WEB-BASED COMPENSATION AND PLANNING

In this new era, we are confront with the changes in the technology, environment and economic that are arise the companies to make same change in their management of compensation. For big company, it has a challenge in paying for performance in the current economic environment. HR department has an opportunity to ensure the proper management of compensation costs with a comprehensive and manageable compensation planning solution. Through the online compensation that used a web-enabled approach can manage of compensation problems and the organization can gather, store, manipulate, analyze, utilize and distribute compensation data and information. The systems give benefits to the administration to manage the organization’s benefits plans through online integration with other human resource information and payroll processing.

            For such compensation system includes base pay, merit pay, short-term and long-term intensives, prerequisite, recognition awards and attraction or retention awards. They are must follow their steps. Base pay has two steps which is job evaluation and market benchmarking. Job evaluation realizes an internal hierarchy of value. In the most formal form of job evaluation is a set of factors is developed that reflects characteristics that add value to work in the specific organization. Each factor is influenced by importance and scales are developed. Each job that will be in the base pay systems is judge on the set of scales and a point score is calculated. Jobs are arranged by total points, and this forms the basis for a salary structure.

            The advantages of using a web-based compensation tools included the automated approach that replaces tedious manual processes to make any compensation program easy to manage and virtually error free. The system does not require installation and updating which saves a lot of administration work and can be access from anywhere through online. The information in Web-based compensation tools is stored remotely and requires little disk space. It also becomes more important that Web-based compensation tools are cross-platform and work on different Operating System.

Web-based compensation tools have some serious disadvantages. The most crucial problem with them right now is their poor user experience. It is because of the performance problems and browser limitations. But, nowadays, computer-processing power is getting faster exponentially, and if we combine it with the browser performance improvements, we can be sure that this problem will be solved. Other than that is the web-based compensation tools is that the remote server could be compromised leaking private information. The Internet connection also can limited the used of web-based compensation tools.

CONCLUSION

            In conclusion, to be successful in developing this system, the employee must have appropriate skill and the management department must take into consider several factors. The program must be align with the organization’s goal and can give some benefits the company. This action can take as a solution to solve the problem in the management department.

WEB-BASED OCCUPATIONAL SAFETY AND HEALTH

All employees are at greater risk for occupational injury. To solve this problem the administrator and HR department have developed a variety of outreach and education strategies targeting employer and employees. In this session, we will explain about new computer-based education and outreach technology being developed specially to raise awareness and provide training to workers themselves. The example of web-based occupational safety and health is Proquis Health and Safety.

            They are several benefits using of web-based Occupational Safety and Health. First, the employee or employer can access the health and safety detail from anywhere. They are easy to up-date the data and increase control and monitoring. Second, the benefit of the systems is ensuring regulatory compliance. The system can record any accident, dangerous occurrences, incident or even reportable occupational illness, helping to ensure that they are investigated and correctly reported. It also gain competitive advantage, enhance safety at workplace, easy visibility of health related issues in the facility and can reduced risk at workplace.  

            Besides that, the system cans quick data entry and analysis. It is will provide data entry form that is simple and easy to complete. The accident log feature allows entry of data such as the incident number, injured person’s name and a variety of details. Once the data has been entered, the manager can easily analyze the data for types and reasons of accidents. The possible danger areas either within procedures or safety regulations can be quickly identified. The system also utilizes a set of pre-written reports that will analyze data over a given period, centralized repository of accident log, easy to control and monitoring of accidents and quick and easy analysis of issues related to the accident.

            Lastly, the system can be an additional disease log feature. It is designed to log any reportable diseases that may need to be reported to your local health authority, easy recording of major disease and alert your local authority about reportable disease. 

             In conclusion, the web-based occupational safety and health is important to decrease the number of accident in the workplace and to give the information without take a long time. The employer can fastest check the data or any accident that happened in their workplace and make a report through the web-site. It also can cut the time when the just put the data through online. The systems can be as a reference for the employer and employee wherever they are placed. 

WEBFOLIO 2- Web-based Technology Employee Learning and Development

Hello every one. Before this, I have post about the HRIS System and System Architecture, Transnational Human Resource System and Human Resource Recruiting and Staffing. Now, I will discuss about the Web-based Technology Employee Learning and Development, Occupational Safety and Health and Compensation and Planning. Nowadays, the three topics are important to implement in the organization to make some change in management that are suitable with the change in the environment, technology and economic. The important used of an internet has made an impact on the management department and top management in handles their problem. Technology has helped employers and employees keep their work more accessible to resource therefore being more competent in the workforce. Today, the using of computer is getting faster and communication of information is getting easier. Besides that, the increasing using of the technology is the correlation it has with the training programs, safety and health and compensation and planning within the companies.

 WEB-BASED TECHNOLOGY EMPLOYEE LEARNING AND DEVELOPMENT

            Web-based technology is important today when the organization meet any changes such as in management, operation and others. It is also give many advantages for the organization especially in Employee Learning and Development.

            They are several functions of ELD systems which are provide the information about the employee’s personal profile, performance before attending the training program, training course, training transfer and program evaluation. This system will be managed automatically and systematically the overall of the training program process. ELD systems also can store and keep the data of the employee related to the training and learning program, easy to fulfill the position or promotion, accessing the performance appraisal and access the course provided in training program. Web-based learning has made it possible to study nearly any course from nearly anywhere whether at workplace or in house. Other than that, the some type of web-based learning allows the employee to progress at their own paces. The ability to work through the material at the employee’s own pace is a dramatic advantage over traditional teaching methods.

            The main purpose of the ELD systems is to increase the employee’s performance and the organization. This system also offer the variety types of training program for the employee to improve their knowledge, skill and attitudes based on their job. The other purpose of this system is employee can manage their time and solve the problem about the work overload that can cause stress and work conflict. The benefits of the ELD system are fastest, most flexible content deployment time in the industry, easy to use because the users don’t require downloading, plug-ins or training to get started and no need more time to conduct the training and learning program.

However, the system has several disadvantages. First is the lack of human interactions. Employees will get the problem about the relations between the other employees because of using the CBT without interaction a more to hand-on exercise. Second, the system doesn’t replicate the experience in real situation. The employee just imaging what they are learnt in the web-site and in certain condition they are not able to focus for their study.

In conclusion, by using the ELD system can give many benefits to the organization such as to cut their cost, time and management of department. ELD also give an opportunities’ to create powerful learning experience for employee. In order to overcome the problem and maximize its effectiveness, HR management must develop new teaching techniques designed in conducting the learning process. 

CONCLUSION

            In conclusion, the HRIS are important in HR function. These will be made easier to help them in managing the employees through the use of Information Technology (IT). We can see the useless of the IT in organization. The organizations will growing faster and compete with other company to achieve their goal and mission. In decision making, they can solve the problem faster and can get a lot of information through the IT and just a click away. Operation department also will produce a large amount of product and more organized. They are several advantages of HRIS which are time and labor management, give benefit for employee and HR management, improve productivity, save time, improve communication skills with the other employees and good relations and can creates self-service option. The only disadvantage is that important data concerning your company might be stolen particularly nowadays where there is a great increase in cyber crime.

 

HUMAN RESOURCE RECRUITING AND STAFFING

            Recruiting is the process of identifying and hiring the best-qualified candidate from internal or external of an organization for a job vacancy, in a right time and cost effective manner. It is also involve the utilization of organizational practices to influence the number and type of individual who are willing to apply for job vacancies.

Staffing is the process of selection and training of individual for specific job functions and charging them with the associated responsibilities. In management, staffing is the part of the process that must concern with acquiring, developing, employing, appraising, remunerating and retaining people so that right type of person are available at right position and at right time in the organization.

Before the emerging of the technologies, recruitment process will be conducted by manually. Nowadays, all the recruitment process will be conducted through on line system. This system is call as e-recruitment. E-recruitment is the process of personnel recruitment using electronic resources, in particular the uses of internet. Companies or recruitment agents will spend least time to conduct the on line recruitment process as to improve the speed by which job candidates can be matched with live vacancies.

They are two methods that need in the recruitment and staffing system which are job portal and resume scanner. When having recruitment and staffing through on line system job portal, the companies are easiest to recruit employees. HR Department just posting the position of the job vacancies with job description and job specification on the job portal to gather information for job applicant.  They also can search for the suitable resumes posted on the job site corresponding to the opening in the organization. Although job portal is required a lot of money but it more convenience to use it.

Resume scanner is one major benefit provided by job portal to the organization. It enables to employees to screen and filter the resumes through pre-defined criteria and requirement of the job. It is means the employees who want to have job, they need to make a resume and then send it into job portal. So, it required organization to screen their resume.

Online recruitment and staffing have many advantages to the organization. With the emergence of the technology, it helps the HR Department to find the candidates to fulfill the job vacancies that are suitable with companies’ need. It is because recruiters had been automatically can trance the qualified candidates and the candidates will be check in the job portal whether they are qualified or not. 

TRANSNATIONAL HUMAN RESOURCE SYSTEM

Nowadays, they are so many changes in our daily life such as global mobility, falling trade barriers and explosive growth in international business, global expansion is on the agenda of most large enterprise. The company should be known how they can organize themselves for international operations. Organization must be adaptive to changing condition, controlling at the centre while empowering at the periphery, ever-changing worldwide learning capabilities and that transcends geographic and divisional borders.

HR Manager needs to anticipate emergent human capital needs on order to meet the challenges and faces this situation. The organization also must innovative to take advantages of new opportunities, while at same time preserve a common vision, and coordinate activities globally. Transnational in human resource system must make an optimal balancing between centralized control and decentralized autonomy, while maximally ever-changing innovation and knowledge sharing across the enterprise.

Transnational organization model combines the global efficiency, local responsiveness and worldwide learning to make a standardized system. Transnational model consider the changes in the macro-environment and the globalization drivers. Though there is pressure on globalization and localization respectively, transnational model can focus on the key value adding activities and the emergence presence of global brands and advertising and centralized decision making will help in apprehending the globalization matters. As for localization matters, this will force the organization to study the local variation to the market strategy and local product variation.

The Transnational Model comprises the following five core components:

· Vision -sets the overarching framework, direction, and values for the organization. The vision statement does not present a precise plan for the organization to follow, but rather sets the purpose and clear sense of direction, defining a common set of values or guiding principles for the organization.

· Organization – defines the organizational structure that the enterprise will function within. They define four basic structures or models that manifest in their global development which are Multinational, Global, International and Transnational organization.

· People – comprises the organization’s associates with their skills, competencies, and orientations. People are the fundamental asset that allows the effort to function and proper.

· Process – delineates the processes that individuals in the organization are to follow. The traditional companies have tried to implement a new initiative by changing the formal organizational structure.

· Technology – provides the underlying infrastructure to support the people and the processes

The new Transnational HR model must be adaptive and responsive to changing conditions and must at the same time preserve overall cohesion and unity of purpose. The new Transnational HR Model includes methods for measuring each of its components:

§ The Vision-to-Values (V2V) assessment process aids in defining a global vision and set of values for the organization, placing quantifiable, measurable values – or metrics – on the global enterprise vision and strategic objectives;

§ The Efficiency Innovation Model (EIM) assesses where the enterprise is along the path in its global evolution and points to some leading practices to help move the organization further along in its development; and,

§ The Global Orientation Evaluation (GOE) approach assesses the associates in the organization to determine whether they have the appropriate personality characteristics and global mindset for leading a transnational enterprise.

As a conclusion by Hock, he illuminates that the ability to understand, preserve, and leverage the past (i.e., the cultural heritage of the organization) in order to build the future (i.e., the new chaordic, Transnational HR model) is key to finding the right structure and gaining wide-reaching acceptance throughout the organization. Bartlett and Ghoshal’s transnational model provides an important “transitional” stage that can help organizations move from their structured, regimented past to the new chaordic entity of the future. Of course, no such change can happen overnight – organizational evolution is a journey that must be nurtured and managed over time through the establishment of a clear vision for the organization and the transformation of the mindsets of the associates.

HRIS SYSTEM AND SYSTEM ARCHITECTURE

            System Architecture is the conceptual model that defines the structure, behavior and more views of a system. It is a response to the conceptual and practical difficulties of the description and the design of complex systems such as an industrial system, IT infrastructure, organization, business and project. Systems architecture will often rely on a tool called architecture framework, which is a reference model to organize the various elements of the architecture of a system into complementary and consistent predefined views allowing covering all the scope of Systems Architecture.

According to Beaman, Karen V. (2004), System architecture have three types of system with four HRIS model which are standalone systems, data warehouse model and single integrated system model. Each model has specific function to an organization. The three models have their own specialties. The selection of the models is depends on the organization which it deems appropriate to their organization structure whether the organization multinational, global, international or transnational organization in using HRIS system architecture.

            In standalone system model is a single function runs in particular way which identify multinational model that is ultimately localized and highly decentralized.  Operating units will send the information independently by each organization to the global data warehouse. This model clearly identified a company as a Multinational HRIS model. This model is quite common in large, diversified multinational organization, particularly those that have grown through acquisition. This model is quite difficult to analysis data because taking a lot of time and effort and also only little control at the centre.

Data warehouse is related to international HRIS model. In this model, all operating units use the same software systems in order to reporting the information for each regional or country data warehouse. Global data warehouse will receive the report or information from regional. This model can increase resources in order to reduce the cost with standardized data such as sharing knowledge, commonness and standardized format but not everyone uses same database.

Besides that, a single integrated system model is related to global and transnational HRIS model. It is appropriate for global and transnational HRIS system because these types of system use the same screen worldwide which it is will adapt to the changes for different language in different countries. This model is most advances rather than data warehouse model and standalone model. There is only one instance of database that located at corporate at corporate headquarters. Updating any information for each branch or franchise the system automatically updates it throughout the organization.