units use the same software system and it can save the costs because the operating units shared the same applications and enterprise advantage in dealing with the vendor. The last one is single integrated system model. This model will automatically update the latest information throughout the organization and normally apply by global and transnational HRIS.  

References:

Karen B, Alfred J. Walker. (2000). Globalizing HRIS: The New Transnational Model.

James A.O’Brien,2000.Introduction to Information Systems.McGraw-Hill
books.google.com.my/books?isbn=0967923948