CONCLUSION

In a nut shell, the information that provided in this blog can give extra knowledge in facilitate the operations of managing the employees in the organization. In the meantime, I would like to address my appreciated to Dr. Roya that 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 more about the current trends. With that, it enhances my general knowledge which can develop my skills when used the web based application. 

Web Based Compensation and Planning

Compensation and planning includes many things beyond straight salary and regular planning. It also includes perks, benefits, stock options, etc. HR management team has to balance these cost against what your employees according to their asset value, and varies their seniority with others new employees.

In olden days, all company around the word is familiar with using Microsoft Excel or others spreadsheet type software to manage or organize their compensation and planning. Microsoft excel and others spreadsheet software fail to provide matching budget and financial modelling capabilities to show the workflow issues related to execution of compensation and planning cycle effectively. Nowadays, web-based compensation and planning has been introduce and invent to all HR team management to provide matching budget and financial modelling capabilities that show the workflow issues related to execution of compensation and planning cycle effectively. The web-based compensation and planning is invent to make the planning more easily record and efficient in the progress.

Some of this problem has been solve since the invention of the web-based compensation and planning which is failure to communicate and access your organization’s compensation and planning data. In olden days, many organizations rely on managers to convey messages about compensation and planning. So, it will be possible that not all the employee will hear the organization compensation and planning. Nowadays since the web-based compensation and planning is invented, the problem has been solved by the system 24/7 accessibility. All the employees can access the compensation and planning information by going to the organization site everywhere and anywhere the employees’ desire.

Besides that, another problem that occurs in olden days is that a lot of room and space needed to keep track of the employee’s files of compensation. The problem has been solved with the web-based compensation and planning because all the employees compensation data will be stored in the company or organization database which can be access anywhere because the data is save in the company online database which do not require room and space.

There are lot of advantage using web-based system. Some of the advantage is that the data is more manageable because it can be manage and access by many end user workstations at a time. Another advantage is that the system can secure the data. High Security can be implementing to the data of the employees to protect their personal data. If in the olden days the data is unprotected and exploit to high risk of stolen of employees files or loss of employees file. Another important advantages of the web-based application is that the system can dramatically reduce the company cost for support and maintenance. 

Web Based Occupational Safety and Health

What is occupational safety and health (OSH)? From my reading, OSH is a cross-disciplinary area concerned with protecting the safety, health and welfare of people engaged in work or employment. The purposes of these programs include fostering a safe and healthy work environment. OSH may also protect co-workers, family members, employers, customers, and many others who might be affected by the workplace environment.

By using the web based occupational safety and health in the work place, can give more useful information for both employees and employers. Through this web site, the employee can easily access and get the important information. Their functions include promoting safety and health in the community, education and training, consultancy services, research, strategies development and information dissemination.

Here are the examples of situation that occur when the organization implement this new technology replace for the traditional method. Automatic OSH reporting will be supported by warning systems within the HRIS to ensure all staff has updated their OSH training and specific to their role. Organizations with sophisticated systems are now using these capabilities to regularly gauge employees’ OSH knowledge base on online test provided through the ESS portal. Those who fail the test, which pops up on their screen when they switch on their computer at the start of a shift, automatically receive notice of the need to complete an online module covering the topics failed. Their manager will be informed of the results of the initial test and any follow-up tests required. The supervisor will also be alerted to the need for the employee to undertake additional training if any modules are not successfully completed.

In addition, web-based information system can help in producing the security reports to the other units of the organization either in the global or local. For organizations that have a transnational network, web base OSH is the most effective medium to disseminating information. This is because when the headquarters of the organization have the latest information on OSH, each unit will be notified. Similarly, if the headquarters need information or reports of OSH they only need to access to the web site. 

Web Based Employee Learning and Development (ELD)

ELD is a tool that can help both organization and employees to reach their target achievements and goals either organization needs or individual needs. Use of this web based is to enhance the knowledge development of employees. Besides, it also plays a role to raising and improving the job performance and the result of productivity of an employee in the company.

There are several advantages of implementing ELD system, which is more cost effective. Although developing an ELD system may requires an amount of budget from the organization, this system can be used for years with only minor updates required. Besides that, the accessibility of the ELD system had further ensured the cost effectiveness of the system. More employees can reach the system within seconds. So, more information with details can be found in the ELD system compared to the manual system. This system has brought a lot of benefits for organization and employees itself due to the self-service system that employees are able to make assessment and development by themselves. Besides, they can enhance their interpersonal development through this system and at the same time improved their computer skills.

There are also has disadvantage of implementing this technology in the organization. Which is, reduce face to face communication among employees and environment in the organization will lack of interaction between employees and managers.  Although questions can be asked through online system, however, the answer given may not be the answer which the employee wants and this may lead to miscommunication and also job, task, or role ambiguities in the organization.

While studying this topic, I understand that with both advantages and disadvantages exist, the ELD system was still favoured by organization. It happened because it is crucial in helping the organization to arrange and witness employee trainings, developments, and achievements. With the ELD system, employees can be armed with knowledge, skill, and ability to face daily tasks. Besides, ELD helps the employees to learn ways to overcome job stressors and maintain their passions at work place with various programs provided.

From my point of view, there is no doubt that ELD system is an effective and efficient system which helps individual employee and organization in preparing the employees with their future work and improve employee’s performance and the organization’s itself. 

INTRODUCTION

Hello everyone. Welcome back! Now is the time to update my HRIS blog. Today I would like to discuss three more topics that I’ve learnt during my lecture class with DR. Roya. These three topics include on web based employee learning and development, web based occupational safety and health and web based compensation and planning. From my point of view, all of the information’s from these topics are very interesting, valuable and beneficial for my future career. I would like to share some information and my understanding with all of you. These blog entries will give you more understanding and extra knowledge on HRIS. 

CONCLUSION

As a conclusion, these three topics are about the technology in human resource management. Using technology especially through the internet is very benefit to the human resource field. With this kind of advanced, it may help the HR practitioner to do their work easily and also help the organization to run smoothly. There are a lot of advantages that can get through this advanced, but there are also got the weakness while using this technology. So, as a human resource practitioner, we must know and be smart on how to use this technology wisely and try to overcome the weaknesses. In order to have an effective result in all of the activities in HR field likes, recruitment and staffing, web based employee self-service, and also the information and competitive advance, we must alert with the technological changes and try to adapt with this new technology. With that, we as a HR and organization as a whole can get the fully benefits while using this new technology. 

INFORMATION AND COMPETITIVE ADVANTAGES

A competitive advantage is significant and long-term benefit to a company over its competition, and can result in higher-quality products, better customer service, and lower costs. Establishing and maintaining a competitive advantage is complex, but a company’s survival and depend on its success in doing so. An organization often uses its information system to help achieve a competitive advantage.

There are five competitive strategies in HRIS, which are cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy. In cost leadership, the objective by doing this strategy is to become the lowest-cost producer in the industry. The traditional method to achieve this objective is to produce on a large scale which enables the business to exploit economies of scale.

Second is differentiation strategy. This strategy is to differentiate firm’s product from its competitors. Product differentiation is a competitive business strategy whereby firms attempt to gain a competitive advantage by increasing the perceived value of their products and services relative to the perceived value of other firm's products and services.

Example of differentiation strategy:

On the Dell Inc. Web site, customers can select the options they want and order their computer custom built to these specifications. Dell’s assemble-to-order system is a major source of competitive advantage.

Third is innovation strategy. To me, innovation means offering things in different ways and creating new combinations. Innovation is about finding new ways of combining things generally. This innovation is to find new ways of doing business, means that unique products or services, unique markets and radical changes to business processes to alter the fundamental structure of an industry.

Forth is growth strategy. The growth strategy is the best plan and decision of the company in order to enlarge their company capacity to produce and expand it into a global market. To do well in any business organization must develop a long-term strategy. Making consistent decisions in all aspects of a firm's operations is difficult without a well-defined and clearly integrated strategy. By far the most widely pursued corporate directional strategies are those designed to achieve growth in sales, assets, profits or some combination.

Last is alliance strategy. This strategy is to establish linkages and alliances with customers, suppliers, competitors, consultants and other companies. It also includes mergers, acquisitions, joint ventures and virtual companies.

References:

1) Ralph Stair and George Reynolds, (2009). Fundamentals of Information Systems 5^th edition.