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. 

    

WEB BASED EMPLOYEE SELF SERVICE

What I understand about this topic is Employee self-service (ESS) actually is a web-based application that provides employees with access to their personal records and their payroll details. The most common features of ESS allow employees to change their own address and contact details. This portal will allows employees to access key information 24 hours a day and 7 days a week.

Some examples of ESS web-based that has been used in UTM:   

    

This web-based is like employee kiosks. It will provide updates in employee status and other information initiated and made by the employee themselves via these kiosks. This ESS benefits administration and will certainly speed up services delivery and ensure that the employee data is updated. An alternative to this ESS application is to use of interactive voice response systems. This service is a web delivered application, so if the employees have access to the internet, they can changes in their address, marital status, phone numbers, answer their own questions and resolve their own issues quickly, easily and conveniently. Passwords, documents approval, and role assignments ensure that only authorized employees and personnel have access to the records which assures confidentiality. 

Others functions for this web-based are learning about employee benefits online, enrolling in benefits as a new hire or at open enrolment, viewing paystubs, tracking time off information and requesting days off, clocking in and out or filling out an online time sheet, setting goals and completing performance reviews.

The benefit of implementing ESS is cost savings. In terms of cost savings, the primary gain is in reduced costs for delivering human resource and payroll services to employees. When employees have access to self-service, they are able to answer many questions independently, thus lowering the number of phone calls to the HR and payroll departments. When employees and managers are able to update information online, less money is spent on paper forms. Because employee information is captured electronically and sent to the appropriate approver or database, less time is spent processing employee transactions. There is no rekeying of data from paper forms.

In summary, there are many high-tech components to a human resources management system. But, a huge amount of value can be achieved through effectively setting up and maintaining an employee self-service portal.

References: 

1)Nancy Anheier, SPHR, Sharyle Doherty December (2000). Employee Self Service. http://www.hrrevolution.com

2)Crispina Rafol Corpuz (2006). Human Resources Management (Revised Edition). Rex Book Store, inc. 

RECRUITMENT AND STAFFING

Recruitment and staffing is a topic that interesting to discussed, that’s because in the recruitment process there are several technique that can be used to implement in order to make the recruitment process effective. Nowadays, the most popular technique that had been used in the recruitment process is by using the internet. It’s well known as e-recruitment system which is stands for online job application and processing system for employers to advertise their job opening and for candidates to submit their application via the internet.

The goals of the recruitment function are to identify, attract and hire the most qualified people. However, this task has become quite challenge in today’s world because there are growing competition for talent in the labour market. In order to find qualified talent, many companies are increasingly being required to expand their search for applicants beyond local and domestic area. As a result, they have begun using the internet to attracting job applicants.

Using online web based information in recruitment process has several numbers of impacts on the recruitment objectives. It’s include the cost, speed of filling job vacancies, psychological contract fulfilment, satisfaction and retention rates, quality and quantity of applicants and also the diversity of applicants.

In my opinion, there is a good step for each company to implement this system in their organization. From the previous research, it shows that using the online recruitment does reduce the costs. For example, one study shows that organizations saved 95% of recruitment costs when they used online recruitment as opposed to more traditional methods like newspaper. With these different costs, it has prompted many organizations to replace more traditional systems with online recruitment. So it appears that online recruitment can save companies money when compared with traditional methods, but these cost savings are not necessarily apply in all organizations.

Through this system, it also can help to speed up of filling the job vacancy. Research has shown that online recruitment can decrease cycle time and increase the efficiency of the process by allowing the organizations to spend less time gathering and sorting data. The quantity of applicants also include in the impact of using online recruitment. Online recruitment is extremely convenience for applicants and is available to them 24 hours per day. So, it may result in a large number of applicants for every job opening.

In summary, I think e-recruitment and selection system need to be taken into the organization in order to always keep pace with the technology advancement.  

Reference:

1)Michael J. Kavanagh, Mohan Thite, Richard D. Johnson, (2011). Human Resource Information Systems 2nd Edition, Sage Publications, Inc.  

ABOUT MYSELF

Assalamualaikum w.b.t. and welcome to my blog :)

Hello, I’m Nasuha binti Abdullah,22,  I’m originated from Johor Bahru, Johor. I was born on January 4^th 1990. My background studies were start in an Islamic Primary School. Then I take my O-level (SPM) in SMK Dato’ Usman Awang. I had offered to Maktab Sultan Abu Bakar or English College to take my STPM (A- level), and now I get the opportunities to further my study in Bachelor of Sciences in Human Resources Development at UTM. Alhamdulillah, this is my 3^rd year studying this course and I found that HR is the most important department in an organizations and HR can also be called as the HEART of an organization. Without good HR team or Department, I am sure that it is hard for the organization to run their business smooth and will be less effective, not efficient and also unproductive.