Conclusion

As I am finished did this web-folio about the web-based technology that was used in the HR, I have gained a new knowledge about it. Web-based business applications are the applications that will help the organization to simplify and automate core business routines, including the management of personnel.

Other than that, these applications will also serve the Web based of Human Resource Information Systems (HRIS) or Human Resource Management (HRM) solution, providing a central, accessible employee database with features including:

1.      Comprehensive employee files, including salary information.

2.      Tracking and management of Paid Time Off (PTO).

3.      A central, online location for company documentation including guidelines, policies, employee handbooks and more.

Moreover, there will be smart integrations with accounting and payroll systems, providing user organizations with a true Web based HRIS or HRM solution.

Last but not least, there are many advantages to implement this web-based technology to the organization. Web-based technology will provide a personnel management software solution, with information including, includes employee record management; compensation and benefits; recruitment and retention; training and development; performance appraisal; and Occupational Health and Safety (OSH). For me, it will be so useful for an organization to implements all of web-based technology in to their company in order to smooth the routines activity.                                      

                                                                                                                                          (210 words)    

Web Based Compensation and Planning

Compensation is the one of the most complex things in Human Resource Management, and attempting to present an overview is ambitious. Organizations faced with complexities of creating and administering compensation systems are increasingly turning to technology for help. Theorists point out that nearly all processes used to plan, communicate, and handle pay are moving toward Web application.

            The fundamental compensation system includes base pay, merit pay, short-term and long-term incentives, privileges, recognition awards, and attraction or retention awards. There are many processes linked with each of these, all of which must be synchronized. If that were not enough, there are also special populations that have unique pay processes: executives, sales personnel, scientists and engineers, expatriates, unionized workers and the whole panoply of temporary, contract, or part-time workers.

Base Pay is built around two processes, job evaluation and market benchmarking:

1.      Job Evaluation

·         Job evaluation creates an internal hierarchy of value. Every job that will be in the base pay system is evaluated on the set of scales, and a point score is calculated. Jobs are arranged by total points, and this forms the basis for a wages structure.

2.      Market Bench-marking

·         It will be used to price the structure (or individual jobs).

An employee is placed in the salary grade appropriate for her or his job. Each grade has a midpoint that serves as a proxy for all the jobs in that grade, and a range is built around that midpoint. Exact placement in the range is usually a function of performance and individual characteristics such as quality of degree and experience.

In a Merit Pay system, the size of the increase is a function of performance level and where an employee is in the range: the higher the performance, the larger the increase and, generally, the lower the place in the range, the higher the increase.

Short-term Incentives Pay system is rarely added to base pay and must re-earned every year. Typical short-term incentive programs include bonuses, gain sharing, goal sharing, small-group incentives, and a profit sharing. While the long-term incentives are primarily based on organization stock, options to buy organization stock, or phantom (make believe) stock.

Perquisites or privileges are rewards that are function of organizational status. On the other hand, Recognition Awards are low-cost or no-cost awards that are retrospective. Attraction or Retention Awards are one-time awards that are used to attract prospective employees to the organization or persuade them to remain with the organization, such as cash, stock options, benefits, or adjustments to benefit rules.

                       (421 words)

Reference:

•           Michael J. Kavanagh, Mohan Thite, Richard D. Johnson (2011), Second Edition Human Resource Information Systems (Basics, Applications, and Future Directions).

Web Based Occupational Safety and Health

Nowadays, there are many of organizations especially governmental bodies, serving to promote Occupational Safety and Health (OSH) at work. These OSH have their own functions such as to promote safety and health to the community; to give an education and training; consultancy services; research and strategies development; and information distribution.

            The Occupational Safety and Health Act; and the Occupational Safety and Health Administration (OSHA) both are parts of occupational safety law. The Occupational Safety and Health Act is the law that guarantee so far as possible secure and healthful working conditions and to preserve human resources. While the Occupational Safety and Health Administration (OSHA) take part when the agency that created within the Department of Labor to set safety and health standards for approximately all workers in the United States.

            Besides that, OSHA has its own standards and record keeping. For the OSHA Standards, OSHA will set general industry standards, maritime standards, construction standards, other rules and procedures, and issues field operations manual. The OSHA record keeping system that will ensure all the employers with 11 or more employees must maintain records of, and report, occupational injuries and occupational illnesses.

            OSHA inspections have already highlighted their priorities. Inspections of the imminent danger situations; inspections of catastrophes, fatalities, and accidents that have already occurred; inspections related to valid employee complaints of alleged violation standards; periodic, special-emphasis inspections aimed at high-hazard industries, occupations, or substances; and random inspections and re-inspections will be conducted.

            In order to ensure the OSH is successfully implements in to the organization, both of employers and employees have to fulfil their responsibilities and in the same time their rights would be taken care. The employers have to carry out their responsibilities to meet the duty to provide “a workplace free from recognized hazards; to be familiar with mandatory OSHA standards; and to examine workplace conditions to make sure they conform the applicable standards. Their rights are to seek advice and off-site consultation from OSHA; to request and receive proper identification of the OSHA compliance offer before inspection; and to get their officer guidance for the rationales of the inspections. In contrast, the employees has to obey with all applicable OSHA standards; to follow all employer safety and health rules and regulations; and they have to report hazardous conditions to the supervisor. Employees have the right to demand safety and health on the job without fear of punishment. For that, OSHA cannot cite employees for violation of their responsibilities.

                                                                                                                                                (410 words)

Reference:

•       Dr. Nur Naha Abu Mansor, Web-Based Occupational Safety And Health: http://powerpoint.office.live.com/p/PowerPointView.aspx?FBsrc=http%3A%2F%2Fwww.facebook.com%2Fdownload%2Ffile_preview.php%3Fid%3D169976246460182%26metadata&access_token=100000183094882%3AAVJLQmJeMSD529-9_zBElFS3ikmj00XRPJxkm8NUjVN0OQ&title=Web-based+OSH.ppt (Retrieved on 30th November 2012)

Web Based Employee Learning and Development

Training and Development (T&D) is also known as Employee Learning Development (ELD) is a part from Human Resource Information System. ELD systems have various kinds of functions such as planning and monitoring the employee training, career development and the employee’s performance and to analyze the employee career development. ELD systems also help the organization by recommending a training programs and periodic performance appraisal. It also will enhance the present program that is already succeeded.

            To develop and correct an employee’s performance and the organization itself are the purpose of Employee Learning and Development (ELD). The training programs are important in order to facilitate the employees to increase their knowledge, skill and attitude (SKA) towards their present job. On the other hand, all the development programs are the programs that were conducted in order to preparing the employees with their future work or task. ELD has to ensure the employees can keep on competitiveness and will perform well in their job. Besides that, it will also assist the employee to manage their stress due to the excess of work.

            There are five components of ELD systems, they are employee personal information, performance before training, training course, training transfer, and program evaluation. Plus, ELD systems have various types of functions. Employee information system has it function to allow every employee in the organization can have an access to the training and development that related to them. Besides that, performance before training will explain about the level of performance by each employee before attending the training program. The training course that includes the details of the training program will be implemented to employees who have been identified such as module, training methods, length of time and others. The employee continuous application of KSA required and appropriate during the training exercise into the organization are the functions of transfer of training. The program evaluations are the collective evaluations that have the quantitative in nature. Learning that explained quantitative and qualitative assessment of learner’s post-training to evaluate whether transfer of training will be occurred.

            The ELD system has five steps of application, the first one is to record all the information that related with rationale of training management, next is to rerecording, storing and analyze Human Resource’s information that related to training, and to fulfil the new position and promotion in an organization. Besides that, the employee can see their performance before training and the employee will know about what are the courses that will be conducted by the organization.

                                                                                                                        (415 words)

Reference:

•          Dr. Nur Naha Abu Mansor, Web-Based Technology And Employee Learning and Development (ELD) : http://powerpoint.office.live.com/p/PowerPointView.aspx?FBsrc=http%3A%2F%2Fwww.facebook.com%2Fdownload%2Ffile_preview.php%3Fid%3D367872819967834%26metadata&access_token=100000183094882%3AAVKK2rZzr81BjPwKhLghfIItDxH2i7yVNPR4RyVd4dQgAA&title=WEEK_9_-_Employee_Learning_and_Development.ppt (Retrieved on 30th November 2012)

Conclusion

After I have done this webfolio, I can conclude that an organization must make a decision about their ideal type of HRIS model to adapt in the most appropriate way to the organization structures. The three models of HRIS Systems and Systems Architecture have their own advantages and disadvantages features, in order to get the best results the organization must select and adapt the most ideal system to their organization. For the Transnational HR systems, I am aware that the Multinational, Global, International and Transnational are the four types of HRIS organizational models. The Transnational HRIS model is mostly useful for large, worldwide companies. Last but not least, the HR Performance Management Systems shows me such an important function of HR systems. Performance Management is all about the initiatives to enhancing, evaluating, and managing the workforce. Nowadays, it is so important for the organization to manage their workforces’ performance to maximizing the productivity. All of these systems; HRIS Systems and Systems Architecture, Transnational HR systems, and lastly the HR Performance Management Systems, play the most crucial and important roles in order to enhance the effectiveness and the efficiency of the HRIS to run smoothly as well as to help the organization achieve their goals.

(204 words)

HRIS Systems and Systems Architecture

There are three types of technological architecture of the HRIS Systems Architecture which are Standalone systems, Data warehouse model, and the last one is Single Integrated system model. Each one from the models has their own roles to an organization. From this Human Resource Information Systems (HRIS) systems and systems architecture, I have to agree that all of these three models have their own importance and uniqueness. The organization will select which one of the model which it will be more suitable to their organization structures. These selection processes will regardless the organization functioning as the multinational, global, international, or transnational organization by using HRIS system architecture.

Standalone systems - The most fundamental of models is the Standalone System Model, each operating unit runs its own autonomous system with no integration. Business units may send in updates via fax, telephone, mail, or in person. These communications may necessitate widespread translation and heavy data entry. The Standalone System Model makes it tricky to do data analysis. Even the most essential headcount reporting becomes laborious. This type of structural design clearly identifies a company as a Multinational HRIS model as the “many-headed monster” approach. This model is quite familiar in large, diversified multinational organizations, mostly those that have developed through acquisition.

Data Warehouse Model is another common model but this model is more advanced architectural model. All the Data Warehouse Model’s operating units use the same software system.  All units run the same version of the software, which helps to maximizing resources. On top of that, it also is saving costs through commonality, shared applications, and enterprise advantages in dealing with the vendor. This type of system is totally centered on the data mart; nevertheless, as opposed to the Standalone System model, the data come from all operating units automatically and in a standardized format. Such homogeneous data require little or no translation and are available to all operating units as soon as updated (within the rules of data privacy and protection). All users know how the data were generated and what each data component means. The limitation to this type of architecture, however, is that not everyone uses the same database. We typically see this type of architecture in an International HRIS model.

Single Integrated System Model is a type of model which is no requirement for a separate reporting database, although some organizations do opt for one in order to separate transaction processing from analytical reporting. Moreover, the single-system HRIS as well uses the same screens worldwide, with appropriate changes for different languages in different countries. Global and Transnational HRIS models will most commonly have a solitary integrated HRIS.

                                                                                                            (439 words)

References:

·         Dr. Nur Naha Abu Mansor, Transnational HRIS, Part 1, 2, HR Systems Architecture and Service Delivery and Model. : http://powerpoint.office.live.com/p/PowerPointView.aspx?FBsrc=http%3A%2F%2Fwww.facebook.com%2Fdownload%2Ffile_preview.php%3Fid%3D352272058196528%26metadata&access_token=100000183094882%3AAVL-Rq6N8vbyX6wXtx_KK1IPncWrh-BfUgcLrfj_TyJFow&title=Transnational+HRIS_Part+1%2C++2-1.ppt  (Retrieved on 20^th October 2012)