Conclusion of Web Based Application

In conclusion, the web based application and system are gives the many benefit for the organization and also the workers. Using the web base application the organization can easily to doing the any task with properly. The exposure about the web based application for the employees can give impact positive such as this can improve the level of KSA among employees in computer skills. Although there are many advantages in web base, but the management need to be careful in managing its application. This case is important to make sure there are no mistakes in the delivery of information to employees. In my opinion, the management must keep up to date the information in the web-based application at organization to ensure that employees get the latest information the next it can reduce the error information in the workplace. (138 words)

Web Based Compensation and Planning

In the early days, all of the compensation planning is being made by the processor computers tracking payroll at that time it is very hard to handle. Then, in the 80s and early 90s is become the compensation planning shifting to PC, automating all of the HR tasks like job evaluation and salary planning. But, now after the early 90s come to an era where compensation planning is used by the managers with of web based compensation planning. Refer to Brink and McDonnell (2003), all the process used to design, communicate and manage pay are moving toward web applications.

                                

            Nowadays the web based compensation and planning are in website become a trend for the organization applying to prepare for salary planning budget and the level of salary every employees based on the merits system include employees performance evaluation, bonus allocation experience, and equity awards. Using the web based compensation models the managers can carry out salary planning functions much easier than was possible with paper based process.

            There has many advantages and benefits in the web based compensation and planning application for the organization. The first is it can save time for HR staffs to manage with deal to the employees. This is because  every employee can access the HR department through the web provided includes current information about compensation policy, program description, an explanation of qualifications and new forms of compensation from the web application. Besides that, the web based application can be using anytime at the 24 hours per 7 days. So, this give benefits for the employees to view their pay and benefits information and also employees can update their personal profile at home.

Other benefits gain from using the web base application is data automation. Automation of existing processes and procedures has cost saving benefits. Significant data automation relieves HR professionals from routine tasks such as data entry, filing and report writing. Data importing and exporting are made easy between other office applications software. Refer to the Wright (2003), estimates that a 12,000 person firm can save as much as $850,000 per years in administrative costs by automating compensation planning alone.

In my opinion, the web based compensation planning can help the HR department analysis the good way in compensation. So, explore about the web based compensation planning is important to the final years student in human resources.(392 words)

References:

            Brink, S, & McDonnell, S. (2003) e-Compensation. In the e-merging technologies go-to-guide. (pp.4.1-4.18). Burtlington, MA: IHRIM Press.

Wright, A. (2003), Tools for automating complex compensation programs. Compensation & Benefits Review, 35 (6), 53-61.

Stiffler, M. A (2011), Incentive compensation and the Web. Compensation & Benefits Review, 33 (1), 15-19. 

Web Based Occupational Safety and Health

Occupational safety and health (OSH) is related to the safety and health in the working environment. There have many organization in governmental bodies are promote occupational safety and health at work such as the National Occupational Health and Safety Commission in Australia, Occupational Safety and Health Council in Hong Kong and also Health and safety Commission in the United Kingdom.

The safety and health at workplace can be promoting in the education and training, community at the organization. The effectives of management of OSHA is depend who the organization preventing hazard in the workplace context by implementing with the comprehensive management of human resources and organizational strategy.  

 Web based Occupational Safety and Health is the best strategy that organizations use to give the awareness for the employees about the important of the OSH at workplace. Organization can use the own website to promote the safety among the employees. Using the safety and health web application facilitates the management can help the employee welfare to standardize procedures, risk analysis, approval measures and mentoring Job Hazard Analysis (JHA) process at the workplace. Besides that, it also can help the organization avoid the employees injuries with ensure the employees comply with OSHA standard through OSHA Compliance Assistance in their web based system that contains both online and written resources. These are including employee training resource, e-Tools, factsheets on specific health and safety topics, and guidelines for complying with specific regulations.

Other than that, by using the web based application occupational safety and heath the organization can gain more advantages for the organization such as the management can link the organization with the consultant or agencies of safety and health to get more information about the safety and health issues that can give knowledge for the all staff in organization.

The example of database application system OSHA is OSHA Performance and Tracking Measurement System (OPTMS) to obtain information on activities related to OSHA CPRA goals. This Web-based system requires no additional reporting because it includes 276 data elements that already exist in other OSHA data systems (GAO, 2001). Meanwhile, the Construction Safety and Health Monitoring (CSHM) system is the web-based system for monitoring and assessing construction safety and health performance. The design and development of CSHM is an integration of internet and database systems, with the intent to create a total automated safety and health management tool. (393 words)

References:

Carol Boyd, (2003) Human Resource Management And Occupational Health And Safety, Simultaneously Published In The USA And Canada

GAO (2001), Workplace safety and health OSHA should strengthen the management of its consultation program: report to congressional committees, DIANE Publishing.

J.Kavanagh, Thite, and D. Johnson (2012). Human Resource Information Systems (2nd ed). New York.

Norliza Katuk. (2009). Web-based support system for flood response operation in Malaysia. V.18.327.

Victorian Waste Management Association, (2006), Introduction to Occupational Safety and Health

Web-Based Employee Learning and Development

According to Serrat (2009) stated that a learning organization influence effectiveness in develop organizational. Nowadays, Employee Learning and Development (ELD) system is most famous. The internet is one example of technology that offers ways to increase learning, link resources and share valuable knowledge within and outside an organization. Using the internet organization can e-mail for accessing courses material and sharing information about the training, bulletin boards, forums and new group for posting comments and questions. The advantages of internet based training (IBT) are universal language, easy and affordable distribution, and new content and cheap technology. (Ronald R. Sims, 1998)

Besides that, the intranet also can give effective learning for organization. The primary benefit of an intranet is ability to focus the content to a particular reason while conquering many of the technology limitations inherent in the World Wide Web (www). With the intranet, the trainers can provide employees access to current training materials incorporating text, graphics, video and audio, available in self-directed mode at the PC and accessible anyway of geographic location. Computer manufacturer Hewlett-Packard is company recently completed on on-line, world-wide conference for about 2,000 employees involved in education and training (Greco 1997). The advantage of intranet is employees do not have to work around a set schedule and they will have complete written record of what transpired.

In the web-based technology and ELD system has the many function such as to handle and organize employees training, career planning and development. ELD system also can help in analyzing the career of employee based on their requirement and performance at the same it can propose the right training that need to upgrade and develop employees knowledge, skills and abilities. E-learning is example in the ELD system. The advantage of E-learning is can gain knowledge with low cost than attending training. Besides that, the employee also can improve their computer skills. But the ELS system also has the disadvantages such as lack of interaction among trainee. At the same time they can't refer any one if they didn't understand the information about the training.

Usually the organization has the ELS system has more support from the top management. This is because it related a many budget to develop and also the learning culture of the organization. For my view, for the one day the ELD systems are more useful in the organizations compare the traditional-paper method.  (394 words)

References:

Alan M. Saks, Robert R. Haccoun,(2010), Managing Performance Through Training and Development, Sate of America.

Alfred J. Walker & Towers Perrin. (2001). Web-Based Human Resources: The Technologies and Trends That Are Transforming HR. McGraw-Hill.

Ronald R. Sims, (1998), Reinventing Training and Development, State of America.

Serrat, O. (2009). Building a Learning Organization. Knowledge Solutions, p.46- 53

Swanson, R.A. (1987), “Training technology system: a method for identifying and solving training problems in industry and business”, Journal of Industrial Teacher Education, Vol. 24, pp. 7-17. 

Introduction of Web Based Application

For the second reflective, I take the three topics to discuss. All the topics are related to web based application but in different areas. First, web based employee learning and development. Second is web based occupational safety and health and the third one is web based compensation and planning

            Refer to Netsity Systems, web based application is a software package that can be accessed through the web browser such as the internet or intranet. The software and database be present on a central server rather than being installed on the desktop system and is accessed over a network. The web based applications can give the advantage of technology today to improve organizations productivity. The web based application also will give an opportunity in build a clear transition into the e-business world. (129 words)

Reference

Netsity Systems Pvt Ltd: http://www.netsity.com/webbasedapplication.htm

Summary

The information technology is important in business to ensure that the organization can manage the competitive force with well done. So, the organization must have the competitive strategy to compete the market profit. There are five competitive strategies which are cost leadership, differentiation strategy, innovation strategy, growth strategy, and alliance strategy.

            In HRIS there are four classifications of worldwide organizational models which are Multinational, Global, International and Transnational. Meanwhile, there have three architectures system like standalone systems, data warehouse model and single integrated system model. The most advance architectures model is Data Warehouse Model.

For the recruiting and staffing, the manager must have the good way in make the good strategic staffing plan. This plan allows a company to see its workforce as a source of competitive advantage instead of a hit to the bottom line. The e-recruitment is one technology and the internet to automate the staffing management process. (150 words)

Human Resource Recruiting and Staffing

Topic 3           : (Human Resource Recruiting and Staffing)

Date                : 15 October 2012

Venue             : D06-BK6

In the global, the organization must more effective with acquiring and selecting the qualified of employees. So, to ensure the organization can gain benefits from the staffing, the Human Resource Manager must select the suitable candidates at the recruitment process. According to Kanji & Asher (1996), recruitment needs to be filling by using benchmarking. It is to identify the quality of service and the gaps that exist between individual and organization. Then, staffing is the process of selecting and trains the individuals for the specific job and responsibilities. Nowadays, the most popular method is e-recruitment. Based on Schreyer & McCarter (1998), e-recruitment is the recruitment process, including placing job advertisement, receiving resumes, and building human resources database with candidates and incumbents.

 Reynolds and Weiner (2009) stated that online recruiting and staffing systems to get information about job seekers and the process to search a job opportunities. When positions are posted, job seeker information is collected, and tools for gathering evaluative information on candidates are deployed. All of this data must be maintained to ensure the roles in hiring process are effectively and properly. Mostly, the information generated during these steps like The Human Resource Information System (HRIS), the applicant tracking system (ATS), or within the system that deploys showing questions, tests, and other forms of evaluation. For example, Sime Darby has strategy in recruitment process with online application in online recruiting to select the candidates in “Career at Sime Darby” system online application. Form that system, candidates can choice the suitable career follow the qualification.

Mathis and Jackson (2005), “A survey of HR recruiters found that one-third of them felt Internet recruiting created additional work for HR staff members”. It is reasonable to expect an increase on the number of applications for a job opening in an economy suffering a crisis, such ours today. More emails to read, more resumes reviewing. But this can be dealt with the support of proper software. The advantages from web-based recruiting and staffing are time savings and cost of a newspaper or postage.

Recruitment and staffing process are important to ensure that good and suitable candidates for the working environment for any position to ensure the organization to prevent loss of profit. Besides that, as the student human resource the recruitment and staffing as a very good topic to lean to ensure I have knowledge when to work especially for recruiting new employee in using e-recruitment. (400 words)

References

Douglas H. Reynolds, John A. Weiner (2009) Online recruinting and selection: innovation in talent acquisition, John Wiley & Sons Incorporation, West Sussex, UK.

Hopkins B. & Markham, J. (2003). E-HR: using intranets to improve the effectiveness of your people. Gower Publising Limited.

http://www.simedarby.com/Careers_At_Sime_Darby.aspx

Knowles, J. S. a. V. (2000). Graduate recruitment and selection practices in small businesses. Career Development International, 21-38.

Mathis, R., & Jackson, J. (2005). Human resource management: Essential perspectives (3rd ed.). Mason, OH: Thomson South-Western.     

Moreland, S. I. a. N. (1999). Auditing recruitment and selection using generic benchmarking:a case study. The TQM Magazine. Volume 11, 333-340.

Othman. R & Musa,N. (2007). E-recruitment Practise: Pros vs. Cons. Public Sectors ICT Management Review.

Robert E. Ployhart, Benjamin Schneider, Neal Schmitt (2006) Staffing organizations: contemporary practice and theory, Lawrence Earlbaum Associates Incorporation Publishers, Mahwah, New Jersey.

                                              

Schreyer, R., McCarter, J. (1998). The Employer's Guide to Recruiting on the Internet Impact. Virginia: Impact Publications Manassas Park.

HRIS Systems and Systems Architecture

Topic 2           : (HRIS Systems and Systems Architecture)

Date                : 8 and 15 October 2012

Venue             : D06-BK6

HRIS system is a database designed to allow tracking of all sorts of personnel related information. The HRIS System is competent to identifying and tracking contacts with applicants, maintain necessary data on the status of each employee in the company like if the HRIS System needs to keep path of training functions for new hires and current workers, the planning software module makes it likely to plan the overall training program and also keep track of who has participated and successfully completed each section of the program.

Based on Bearman (1999), has four categories of worldwide organizational models. First, multinational is the responsive approach to implementation and management HRIS which being sensitive to local and regional differences. Second, global is the efficiency implementing and managing HRIS approach which build a single, standardized, and centralized system. Third, international is learning and sharing approach which implementing and managing HRIS by transferring and adapting knowledge and expertise to local organization. Fourth, transnational will base on all this three multinational, global and international.  That model use to build the organization performance more efficient.

In the systems of technology has three basic system architectures create in HRIS. First, a Standalone is operating system units run it own independent system with no worldwide standard place and no link with each other. These systems difficulties to do data analyze. Example, if the company has problem the information is not easily to be sent to the head quarter because the data are not in their system. Each unit business just update via email, fax or telephone. Multinational HRIS model in this system. 

Second, Data Warehouse, each unit operates standardized the using the same software system, each database are separate for each region or country and every units carry the same software version. This can maximize resources and save costs through common, automatically shared application and benefits to company dealing with retailer. This data warehouse be defined as international model that it is an intermediary from global system to multinational system. 

Third, Single Integrated system there are only one instance of the database, generally located at corporate headquarters. These model no need to separate reporting database because everything was link between each other and the date and information are automatically update. Although some organization choose in order to separate transaction processing of transaction from the report analysis. But, this model also uses the same screens worldwide, with appropriate changes language for different countries. Most company that will be using this model is the Global and Transnational HRIS Company. (419 words)

References

Beaman, Karen V. 1999. On Globalizing HRIS: Moving to a Transnational Solution. IHRM Journal. Pp-34.

Beaman, Karen V. 2004. Sourcing Strategies for the Transnational Organization. IHRIM Journal. Pp 29-38.

Beaman, Karen V. and Walker, Alfred J. 2000. Globalizing HRIS: The New Transnational Model.Pp 33-34.

Michael J. Kavanagh & Mohan Thite. (2009). Human Resources Information System: Basic, Applications, and Future Directions. SAGE Publications Ltd.