Summary

In conclusion, what I have learned in class has given me more information about application of information system in different aspect. In first topic, a web based employee learning and development is important and ideally as a long term benefit to organization. An organization often uses its information system in their learning and development in order to learn faster and more effectively than their rivals as to remain competitive.

 In the second topic, I have learnt that, use of internet compensation systems and web-based portals may greatly alleviate problems such as employees do not always read printed compensation materials and unaware of the compensation they receive in the organization. It is also improve the extent to which employees receive timely communication about their compensation and benefits. In third topic, Web based occupational safety and health is introduced as a system where organizations use the function for accident reporting and record keeping, safety and health training records and workers’ compensation claims at workplace.

(162 words)

 

 

Topic 6: Web based occupational safety and health

Through HRIS class, I get to know that the Occupational, Safety and Health Administration (OSHA) posted on its Web sites Safety and Health Topic Page intended to provide information to help safety managers and others demonstrate the value of safety and health to management. OSHA states that employees who invest in workplace safety and health can expect to reduce fatalities, injuries and illnesses.

 This should result in cost savings in a variety of areas such as lowering worker’s compensation costs and medical expenses, avoiding OSHA penalties and reducing costs to train replacement employees and conduct accident investigation. In addition, employers will often find that changes made to improve workplace safety and health can result in significant improvements to their organization’s productivity and financial performance. (Krueger, 2007)

The mission of the OSHA is to assure the safety and health of America’s workers by setting and enforcing standards: providing training, outreach and education; establishing partnerships and encouraging continual improvement in workplace safety and health. One of the ways that OHSA does training, outreach and education is with eTools, which are stand-alone, interactive, web-based training tools on occupational safety and health topics.

For example, eTools and the eMatrix are "stand-alone," interactive, Web-based training tools on occupational safety and health topics. They are highly illustrated and utilize graphical menus. Some also use expert system modules, which enable the user to answer questions, and receive reliable advice on how OSHA regulations apply to their work site. Expert Advisors are based solely on expert systems and v-Tools are prevention video training tools. Selected eTools are available as downloadable files for off-line use. Other training and reference materials are also available from the OSHA Directorate of Training and Education (DTE).

OSHA developed a database system which is known as the OSHA performance and Tracking measurement System (OPTMS) that helps to obtain information on activities related to OSHA’s GRPA goals. According to OSHA officials, this web-based system requires no additional reporting because it includes 276 data elements that already exist in other OSHA data systems. One hundred of the elements are relevant to the consultation program. For example, OPTMS tracks the number of consultations that are performed in targeted industries as well as the number of employees participating in the Consultation program that develop a safety and health program. Only the consultation programs in the 31 federal OSHA states provide data into OPTMS for evaluation.

(400 words)

References:

Krueger, G. P. (2007). Web based occupational safety and health. USA: Research Transportation Board.

 

 

 

 

Topic 5: Web based compensation and planning

Basically, compensation software has strong analyzing capabilities. It provides users with online reviews of various compensation reports that are pre-built in the system. Customized reports are also available to meet specific needs. Managers can view aggregated reports or drill down the reports by department, by work groups, or by individual. Users can conduct what-if scenario analyses and simulations in planning compensation budgets which improve the quality of strategic compensation decision making. (Liang, 2011)

I have learnt that there are various software in compensation and planning system. For example, PeopleSoft supports budgeting and salary planning by groups and allows multiple budgets. The systems include employee review functions to accommodate the needs of employee participation in the planning process. Roll-up budget reports and trend reports help executives to view overall compensation budgets. Managers can monitor total HR costs by headcount or by other user-defined factors.

Budget reports can review at all levels from individual’s jobs, pay grades, teams, department, to organization level. Interactive review gives users flexibility to get information that meets individuals’ needs. The system is able to perform compa-ratio penetration analysis by grade or job and to generate various legal compliance reports. (Global, 2011).Global payroll engine is a unique feature of PeopleSoft offering which enhances international payroll capabilities. It delivers predefined country specific compensation rules and offers extensive expatriate compensation management. Group build modules provide a centralized area of functionality that enables users to define a group’s membership based on any user defined criteria. This function facility the administration of team-based compensation plans.

Besides that, Oracle has provided some similar budgeting function such as supporting multiple budgets, reports rollups, and drill-downs. A unique feature of the Oracle product is the stimulate what if planning analysis. This function helps managers understand the consequences of various planning scenarios. The system can generate reports to track budget fulfillment.

In addition, My SAPHR support personnel cost planning and simulations. When planning managers can take compensation relevant data on organization objectives into account. Compensation budgets are generated based on input from line managers, accountings with integrated headcount planning capabilities. A centralized employee database is integrated with performance management, training, and staffing and recruiting and data are entered once and shared with all other relevant system.

With the web-based compensation software, an in-house job analysis is usually performed using an online questionnaire to collect information directly from employees, supervisor, HR and outside subject matter experts. After the surveys are administered, the software analyzes the data with pre-built statistical techniques and automatically generates a job description per job surveyed. Such job analysis is used as bases for job evaluation.

(430 words)

References:

Global, I. (2011). Enterprise Information Systems: Concepts, Methodologies, Tools and Applications. USA: Information Science Refences.

Liang, X. (2011). Transforming Compensation Management Practices through Web-Based Enterprise Technologies. China: IGI Global.

 

Topic 4: Web Based Employee Learning and development

Through HRIS Class, I have learnt so many things especially about application of Web-based in employee learning and development. Web-based tools have improved the way we promote employee learning and development. The world of e-learning is becoming broader from day to day as well as new technologies are implementing. So, there are growing opportunity which related to tracking of results, security, and interoperability. Although technical issues can easily affect our focus, it is equally crucial to ensure that the organization will gain the greatest benefits from the web tool investment.

Typically, the term e-learning has been used narrowly to refer online training as use for skills change and online education as use for knowledge change. More specifically, e-learning is known as Internet-enabled learning targeted at achieving organization objectives. Besides that, E-learning is a web-based form of computer-based training .This includes many different types such as online training, collaboration, electronic performance, knowledge management, and online learning management. All of these forms use the internet for learning purposes to create well develop learning outcome. The main objectives of learning should be to improve human performance and each of these Internet-enabled solutions should have an great effect on organization success.

Therefore, a great amount of skills training in organization is delivered through computers including the Internet. Some learning programs are computer-based without being delivered over the internet. For example, a CD might be used for product training. An e-learning course is usually carefully structured with specific lesson plans for the student. E-learning helps deal with the challenge of training workers who are geographically dispersed. Placing learning modules on social networking Web sites is a form of e-learning gaining some momentum.

Another key point of e-learning is that it is often interactive which is considered two way communications. The computer provides a stimulus to which the trainee responds. The computer then analyzes the response and provides feedback to the student. Some e-learning is delivering training content via MP3 players or iPods, enabling workers to receive training at anywhere and anytime without any obstacles. The system works by transfer training content into podcasts; employee can train anywhere, even on outdoor or indoor of the organization. Computer-based learning is good in helping employees learn conceptual information as well as hard skills such as about product information and principles of customer services. That’s why many organizations are now taking a balanced approach of classroom training which together with e-learning.

(406 words)

References:

DuBrin, A. J. (2006). Essentials of Management. USA: Cengage Learning.

Elkeles, T. (2007). The Chief Learning Officer: Driving Value Within a Changing Organization Through Learning and Development. United Kindom: Elsevier Inc.

 

 

 

 

Summary

In conclusion, what I have learned in class has given me more information about information system. From topic 1 until topic 3, it is all about information system that has been used in human resource field which give me a clear picture for this subject now. In first topic, a competitive advantage is important and ideally as a long term benefit to organization over competition. An organization often uses its information system to help achieve competitive advantage because information technology of an organization enabling to the implementation business strategy.

 In the second topic, I have learnt that, E-recruitment system is viewed as an important additional tool and traditional methods are continued to be used in recruiting process. In third topic, performance management system is introduced to improve both the quality and quantity of work done and to bring all activity in line with an organization’s objectives As retail business always faces high competition and deals with large numbers of employees, it is essential to have performance management system in order to achieve business goal and sustain for long run in the market.

(184 words)

Topic 3: HR Performance Management Systems

A performance management system, which is a combination of performance appraisal and development of employee, are the “Achilles’ heel” of human resources management. According to Amstrong (2006), employee performance management is the system that responsible for employee development by improving their capacity and commitment in working towards the achievement of meaningful shared objectives within an organization which motivated to the reach the business goal effectively and efficiently.

Besides that, Performance management system provide continuous support to organizations especially during taking important decisions about HR and also provide guides to organization how to align their business goals with their employee performance. Therefore, Performance management systems always focus on the relations between individual behavior and organization strategies and goals by defining performance that needed to achieve business goals. They combine traditional task analysis with strategies job analysis as goals and organizational strategies a part in the process.

Based on my understanding, an effective performance management system brings countless benefits for the organizations, which ultimately cascades to improve overall management performance. Firstly, it focuses on key objectives and priorities for the organization, aligning with the management by objectives and the organizational strategy as a whole.  Obviously people in the organization get clarity and shared vision and mission to put their efforts in the correct direction. This also ensures optimization of resource utilization, as people can avoid wastage of their effort pooling all these to the right direction.

Secondly, performance management acts as self-motivating for the employees as they get a clear picture about what they contribute to the organization and how their contributions relate to the organization’s success. Organization also provides the required support to the employees helping them to achieve the results. Thirdly, it allows organizations to monitor how their function as a whole, as it emphasizes on the achievement of targets assigned to the individuals. The monitoring process helps in identifying the performance gaps and thus acts as an important control device to intervene and improve. Fourthly, it helps organizations to align their important HR decisions like promotion, increment, transfer, training, manpower, etc.

In conclusion, I have learnt that the success of the performance management in an organization will depend on all the people involved in the process; the type of performance management system chosen, the implementation process and the rewards and recognition attach to the system will determine the motivational factors in the organization.

(399 words)

Reference:

Bhattacharyya, D. (2011). Performance Management Systems and Strategies. New Delhi: Dorling Kindersley.

Topic 2: HR Recruiting and Staffing

As I learnt before, recruitment is a process to identify the source of manpower to meet the requirement of the staffing schedule and stimulating and encouraging them to apply for jobs in organization. While, staffing means filling up a vacancy of positions in an organization structure. This process involves identifying workforce requirement, inventorying the people available, and recruiting, selecting, placing, promoting, appraising, planning the careers and training people.

In this topic, I learnt a lot especially about E-recruitment. Basically, E-recruitment system refers to the recruitment process, including placing job advertisements, receiving resumes, and building human resource database with candidates and incumbents. E-recruitment system has been adopted in many organizations either from large organizations to small size companies even in Malaysia. Most organizations are already using e-recruitment to post jobs and accept resumes on the Internet and correspond with the applicants by e-mail. It mostly conducted by using an organization’s own Corporate Web Site or a Web-based job site. In facts, this system brings the benefits to the organizations.

Besides that, E-recruitment system is a system use of Internet to attract high quality candidates, reiterate their company profile and branding and streamline application and selection processes. So, through this system employers can electronically advertise jobs, scan and store resumes, conduct test, and contact qualified applicants by using the power of the Internet to match people to jobs. 

Nowadays, e-recruitment system is an example of e-government applications. The e-recruitment system were to identify and reach large of qualified candidates, advertise with dispersed location, provide cost effective method, save the recruiting process time and increase image of organization. E-recruitment system can also increase the image of organization, especially when building a corporate recruitment site of innovation and flexibility. Furthermore, the organization which with a strong brand name and strong geographical presence found their corporate Website could able to attract more applicants.

 Finally, e-recruitment is considered as a very good tool to reach the global target. It appears that other than language barriers, which can be overcome and the Internet have no boundaries and it can speed up the recruitment process as well as reduce administration. So that, E-recruitment is something that cannot be ignored but the process should conform to all the criteria of more traditional approaches and should be regularly monitored to ensure that it is delivering the required result.

(395 words)

Reference:

Arun Kumar, R. S. (2000). Personnel Management Theory And Practice, 3 Vols. Set. Delhi: Mehra Offset Press.

Cushway, B. (2004). The Employer's Handbook 2012-13: An Essential Guide to Employment Law . Britain: Kogan Page Limitated.

Harold Koontz, H. W. (2008). Essentials Of Management. New Delhi: Tata Mcgraw-Hill.