Conclusion

          As a conclusion, human resources information system helps management do the tasks effectively and on time. For web based employee learning and development, web based occupational safety and health and web based compensation and planning could be effective and efficient if people in organization has knowledge about technology and system. Without knowledge, even in organization has proper web based system; the output of organization would be decrease and be left behind from others competitors. By using this system, organization’s operations would going smoothly and accurate. In addition, manager can identify and determine employee’s need effectively in order to help employees achieve their knowledge, skills and also abilities in career. Moreover, employees will have new skill by doing E-learning and indirectly would be more intelligent by using technology. 

Blog 3: Web Based Compensation and Planning

Compensation can be defined as employer ability impact to attract and retain employees in organization. This impact is wanted to ensure the optimal level of employee performance in organization’s objective. There are two types of compensation which are, direct compensation and indirect compensation. For direct compensation is form of wages and salary such as base pay and incentive. Normally, incentive is for business because employee will get sales bonuses or commissions. Besides, indirect compensation is form of benefits such as for legally required benefits; employee may have social security or group health benefits.

There are three types of compensation, which are fixed compensation, variable compensation and stock. For fixed compensation, includes bonuses, pay wage and merit pay or cost of living. Fixed compensation is typically set or change on usually annual basis. Each employee usually has only one active fixed compensation record, even though employee who is paid can have more than one.  However, for the variable compensation there are individual incentive plan, group incentive plan, and profit sharing plan and productivity gain sharing programs. The last type of compensation is stocks which are restricted stock and stock purchase plan, phantom stock plan, stock grant, stock appreciation right and stock option.

This online compensation shows a web enabled approach to an array of compensation tools that organization can be gather, store, and manipulate information. According to Leibowitz (1983), there are three types of benefits from the employee’s point of view. First, there are non-taxable substitutes for private consumption expenditures such as employer finance health insurance. Second is there are taxable for private consumption which the employer can provide at low cost quantity. Third, the paid vacation and sick leave which also are taxable. Therefore, employer has their different way to composite the benefit among employees.

The advantages of compensations are the ability to create report and presentation for the management. In addition, let the manager access to the information which is useful both to them and to their employees. Moreover, the compensation also can improve effectiveness in terms of the accuracy of data by technology using system. However, the disadvantage of compensation is none. This is because the technology ultimate HR to their daily task effectively. Therefore, human resources information system helps manager to work faster and effectively to improve productivity among employees parallel with the organization’s goal. Here, an examples of compensation system that management in organization, for instance, the E-Compensation and E-Benefits system.

Reference:

1)      Arleen Leibowitz, (1983). Fringe Benefits in Employee Compensation. University of Chicago Press.  

Blog 2: Web Based Occupational Safety and Health

            Human recourse information system is stand-alone software for any areas in human resource management that used information system. The areas in human resource management are compensation and benefits, recruitment and selection, performance appraisal, training and development, employee record management and occupational safety and health.

            Occupational safety and health in organization are encouraged to have a proper rules and regulations towards the operation of company. This rules and regulations will drive employees to be more careful and effectively in doing their job, especially worker at high risk place such as plant. According to Occupational Safety and Health Act 1994, section 4 (a) to secure the safety, health and welfare of persons at work against risks to safety or health arising out of the activities of persons at work. That is mean manager and organization must to ensure that all employees in safe condition even they are working at high risk organization. Besides, sometimes the legislation role may not be appropriate to use if the level of awareness is low among employees (Surienty, 2012).

            However, sometime an accident occurs because of in inappropriate activities. According to Goetsch (2011), human error can be result as inappropriate activities. For instance, a person who undertakes a task that other people does not know how to do. Therefore, inappropriate activities will lead to accident and injuries at workplace.

            In organization, not only employer must take an action to reduce an accident, but employee also has to work hard in order to prevent an accident. There are several responsibilities and right of employers and employees have to know. Employers need to inform and train staff to ensure OSH practices are understood among employees and team members. Besides, employer should have a discussion with employees in order to solve their problem that relating to OSH at workplace.

            Besides, employees also need to work in safety condition, on other words they need to work safely in order to protect them during working time. If employees are facing an accident, they should report the incident to the manager, this is responsibility that employees must have. Reporting an accident very important to top management, this is because top management will take initiative to control and reduce accidents among employees. Therefore, every people in organization must take a responsibility to work safety and health condition.

            However, in construction field there are tools that can be used for hazard prevention. According to Zhou and friends (2012), tools like virtual reality, 4D CAD and geographic information system will help them to addressing safety issues.

References:

1)      Lilis Surienty, (2012).  Management Practices and OSH Implementation in SMEs in  

Malaysia. School of Management, Universiti Sains Malaysia.

2)      David L. Goetsch, (2011). Occupational Safety and Health for Technologist, Engineers,

and Managers. Prentice Hall. New jersey.

3)      Zhou, W., Whyte, J. and Sacks, R. (2012). Construction Safety and Digital Design: A Review, Automation in Construction. Elsevier Ltd.

WEBFOLIO 2

Blog 1: Web Based Employee Learning and Development.

            Employee learning and Development (ELD) is a part of Human Resources Information System. Usually learning term related which training but in this case learning term will be used to show the learning process of employees to achieve their goal. The purpose of the training and management development programs is to improve employee capabilities and organization capabilities (Watad & Ospina, 1999). Employee’s capabilities related to their knowledge, skill and attitude (KSA).

            ELD system help management plan and observe the employee training, career development and employee’s performance. Besides, ELD system also helps to analyse the employee career development systematically. In addition, ELD system help management to analyse the best program that is succeeds and also will suggest the program to other department to manage their employees.  

            According to Myers and Tan (2002), the best learning occurs when it is requires looking at the process as the medium as well as emerging user need. Through the process employees can relate their knowledge and experiences into their work, at last retention will be enhances. Therefore, employee will be more effective and productive worker parallel with organization’s goal. However, management also have to concern about style of learning. According to (Forrest & Peterson, 2006), to be effective, training and management development programs need to take into account that employees are adult learners. The style of learning will affect the training output.           

Training programs runs successfully with proper preparations like Training Need Analysis (TNA). But, how organization measures the effect of training to their employees? According to Kirkpatrick (1959) suggested using four criteria in measuring effectiveness training. There are Reaction, Learning, Behaviour and Result. These four criteria will help organization to measure an effectiveness of training program through reaction, learning, behaviour and result of employees after training program.

Therefore, to maximise employee’s effectiveness and productiveness after training and development, manager should constantly assess employee’s current training needs and identify employees need. This assessment will help employees achieve what they should to be achieved. The requirement of organization is to have productive employees, so that manager must obverse and analysis employee’s KSA in order to suit with the organizations goal. Organization should know how to influence their employees, this is because different employees will have different needs and these needs will change overtime as employees continue in their careers.

References :

Watad, M. & Ospina, S. (1999). Integrated Managerial Training: A Program for Strategic

Management. Review of Public Personnel Management.

Forrest III, S. P. & Peterson, T. O. (2006). It’s Called Andragogy. Academy of Management

            Learning & Education, 5(1), 113-122

Myers, M.D. & Tan, F.B. (2002). Beyond Models of National Culture in Information System

Research. Journal of Global Information Management.

Kirkpatrick, D. L. (1959). Techniques for Evaluating Program. Journal of the American

Society of Training Directors. 

Conclusion

            As a conclusion, using the technology in Human Resource Management (HRM) will help managers arrange and manage their employees effectively and efficiently. In other hand, Human Resource Information System (HRIS) give many advantages to the companies and employees itself. Employee also can access the system by themselves which is self-service to improve and develop their productivity in performance management.

            For the company whether multination, international, global and transnational company, the system will help them to decrease the cost and more efficient in term of time management to be more productive. Although the system is very easy to use and the report is easy to get to help manager in decision making process. 

Blog 3: Human Resource Recruiting and Staffing

             

             This topic explains about how recruitment and staffing happen in organization. Recruitment and staffing is two different meaning. Recruitment in human resource is to hire people in the organization. Recruitment also is the process to choose and select the right person, to the right place and at the right time. In other words, to promote an employment which are effective candidate, develop partnership and to reduce recruiting time and cost.

            According to Rajkumar (2004), recruitment is the searching and attracting of competence candidates to fill the position advertised. There are two types of recruitment which are internal recruitment and external recruitment. There are several objectives of the recruitment which are save the cost of filling the job opening, speed of filling job vacancies, psychology contract fulfillment and diversity of diversity applicants.

            Nowadays, global organizations have systems to remain competitive in their operation. For the recruitment employees, they have an e-recruitment which is the system that process employees’ recruitment using electronic resources. The e-recruitment helps global organization to select the right person easily, save cost and time. However, before use the system employees should know how the system works and how to use the system effectively.  

          However, staffing is the part of management and concern with obtaining, utilizing and maintaining a satisfaction workforce among employees. In staffing process there are identifying, assessing, placing, evaluating and also developing employees at workplace. Staffing also help organization to establish and maintain the personal relation at every level in organization.    Staffing include managing the flows of people into organization or to retaining them to the workplace. Staffing has several components to represent steps and activities to the flows. The chat shows the components of staffing.

         In Human Resources Information System (HRIS), help the company in recruitment and staffing organizing to the system.  HRIS model involves three components to access the report easily which are input subsystems, HRIS database and output subsystem. All the input or information will be process in HRIS database, and finally the report will occur in output subsystem.

References:

1)  K.Rajkumar, (2004), Recruiting and Retaining Employees. Pelanduk Publications (M) Sdn Bhd. Selangor.
2) Gupta C.B. (1999), Management and Organization. Sultan Chand and Sons Publisher.
3) Herbert G Heneman and Timothy A. Judge. (2006). Staffing Organizations. Mendota House, Inc. New York. 

Blog 2 : Transnational Human Resource Systems

            

               From this topic, I have learnt about the globalization in human resources information system. So, what is the globalization? According to Stonehouse et al, (2004), the word globalization is referring to the global development or worldwide business activities, competition among business and also national economics global independence.

             Human Resource Information System (HRIS) gives the companies benefits in their operations. However, organization operations are in different way because they are several types of organizations. This type of organization also has different size, goal, operation, networking and so on.

            How HRIS organize and the companies and systems? In fact, transnational model in HRIS is the combination of three models which are Multinational, Global, International and Transnational. According to Beaman (2000), Multinational can be labelled as ‘Multiheaded Moster” approach. This is because this type of company is the one that manages a portfolio of multiple, national system, allowing local operations. It also an independent organization which is distinct organizations is national boundaries. In addition, multinational is the localization and customization type. It suitable for the large company likes IBM, Oracle, Nintendo, and Wal-Mart.

            This model suggests that all power and authority are extremely centralized.  This type also takes an efficiency approach to manage HRIS. According to Barlett and Goshal (1989), the global company centralize key functions including marketing and finance. For instance Japanese firm which is Kao and NEC, they create the new technology products and spread it to their subsidiaries.  Next model is international model which is takes a learning and sharing approach to implementing HRIS with transferring the knowledge and skills to local organization. This model has many advantages to the organization. There are centralized control and process and at the same time sharing the best practice across the local business.

            The last model is Transnational model; combination of earlier three model. This model basically implemented in large companies with various in term of cultures. This model provides a product that designed to be globally competitive and adapted by local subsidiaries and market demands. However, transnational strategy is the combination of global configuration and coordination of business activities. The strategies consist:

•          Global knowledge is based on competence access to global markets.
•          Extensive participation in world market
•          Activities of global coordination and integration
•          Requirement of local responsiveness
•          Structure and organization differentiation

References:

1) Barlett C.A and Ghosal S. (1998) Managing Across the Border: The Transnational Solution. Hutchinson, Business Books.

2) Karen Beaman and Alfed J. Walker, (2000) Globalizing HRIS: The New Transnational Model.

Yip, G.S. (1992) Total Global Strategy – Managing for Worldwide Competitive Advantages. Englewood Cliffs, NJ: Prentice Hall.

3) George Stonehouse, David Campbell, Jim Hamill and Tony Purdie, (2004) Global and Transnational Business, Strategy and Management. John Wiley & Sons Ltd. England.

Blog 1: Information and Competitive Advantages

Nowadays, many companies are striving to be more competitive in business field. Therefore, information system of the company is one of the key to be successful. According to Pfeffer (1994), an information system can be defined as a combination of people’s activities in organization. The activities are like supporting organization’s operation, management and also decision making in term that people must be connected with the software called system. The information systems are used to connect the people’s activities in the matter of processes, data and technology.

According to A. Taebrejad (2008), Information technology may affect the competitive advantages. This is because information technology is changing the company’s operations. It will change the whole company’s process to create the products. However, organization can achieve sustainable competitive advantages using information technology to fulfill business requirement. Based on survey in Unites State of America, top managers have been asked about the role of information technology in organization success. They believed that more than 79% of information technology had a vital role in organization success.

 

Figure 1 : The Role Of Information Technology Success According To The Top Managers Of Some Companies In The U.S.A

As we know the information technology will affect the competitive advantages. The competitive advantages is one of the strategies in strategic management. These advantages are developed by differentiating an organization in business compared to other competitor’s opinion through stakeholder and customers. From other resource, it stated that the way management manage their people is more important because many sources of competitive success are less powerful. Therefore, companies should develop a different strategy in order to remain the competitive successfully.However, how the companies organize the system to be remain competitive? In business, there are several competitive force that may affect the company’s operations. Thus, company should develop strategies to handle these forces which are:

1) Rivalry of competitors within its industry 
2) New entrants into an industry 
3) Substitute products that may capture market share 
4) Bargain the power of customers 
5) Bargain the power of suppliers 

There are several competitive strategy has been introduced to companies. Which are:

1) Cost leadership
2) Differentiation Strategy 
3) Innovative Strategy 
4) Growth Strategy 
5) Alliance Strategy

All these strategies will help companies to remain their competitive to be more successful by using technology information system. But, it depends on how the companies strategy to organize them either in products, services or capabilities.

References :

1) Jeffrey Pfeffer. (1994). Competitive advantanges through people. American National Standard. USA
2) A.Talebrejad. (2008). The Role and Effect of Organization Technology in the Creation and Maintanance of Sustainable Competitive Advantages. Shahid Beheshti University

About Myself.

WEBFOLIO 1

Assalamualaikum, firstly my name is Fatimah Hamizah binti Sulaiman. I’m from Kuala Terengganu that famous with Pantai Batu buruk and Keropok Lekor. I’m a final year student of bachelor science of Human Resources Development at UTM. Before this, I already finished my Diploma in Technology Management at UTM Kuala Lumpur for 3 year. Then, I decided to further study in bachelor science of HRD because it’s my dream to become a trainer and want to help people in their career development, insyaAllah. Since I studied in UTM Skudai, it’s very surprising because Skudai campus is much bigger than UTM KL campus. More facilities are provided, and this is a real student life that I had with more challenges. I’m deeply interested in photography field and I always work hard to make a good photo quality. Same goes to my dream, I’ll work hard to make my dream comes true. InsyaAllah.