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.