CONCLUSION

As a discussed in these topics, it can be conclude that three matters in HR which is ELD, Compensation, and also OSHA is an important to the organization and must be concerned by an employer.

For ELD, it can be conclude that the change of nature in business today is toward using the e-learning system within the organization system. In that way, employees can more access their training based on their performance, skill and succession plans. Moreover, it does also can reduce the direct cost, in term employees do not have to leave their workplace to participate in certain training.

Compensation and planning can be used to hire the right people, retain the high performers, and motivate all employees to perform at high lever. Compensation can also be used to motivate poor performances out of the organization. It also can motivate them to act in the desired way.

To make sure safety and health in organization will be organized properly, employers must make sure that OSHA will implement in their organization. In this matter, top management must take the lead to achieve policy in the organization. In the same time, management and workers must cooperate to make sure a good workplace safety in order to improve the morale of the organization.

WEB BASED OCCUPATIONAL SAFETY AND HEALTH

There are two types of OSHA in Human Resources. Firstly is Occupational Safety and Health Administration (OSHA) is a federal agency that has been misunderstood since it was created in 1970. It does provide employees with a workplace free from hazardous conditions. The agency has developed specific workplace standards and polices businesses to make sure these standards are met. Meanwhile, Occupational Safety and Health Act explain about the law passed by Congress in 1970 to assure so far as possible safe and healthful working conditions and to preserve human resources.

There are some purposes in OSHA, which is:

ü  To secure the safety and health of employees against risks to safety or health arising out of the industrial activities.

ü  To protect all persons at the workplace against risks to safety or health arising out of the industrial activities.

ü  To promote an occupational environment for employees according to their physiological and psychological needs.

OSHA has a standard regarding everything with workplace violence. There are regulations on how to report injuries, document your safety program and on countless other topics. Many businesspeople complain about the burdens of complying with OSHA rules, but it’s actually giving more advantages in the future.

Nowadays, for a fast feedback about safety and health in the organization, many employers using an advanced technology to detect any hazards or risk that maybe can harm the community in the organization. One of the systems is called Construction Safety and Health Monitoring system (CSHM). This system was created as a detector of potential risks and hazards, and also a warning signs to areas of construction activities that require immediate corrective action. This web based CHSM also enables to remote access, speedy data collection, retrieval and documentation allows the user to monitor the project performance over a certain period.

Other than that, HR also can use sensing and warning technologies which is advance in information, sensing, visualization and analysis technologies are enabling new forms of spatial awareness of construction job site conditions.

In addition, HRIS application in OSHA also practiced in the organization in order to collect data with the most effective methods. Within using a HRIS, it can be essential for the accurate, timely record keeping and reporting that facilities the performance of OSHA. These systems generate reports and documentation required by state and federal agencies, such as the W-2 Wage and Tax Statement, the Equal Employment Opportunity Commission EEO-1 Employer Detail and Summary Report, and the Department of Labor's Illness and Injury Report (OSHA 301 Report).

References:

1.      J. Kavanagh, Thite and D. Johnson (2012), Human Resource Information System: Basics, Applications, and Future Directions. 2^nd Edition.

2.      http://www.entrepreneur.com/encyclopedia/term/82598.html

3.     http://www.allbusiness.com/human-resources/workplace-health-safety-employment/11409-1.html#axzz2DzMlpOyi

4.      http://www.ehow.com/list_7392380_advantages-human-resource-information-system_.html

WEB BASED COMPENSATION AND PLANNING

Compensation is the methods and practices of maintaining balance between interests of operating the company within the fiscal budget and attracting, developing, retaining, and rewarding high quality staff through wages and salaries. Gary Dessler in his book Human Resource Management defines compensation in these words "Employee compensation refers to all forms of pay going to employees and arising from their employment."

Actually, worker’s compensation plan was voluntary for businesses. There are several strategies of compensation that may be affecting on the business:

Ø Improved employee morale and retention

Ø Increased employee engagement and productivity

Ø Strengthened governance and compliance with company vision and mission

Compensation divided to two categories which is fixed and variable compensation. The fixed compensation like is bonuses, pay wage, merit pay/cost of living adjustment and equity adjustments. While, the variable compensation is like individual incentives plan, group incentives plan, profit sharing plan and productivity gain sharing programs.

Within using a HRIS application in compensation and planning, it can help to centralized the database with provide small to mid-sized companies access to the technology and expertise to solve the administrative problems regarding with benefits and compensation information. Other than that, it’s also provides a system for organizations to administer and track employee participation in benefit and planning program. It’s including insurance, compensation, profit sharing and retirement.

 

The Basic of Compensation System

The employer that provides the compensation and planning in their organization can give more advantages whether to the company or employees. Compensation and planning can make employees more peace in mind. It’s because, when organization offering insurance to the employees, they will relieves from certain fears. As a result, the employees can work with relaxed mind. This matter also can increase confident level among the employees. As a general, every people want their effort to get acknowledgement. Employees can gain more confidence and abilities if they receive appreciate like rewards. As a result also, the employee’s performance will more increase.  

Meanwhile for the organization, it can produce low absenteeism among employees. When they enjoy with the office environment and happy with their salaries, they will be more diligent to coming work every day. Compensation also can make low turnover to the organization. It’s because, if organization offer and provide with fair awards, employees will more commitment to stay with their organization. In addition, it will contribute a job satisfaction among employees. They will happier by doing their jobs if they get rewards as a result from their services.

References:

1.    J. Kavanagh, Thite and D. Johnson (2012), Human Resource Information System: Basics, Applications, and Future Directions. 2^nd Edition.

2.    http://management.about.com/cs/people/a/CompPlanning.htm

3.    http://www.trueinfos.com/compenandben.html

4.    http://nnazir.hubpages.com/hub/Compensation-and-Benefits-Definition-and-importance

5.   http://blog.hortica-insurance.com/index.php/the-difference-between-employee-benefits-and-workers compensation/

WEB BASED EMPLOYEE LEARNING AND DEVELOPMENT

Training is planned and systematic processes that provide opportunities for employee in organization to acquire knowledge, develop skills, and improve attitudes (KSA) that needed to perform their duties effectively for achieve organizational goals. In other words, training activities are related to learning.

v  For an example, Chocolate Company has been using new technology worker program information storage in a database. Human resource officers should be sent to the training or learning provided prior to using the program. This is important so that it can be used effectively and effectively.

Development describes training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Development cannot always be fully evaluated unlike a training and education.

In the era of globalization and technology at this time forcing organizations to do more processes and activities with the most effective method to compete with growing market outside. Work-based learning is one method that combined theory with practice, knowledge with experience, in order to “get smarter faster”. It uses many diverse of technologies, but customary use among them is the leaning teams, and other interpersonal experiences. Learning dialogues are care with the surfacing, in the safe of trusting peers, social, political and emotional reactions that might be blocking operating effectiveness.

Critical Elements in the Work-Based Learning Process

Through an HRIS system, training can be more effective cost and also in business and decision making process. According to Noe, (2002), training software applications have been employed to record information associated purely with training administration purposes. It can be entire the whole of training and development from the below which is training need analysis until training evaluation.

Training and development software application can show the employee that having a good or bad performance. The information is from personnel records system that provides organizations with access to information about the skills, education, qualification, and such on. Through that information, the management will know and choose the right person to the right training at the right time.

The Systems Model of Training and Development

References:

1. J. Kavanagh, Thite and D. Johnson (2012), Human Resource Information System: Basics, Application and Future Directions. 2^nd Edition.

2. Joseph A. Raelin (2008), Work-Based Learning, New and Revised Edition.

3. http://www.citehr.com/19138-difference-between-training-learning-development-education.html

4. http://www.trueinfos.com/trainingandevelopment.html

CONCLUSION

Components of HRIS

Human Resource Information System (HRIS) is a system that was applied or used by most organizations. This is because the system can facilitate the activities of the organization and increase productivity by minimizing the costs. It can also help management and employees to enhance the efficiency and effectiveness of business processes for an organization.

As explained in topic 1, 2 and 3, it can reflect that by using HRIS system, these activities are much easier to manage. Each process can be faster and more efficient in identifying quality candidates. It can also help workers to do career development when they know the extent of their performance in the organization. In addition, employees can access an opportunity to update and select the course of training to suit their needs.

For the conclusion, it can be said that if company an implement the HRIS with full of knowledge and strategy, it may help the company success and sustain in the market to compete each other.

WEB BASED EMPLOYEE SELF SERVICE

Example of Employee Self-Service (ESS)

Employee Self Service (ESS) is a combination of technology and organizational change that enables users to interact directly with their human resource data to inquire, review and act upon transactions in the workplace (Anheier, SPHR, and Doherty: 2000). It’s also called as employee self service, manager self service, or employee direct-access systems.

Web based employee self-service is a win-win situations for both party, which is an organizations and also employees. For an organization, they can use the information from performance reviews and make a follow-up action to improve their quality. By using this system, it also can make the process of identify high quality candidates faster than usually. Directly, it also makes it more to be able to get a talent candidate before others competitor. For employee personally, an employee has a chance to view and update their information, can view and print pay slips and also access leave information or to apply for training course. This system also offer employee to access important information, helping to attract and retain the quality employees and build more effective communication in organization.

Based on The Hunter Group 2000 Human Resources Self Service Survey, they are applications for manager, employee, and strategic self service:

Self-Service Application

There are several advantages or benefits when organization using the Employee Self-Services System (ESS), in order to make employee more satisfaction and can improve productivity in their work. 

References:

1. The Hunter Group 2000 Human Resources Self Service Study

2. http://yfile.news.yorku.ca/2012/02/28/new-human-resources-self-service-system-now-available/

3. http://www.hrrevolution.com/Articles/ESS/

4. http://www.manageengine.com/products/self-service-password/active-directory-self-update.html

HR PERFORMANCE MANAGEMENT SYSTEMS

Employee Performance Management Systems is a means to ensure that every employees works in a manner which is aligned with organizational goals and which ensures that the employee reaches the maximum potential on the job. According to S. Denisi and W. Griffin (2008), performance management refers to more general set of activities carried out by the organization to change or improve employee performance.

Performance management process consists of three parts:

Process of Performance Management

At the beginning of this process, the workers and management will cooperate about the development of performance standards. The top management will develop a performance planning related with employee's efforts toward achieving specific results, in order to support organizational and employee growth. it's involved the goal and objectives, and providing a framework to ensure employees can achieve good results.
Once performance objectives and standards are established, a manager or supervisor should observe employee's performance and provide feedback to them. Manager or supervisor need to identify and reinforce strong performance by an employee. They also need recognize and encourage improvement that workers needed. It can provide informal feedback every day. Through an observing and providing feedback, manager or supervisor can play role in the employee's success and motivation to meet performance expectation and make a career development.
Employee performance management linked with employee productivity and organizational productivity. Performance management process should be provided with regular and systematically implemented. But performance evaluation is one of the steps in the performance management process. It is one of the most important things. Organizational need to provide self-learning materials and information to employees to make sure they know their position in the organization.
There is several importance of performance management in the organization:

The Importance of Performance Management

References: 

1. J.Kavanagh, Thite and D. Johnson (2012), Human Resource Information System: Basics,  

Applications and Future Direction. 2nd Edition.

2. Ricky W. Griffin (2010). Management. Cengage Learning: Business & Economics.

3. Angelo S. Deninsi and Ricky W. Griffin (2008). Human Resource Management. Houghton Mifflin 

Company.

4. http://www.hr.ucdavis.edu/supervisor/Er/PerfMgmt

HUMAN RESOURCE RECRUITING AND STAFFING

Recruitment is a process of acquiring, placing and will encourage potential employees to fill existing vacancies or positions within an organization. Based on Cascio (2006), the goal of recruitment function is to identify, attract and hire the most qualified people.

Hiring process usually involves advertising vacancies is through the print media, such as advertising in newspapers, flyers, or recommend them from friends at work. If there are candidates who are interested, they will send a resume to the organization by mail or fax. Human Resource Management organization will strain and review resumes selecting qualified candidates to the next process of the interview. Recruitment process like this is more of a traditional way takes a long time and high cost because of the problems faced by both sides.

Staff is candidates who have been employed in an organization. After they passed the interview and employed, indirectly they become assets of the organization. This is because the candidates are qualified candidates and potential to contribute new ideas to compete with other organizations. Each person has their own ability, so, organizations need to identify each employee and give them the opportunity to improve their ability like sending them to training related to their work and make talent management for the existing staff. Staffing department has responsibility to deciding on the right training at the right time and to the right person.

In the era of globalization and technology at present forcing organizations to do the recruitment process through the online system to facilitate the work and compete with other organization. Online recruitment methods involve the use of computer and internet. Through this, the organization will display the advertisement in website or network organizations. Candidates who are interested only need to fill in and send a resume online via email. The management of the organization will be easier and faster for screening the resumes, the resume. Indirectly, the organization will be able to reduce cost and time in doing the process of selecting candidates. In addition, organizations can reduce the cost of job advertisements through the print media as well as reduce the workload of the department of human resources in this process. (Raymond A.Noe, 2000).

Reference

1. Raymond A.Noe (2000), Human Resources Management, Publishing New York McGraw-Hill Companies, Inc.

2. J. Kavanagh, Thite and D. Johnson (2012), Human Resource Information System: Basics, Applications, And Future Directions. 2^nd edition.

3.http://www.streetdirectory.com/travel_guide/183711/human_resources/recruitment__human_resource_management.html

4.  http://www.chrmglobal.com/Articles/314/1/Recruitment-and-Staffing-the-Real-Difference.html

5.  http://www.chrmglobal.com/Articles/412/1/Staffing-Considerations-for-a-Changing-Market.html

INTRODUCTION

Assalamualaikum..

Fly to S.E.O.U.L

Hello. Annyeong-haseyo. My name is Asma Asmida bt Mohd Ali. I was born on 20^th February 1989 at Hospital Besar Melaka. However, my hometown is at Muar, Johor. People use to call me Asma, and As. My father’s is a Prison Officer at Penjara Kluang. My mother was just a fulltime housewife. I have four siblings and I’m a second in my family.

I’m graduated in Diploma Technology Management at UTM KL. After that, I continued my study at UTM JB in Human Resource Development. Now, I’m at last semester before graduate. Before that, I need make a blog in Human Resource Information System (HRIS) as one of a condition in this subject. I did not have any experience about blog but for this subject, I will try my best in order to present to my HRIS lecture’s Dr Nur Naha binti Abu Mansor.

My friends is DAEBAK!!!^^

DYNASTY OF HRD ^_^