CONCLUSION

All of three topics that I have learned are not too difficult to understand. This is because it is very common in my field and subjects that I have learned before. All of three topics that I have learned are not too difficult to understand. This is because it is very common in my field and subjects that I have learned before. Web based employee learning and development, web based occupational safety and health, and also web based compensation and planning are very important in improving the management in an organization to be better than before. Moreover, the outcome of organization productivity surely can be increase due to the manageable system on employees and also the organization. So, everybody in the organization will be able to take part in the changes that make them successfully improve their performance in many aspects.

(115 words)

WEB BASED COMPENSATION AND PLANNING

Nowadays, organizations faced with the complexities of creating and administering compensation system are increasingly turning to technology for help in order to make a better management in compensation. In additions, compensation is one of the most complex topics in HRM. Online compensation represents a web that enable an organization to gather, store, manipulate, analyze, utilize, and distribute compensation data and information.

            The compensation system includes two different components which are fixed compensation and variable compensation. Fixed compensation is bonuses, pay wages, merit pay/cost of living adjustments, and equity adjustments.  Bonuses include sign-on bonus, referral bonus, spot bonus reward and retention bonus. Meanwhile pay wage is the basic cash compensation that an employer pays for work performed. Some pay system set based wage as a function of the skill or education an employee possesses. Merit pay/ cost of living adjustment is a periodic adjustment to base wages may be made on the basis of changes in what other employers are paying for same work, changes in the overall cost of living, or changes in experience or skill. Equity adjustment is intended to address critical and /or unusual pay administration issues and an equity increase is an adjustment to an employee’s salary. Variable compensation is individual incentives plan, group incentives plan, profit sharing plan and productivity gain sharing plan.

            Compensation programs must also meet federal and state statutory and regulatory requirement. For instance, the Office Federal Contract Compliance Programs (OFCCP).  It requires annual evidence of nonbias with respect to race and gender for similarly situated employee groups (SSEGs) and requires multiple linear regression analyses as evidence. Compensation can be seen manage in a typical data input typical report and data outflows. Compensation data inputs include internal (job, people and organization unit), external (market survey data and information on rewards practices) and generated data. The combination of internal and external will make the result better. Meanwhile in the typical report the most common reports include budget reports to managers showing how their actual compensation cost compare with the projected costs. Each employee will be provided with an annual compensation report showing the total amount of money spent by organization on employees in all aspects of compensation. A data outflow is the primary data outflow from the compensation modules to payroll. Managers will preparing budgets draw on compensation data as they projects costs over the next budget period. So it is important to have web based compensation planning because it will benefits the organization in preparing their budget effectively and precisely in future.

(419 words)

WEB BASED OCCUPATIONAL SAFETY AND HEALTH

 In this topic, I have learned that occupational safety and health (OSH) is very important for employee and organization to make the safe and healthy environment in workplace. OSH means interdisciplinary area concerned with protecting the safety, health and welfare of people engaged in work or employment. There are many organizations (government) serve to promote occupational safety and health at work. For example the National Institute for Occupational Safety and Health (NIOSH).Their function are includes promoting safety and health in the community, education and training, consultancy services, research and, strategies development, and information dissemination.

             The act of Occupational Safety and Health 1994 was established in order to secure safety, health, and welfare among all workforces and also aim to protect against safety and health during doing activities in workplace. All of these are implemented by the Department of Occupational Safety and Health (DOSH) under Ministry of Human Resource to reduce occupational incidents and accidents in Malaysia.

                Basically all company need an effective safety and health management to every employee. This is because of humanitarian consideration, legal sanction and financial cost. So, it is very important to establish the use of web based in managing the OSH. Web based is very functional in worker’s compensation on claims, safety and health training records and accident reporting and record keeping. It will be easier to manage and benefits for both the organization and the employees. In order to manage effectively using the web based system, management can use the digital tools for managing safety. Digital technologies, such as the online databases, VR, GIS, 4D CAD, BIM, sensing/warning technologies etc., are widely applied in these tools for site hazard prevention and safe project delivery. Online databases are commonly used in assessing competence of different stakeholders. VR and database technologies to assist users in identifying potential the construction risks contained in the design at the construction stage while advantage of 4D CAD is to analyze on-site dynamics to enable safe project delivery. Geographical Information Systems (GIS) and BIM have also become used in conjunction with 4D CAD to better understand construction safety issues by considering environment impact and design information.

So, it will worth the organization in increasing their operational efficiencies, reduce time and work accident and increase workers retention and satisfaction when the web based system on OSHA are applied effectively and efficiently.

(393 words)

WEB BASED EMPLOYEE LEARNING AND DEVELOPMENT

I have learned that, employee learning and development is a center stage of organization to ensure long term competitiveness, excellence, quality, flexibility and adaptability. The need of learning, training and development in an organization is very important to ensure that they can compete with others in the challenging business environment. This is because, nowadays every organization starts to apply the best method by using the best system to manage their organization development and it is the web based. 

            Web based employee learning, training and development is actually about a way to educate employee on their learning and development and sometimes based on the training method that they applied. The training and development subsystem consist of the plan and monitor training, develop and analyze the success of training programs, recommend skill assessment, career matching and performance evaluation, and then analyzing the employee career development.

            In order to make sure the learning occur in among employees’ organizations also needs to ensure the effectiveness of their training and development systems. The system is functions enough to alleviate possible future skill among employees. Besides, the system also aims to foster motivation and satisfaction as it can help employee to manage their stress due to work load. The systems also can encourage the employee to keep on their competitiveness in their work performance better. Their development can be seen if they received the effective training and development that can make them learn the KSAs the need in the organization.

            The application of HRIS in training surely will make the process of training will be managing effectively and efficiently as firm grow in size drastically. Learning management system is the application that commonly use. It is aim to deliver four main features that is delivering training content, tracking of trainee performance, management of online learning( course and trainee) , and provision of tools for student collaboration. In order to run the system systematically, employee and management log in to the system by using their own identification which is (1) employee log in and (2) administrator log in. Methods that used to manage the learning and development in organization are on the job training and off the job training method.

            In using this application in organization it will benefit the company in cost and tie saving, provides variety in instructional environment, improves computer skills among employees, gives real time feedback, accessibility system and also facilitates management work. So with HRIS in learning, training and development field it will help managers in terms of selecting the right trainees analyzing the types of training needs, preparing materials and much more. The training will be managed effectively and efficiently.

(439 words)

INTRODUCTION

My impressions about this subject have changes a lot after more than 2 month learning this subject.  Dr. Roya Anvari has given good lectures to us. She tries her best to make us understand this subject. In additions, in order to understand us more, she gives us exercise and homework almost every week at the end of the class. The exercises are either in groups or individuals. I have gain more and more understanding on what the HRIS is. It is include its functions and the benefits to organizations in all aspects. Before this, I have been learning the other topics such as online Recruitment and Selection, and Performance Management systems. But this time, we are asked to complete a blog about three topics and then our understanding will be evaluated based on what we have done in blog on these topics. The topics are about Web Based Employee Learning and Development, Web Based Occupational Safety and Health, and Web Based Compensation and Planning.

(165 words)

Conclusion

Transnational Human Resource system, Human Resource recruiting and staffing, and Human resource management system is the component in an organization should emphasize. My understanding about all of these three topics is deeper than before. But there are also topics that I have learnt before in semester 4. So, it is not too difficult to understand and to search the information in completing this task. In a nutshell, transnational system is important and essential in transferring HR practice to increase their outcome in order to compete with the other multinational company.HR recruiting and staffing is  to make sure the effectiveness of choosing the candidate to be hired in organization while performance management system as a tool to measure the performance of the employee and result in organization performance as a whole. All of these topics have its own ability to affect the organization .

(142 words)

HR Performance Management System

Performance management is a continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization. Continuous process is where the performance management is ongoing. It involves a never ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback. Meanwhile , alignment with strategic goals is about performance management requires the managers ensure that employees’ activities and output are congruent with the organization’s goals and, consequently help the organization gain a competitive advantage. PM is considered within the framework of ‘talent management’ which encompasses all area of HR that have to do with on boarding, developing, evaluating, and managing the workforce. PM is one of the areas connected to others such as recruiting, staffing, career management, 360 degree assessment, development management, retention management and workforce planning.There are advantages of this system which are motivation to perform is increased, self-esteem is increased, employee become more competent and etc. but there are also the dangers of the performance management system is implemented poorly. This will lead to increase in turnover, wasting time and money, damaged relationship among individuals, emerging biases and so on. Actually, PM system is most frequently used for salary administration, performance feedback, and the identification of employee strengths and weaknesses. However, PM system can serve multiple purpose which is strategic, administrative, informational, developmental, organizational maintenance and documentational purposes. They serve strategic purposes because they help link employee activities with the organization’s mission and goals, they identify result and behaviors needed to carry out strategy maximize the extent to which employee’s exhibit the desired behavior and produce the desired result. The ideal PM system can lead to an effective management that effect the whole organization. The examples of ideal performance are congruent with the strategy; there is a clear link among individual, unit, and organizational goals, the system also should be practical; they do not require excessive time and resources and etc. We can see that a PM system is the key factor used in determining whether an organization can manage its human resources and talent effectively (Aguinis, 2009). PM provides information on who should be trained in what area, which employees should be rewarded, and what types of skills are lacking at the organization or unit level. When implemented well, surely PM systems will provide critical information that allows organization to make decision regarding their people resource.

(406 words)

Herman Aguinis,(2009), Performance Management,second edition. Upper saddle River, New Jersey: Pearson Education

HUMAN RESOURCE RECRUITING AND STAFFING

Recruiting and staffing is very essential in human resources management. This is because it will result in the outcome of the organization in the future. Recruiting is a process of attracting individuals on a timely basis, in sufficient numbers, with appropriate qualification, and encouraging them to apply for job with an organization while staffing is a process through which organization ensures it always has proper number of employees with appropriate skills in right job at right time to achieve organizational objectives. People are an organization's most important resource, because people either create or undermine an organization's reputation for quality in both products and service. In addition, an organization must respond to change effectively in order to remain competitive. The right employee can carry an organization through a period of change and ensure its future success. Because of the importance of hiring and maintaining a committed and competent worker, effective human resource management is crucial to the success of all organizations. (Dessler, 2011)

Human resources recruitment methods vary according to staffing needs, company size, recruiting staff expertise and budget for advertising, cost-per-hire and other employment expenses. Depending on the jobs for which company is recruiting workers, some methods are more effective than others. Often, the way to determine the most effective recruitment method is by experimenting with several methods until you find one that uses your company's resources and time wisely. For example, the employer has the option of using external or internal option to select the right candidate. External sources are the company website, print media, placement consultant and internet. Usually, large companies, enjoying brand value. So they can call for applicants by replacing a requirement need in its website. This will benefit the company to make their recruiting and staffing much easier. Another options open is the print media which however has a limited geographical reach. The jobsite on the internet like monster.com, LinkedIn etc are faster and can reach people all over the world. Time is crucial factor in the competitive world. A well drafted system of recruitment backed by properly trained staff can aid in the quick recruitment of people with excellent skills that can be utilized to improved productivity. So, it is important to employer to make a right decision in recruiting the candidates. Recruitment must be speedy but cautious process in order to select the right employee for the right position with the excellent knowledge, skills and ability in doing tasks. A wrong move can have disastrous impact on organization.

(413 words)

http://www.chrmglobal.com/Articles/288/1/Tips-on-Effective-Recruitment.html

Gary Dessler(2011). Human Resource Management. Upper Saddle River, New Jersey: Pearson Education

           

TRANSNATIONAL HR SYSTEM

Nowadays, globalization affects every industry. To cope with the challenges of increasing globalization, many multinational enterprises (MNCs) are developing transnational strategies and structures, which mean that they create strategies within the interplay between global standardization and local adaptation. The increasing of the transnationality also reflected in the transnational orientation of their human resource management system (HRMS) as HRM is often interpreted as a support function which can help to transfer the strategic orientation of the firm to the level of employees in an organization. Transnational HRMS can be defined as the sum of HRM policies and practices that MNCs uses to attract, develop and maintain its human resources including globally standardized and locally adapted structures and processes. There are some reasons why an organization especially the multinational transfer the HR practices. The reasons are international competition pressure, international integration and strategies, and organizational politics.

For the purposes of efficiency and the effectiveness of their system, organizations often engage in cross-unit transfers of business practices that reflect their core competencies and superior knowledge and that, they believe to be a source of competitive advantage. HR policies and practices are often considered by top management to be one of those sources. Its need to be address that transfers of HR practices can occur in various directions within the MNC, including transfers from main companies to foreign subsidiaries, from subsidiaries to main companies, or from one subsidiary to another. Firms may look to 'reverse-transfer' policies associated with companies and countries that are dominant in the global economic system, since such policies are likely to be seen to be linked with international competitive advantage. A second reason for transfer is that the degree of international integration and the corresponding strategies of MNCs largely determine the extent to which MCs are likely to transfer their HR practices. The transfer of HR practices is often linked to certain industry sectors. For example, those sectors such as automobiles, IT services and pharmaceuticals, with a high degree of international integration, are easy to transfer HR practices across borders.  The third reason is at political relationships within organizations. The political approach, indicating that actors in organizations can be willing to engage in the process of transfer as a way of obtaining legitimacy and to advance their own interests.  So,  this transnational should transfer effectively especially by the top management in order to get the positive outcome.

(397 words)

http://www.sciencedirect.com/science/article/pii/S1053482211000039

INTRODUCTION TO HRIS

My first impression about this subject is it’s about system. But I’m a little bit confused because I only know that the system is to improve the organization management but don’t know what type of system/activity that can relate to HR field. After a couple weeks of classes with Dr. Roya, I’ve learnt that nowadays, the development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM). The Human Resource Information System (HRIS) is the combination of two fields that are Human Resource Management (HRM) and Information Technology (IT).HRIS is not only limited to the hardware and software application that comprise the technical part of the system but also the people, forms, policies and procedures and data required to managed the HR function. The purpose of HRIS to provide service, in the form of accurate and timely to the clients of the system.

(155 words)