Conclusion

HRIS

WEBFOLIO 2

CONCLUSION

As the conclusion of the topics I choose, web based occupational safety and health is also known as occupational safety and health system. It is software used by the organization to identify, protect and control the employees of the causes of illness and accidents. When OSH system implemented, it can help HR manager to reduce compensation associated with injuries. If the system is not implemented, the rate of death of an employee will rise and so will increase the rate of cost to pay compensation to the employee.

While, web based employee learning and development is a system that have been used as a method to make the manual learning and development of worker easier. It is also one of the many technology-mediated learning and development applications being practiced. Employee learning and development (ELD) system is using for plan and observe the employee training, career development and the employee’s performance.

For outsourcing in the internet era is not new in human resource administration. Online outsourcing also is the internet-based version of outsourcing.

INTRODUCTION

HRIS

WEBFOLIO 2

INTRODUCTION

To subject human resources information system, we have been asked by the lecturer, Dr. Nur Naha Mansor to make webfolio 2. For the second webfolio, I have selected three topics for review made ​​by me. The title are web-based occupational safety and health, web based employee learning and development and outsourcing in the Internet era.

            To introduction, I will summarize the three topics I selected. Web-based employee learning and development, and web-based occupational safety and health are among the applications that use the system to simplify and speed up the work to be done by human resource managers. While to turn it online outsourcing is one way in which a manager can obtain information accurately and filtered for use by the company.

Web Based Employee Learning and Development

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WEBFOLIO 2

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Web Based Employee Learning and Development

The definition of development is a continuous process of systematic advancement, of “becoming increasingly more complex, more elaborate and differentiated, by virtue of learning and maturation”. In an organization concept, development is ensuring that employees possess the Knowledge, Skills, and Ability (KSA) required fulfilling future roles in the organization. While, learning is the process of assimilating new knowledge and skills in consequence of experience or practice that will bring about relatively permanent changes in behavior. Learning and development of employees is also known as the training and development of employees. It is related to the field of organizational activity aimed at raising efforts as well as individual and group performance in the work environment.

            Web based employee learning and development is a system that have been used as a method        to make the manual learning and development of worker easier. It is also one of the many technology-mediated learning and development applications being practiced. Programs through CD-ROM and computer-based training are more familiar with trainers and developers.  To effectively manage web-based learning and development managers need to look at different aspects.  These areas include the design, training, development, and implementation skills. Employee learning and development (ELD) system is using for plan and observe the employee training, career development and the employee’s performance. From that, manager can know or can identify what training and development that their employees needs.  Next is can analyze the employee career development. When using this system, managers can see the potential or the progress of their workers during they do their work. So, from that, managers can create the new job or give them appraisal such as promote them, give extra bonus and so on for potential worker. It’s can automatically increase the loyalty among the workers. Other than that, ELD also can analyze the present program that is succeeded. Using this system, organization can observed whether the learning or training they served for their employees is succeeded or failed. When the training is succeeding, employees can used the knowledge from that learning to improved their performance and development.

            One of the advantages using this system is interactive. This is because, employees can explore themselves about their training and development and  this system is full with colors and abstract that can attract employees to know about this system. While, one of disadvantages is software updates may be very costly. This is because organization needs excellent software to do their work effectively.

                                                                                                                     (405 words)

REFERENCES:

• Michael J. Kavanagh, Mohan Thite, Richard D. Johnson,. Human Resource Information Systems (Basics, Applications, and Future Directions), Second Edition.
• TRAINING AND DEVELOPMENT. (n.d.). Retrieved December 4, 2012, from WIKIPEDIA, The Free Ecyclopedia: http://en.wikipedia.org/wiki/Training_and_development

Outsourcing in the Internet Era

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Outsourcing in the Internet Era

Outsourcing is the practices of contracting with vendors to perform human resource services and activity. Outsourcing is not new in human resource administration. Online outsourcing also is the internet-based version of outsourcing. This process is when one department, or indeed a whole area of work, transfers tasks and projects to a third party company. As they can be easily achieved through the internet, it is mostly services within IT and marketing that are most often sourced out to a third party. Examples of such tasks could be programming and web design, multi-media production, logo design or search engine optimization not forgetting services like translations, research and editorial work. In this case, online platforms can serve to simplify the process of attaining and assigning projects.

Online outsourcing also is the business process of contracting third-party providers (often overseas) to supply products or services which are delivered and paid for via the internet. Online outsourcing emerged in the early 2000s, along with advances in internet technology, as a viable option for SMEs and entrepreneurs who lacked the necessary financial resources to meet the costs associated with traditional forms of outsourcing. Outsourcing or freelancing marketplaces play a pivotal role in connecting buyers of outsourced services (small businesses and individuals) with providers of outsourced services (freelance workers).

Online outsourcing brings many opportunities both for the service contractor and the service provider. Due to varying international wage rates, costs of up to 70 percent can be achieved by Outsourcing online services from countries with high wage levels to countries with low wage levels. In particular, for small and medium sized businesses and Entrepreneurs the Online Outsourcing model brings many financial advantages, as it is these people who have to rely on a tight budget. Moreover, this can mean an additional and often more efficient source of revenue for service providers from countries with relatively low wages.

There are a few advantages of online outsourcing. Firstly, with the availability of online outsourcing, companies can focus on our core business. This is so because with the internet everything is at our fingertips. Managers can find a variety of information via the internet. Besides, online outsourcing can also help improve the skills of IT managers to find the right information to be used in the company.

Sometimes online outsourcing also has its own deficiency. Among them the organization would suffer major problem if you cannot figure out how to use this application properly. Second, loss of competitive knowledge.

                                                                                                                         (410 words)

References:

• ONLINE OUTSOURCING. (n.d.). Retrieved December 4, 2012, from WIKIPEDIA, The Free Encyclopedia: http://en.wikipedia.org/wiki/Online_outsourcing
• Michael J. Kavanagh, Mohan Thite, Richard D. Johnson,. Human Resource Information Systems (Basics, Applications, and Future Directions), Second Edition.

Web Based Occupational Safety and Health

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Web Based Occupational Safety and Health

For web folio 2, I have chosen to make web based occupational safety and health topics. First of all, I want to explain what occupational safety and health. Occupational safety and health is generally related to the welfare, safety and health of employees working in an organization. It is important to create an environment or the working environment safe and healthy. In fact, it also can reduce the causes of accidents in the workplace as well as controlling the risk of accident and health workers. It is also enshrined in Occupational Safety and Health Act (OSHA) 1994. Therefore, each organization needs to ensure that all persons involved in the organization (employees) are safe and healthy.

Now I will explain what it's about safety and health based on the web. It can also be known as occupational safety and health system. It is software used by the organization to identify, protect and control the employees of the causes of illness and accidents. In addition, this system also allows for speed up human resource manager's job to know about the health and safety of workers.

HR administration managers must be aware daily of any safety problems in order to meet OSHA regulation and ensure that all information about safety and health of the worker is up-to-date for OSHA inspections. All covered employers are required to notify OSHA within eight hours of any accident involving either a fatality or an in-patient hospitalization of three or more employees.

In addition, there are also some policies that need to be met by the organization in compliance with the occupational safety and health. Among the policies to be followed by the organization are:

1.       Protecting the safety and health of all members of the organization and others who may be affected by the work carried out.
2.      Preventing work-related fatalities, disabilities, injuries, ill health, diseases, property and environmental damage and near misses.
3.    Complying with relevant OSH national laws and regulations, and other requirements to which the organization subscribes.        

When OSH system implemented, there are several advantages, among them manages health and safety data, ensure compliance with regulations, promote healthy behavior, reduces compensation associated with injuries, accountability and so on. Even if the system is not implemented, the rate of death of an employee will rise and so will increase the rate of cost to pay compensation to the employee. In addition, employers are also facing problems to pay costly early retirement, loss of skilled staff, and high absenteeism due to work-related accidents and diseases. 

                                                                                                              (419 words)

References:

• Benefits of OHS. (n.d.). Retrieved December 1, 2012, from BenefitOf.net: http://benefitof.net/benefits-of-ohs/
• Hamzoui, E. E. Occupational Safety and Health Management System (OSHMS).
•  Occupational safety and health. (n.d.). Retrieved December 1, 2012, from WIKIPEDIA The Free Encyclopedia: http://en.wikipedia.org/wiki/Occupational_safety_and_health
• Michael J. Kavanagh, Mohan Thite, Richard D. Johnson,. Human Resource Information Systems (Basics, Applications, and Future Directions), Second Edition.

CONCLUSION

HRIS 

WEBFOLIO 1

In conclusion, the HRIS is actually software that facilitates the work of a HR manager. With the advent of advanced technology, so it can launch and accelerate work and improve the quality of services and products. Examples kinds of web-based employee self-services. On the website with all data and information easily available. It also can strengthen the ties between top management and employees.

Summary information and competitive advantages for the company to produce a particular product at a cheap price but with best quality. This will cause the competitors will face pressure on their profit rates were falling. For HR performance management system. This system is actually able to assess the seriousness employees do their jobs. This also allows the top management to monitor every activity performed by its members. In addition, the employer shall provide appropriate rewards to the performance of their work such as bonus and so on.

WEB BASED EMPLOYEE SELF SERVICES

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WEBFOLIO 1

BLOG 3

Web based employee self services is an electronic instruments that will help the employee know the latest information such as viewing and printing your payslip and payment summary, booking annual leave, booking long service leave, booking special paid leave, booking sick leave, and etc. It also allowed employee to update their information in the HR website in each company. To access this website, employee must have the internet.

Moreover, this web based also do the promotion about the vacancies available in the company. So, the people of the outside of company also can access this website to fill the vacancies form. For example, the individual who has applied for job online through this website that can be access from HR website for that company. The solution is easy to install and features full administration and configuration capabilities that make it possible to balance the need for security with easy employee accessibility during and after normal business hours. This website also has advantages and disadvantages.

The first advantage is improved the speed and quality of service to employees and managers. When company developed this web based, it automatically can save their time. For management, using this web based they can search the information about the employee faster than before. Then, employee also cannot go to management office to get the payslip just print from the website.  Second is simplifying routine inquiries and changes in particular. It means if any changes happen in the organization, employees can know the latest information through the website. Moreover, management also can save their money from print out the information for each employee.

Third, self-service portals enhance employee satisfaction by permitting employees to control when and where such access activities occur. From that portal, employees have chances to arrange their activities in the company such as their union activity. Other than that, employees also can give a suggested about the activity they want to do. So, top management can know what activity their employees want to do. It also easier to management to observe their employees activity.  

From disadvantages side are first, permitting employees to access company data through this self-service websites may increase the possibility of security breaches and associated negative outcomes from affected employees such as copying or theft the identity. This problem can be handling if the company develop security password to log in this website. It means, employee must get the password from office if they want to access this website. 

References:

• Michael J. Kavanagh, Mohan Thite, Richard D. Johnson,. Human Resource Information Systems (Basics, Applications, and Future Directions), Second Edition.
• SMARTSTREAM WEB EMPLOYEE. (n.d.). Retrieved 2012, from http://www.infor.com/content/brochures/employee-self-service.pdf/

HR PERFORMANCE MANAGEMENT SYSTEMS

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Performance management system are usually internal organization have using it, but the data must have linkage with the other system for each department such as staffing, training and development, rewards and payroll and etc. It also is used as working tools by managers to save all data about their employees. Then, the data must be in secured because it related to their personal information of their employees. The data also must be linked to each department or system entire in the organization.

Performance management process consists of three parts. That is performance planning, performance observation, and providing positive feedback and or corrective feedback. The periodic performance summaries must be developing to serve a planning of performance for the next time period and providing the data for manager of HR to make decisions.

            Performance management system also can be fail if the managers not fully understand how the system works. The reasons why the performance management system was fail are lack of leadership support, lack of rewards, communication challenges, lack of monitoring and lack of evaluation.  Firstly, lack of leadership support. The implementation of the system must get the support from top management. This is because top management is the leader in organization, so leader should be analyze or observe the performance of their worker. Then, if the worker knows that they have been observed by managers, they will improved their work performance to get the rewards from manager such as bonus.

            Second is lack of rewards. A reward system must be creating for the staff. So, if the staffs know about that system of course they can work hardly to get higher rewards. The rewards such as bonus, promotions, merit rewards and etc. Third is communication challenge. A proactive communication strategy must be followed along the implementation of the performance management system. Communication is the main key success of management. So, top management must send their staff to professionals’ communication training. This is because communication is link to get the feedback from the implementation that system.

            Next, lacking of monitoring. Performance management system implementation must be monitor continuously. This is because, if any problem with system, manager can detect it so fast. So, the prompt correction action will be taken as soon as possible. Lastly, lack of evaluation. That is important things in performance management system. This is because if the manager cannot evaluate in fluently will affect employee salaries.

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

·         10 Reasons Why Performance Management Fails . (n.d.). Retrieved OCTOBER 2012, from http://regenesys.co.za/2011/03/10-reasons-why-performance-management-fails-and-how-to-remedy-them/

INFORMATION AND COMPETITIVE ADVANTAGES

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Information is a sequence of symbols that can be interpreted as a message. Information can be recorded as signs, or transmitted as signals. Information is any kind of event that affects the state of a dynamic system. Information also the data that has been verified to be accurate and timely. It also can help to be more understanding and decreasing the uncertainty. The value of the information is it has the ability to influence a behavior, decision and outcomes. There are many ways if you want to get the information such as from survey, observation, and search from the internet and so on. So, the organization must filter up the information first before used it.

A competitive advantage is an advantage gained over competitors by offering customers greater value, either through lower prices or by providing additional benefits and service that justify similar, or possibly higher, prices. In competitive advantage, competitive strategies. The strategies included cost leadership, differentiation strategy, innovation strategy, growth strategy, and alliance strategy. 

For competitive strategy, the first strategy is cost leadership. This means that companies doing business should be a low-cost producer. This will help users reduce costs and can increase the cost of our competitors. For examples, eBay.com. It conducts the business of selling goods online. Therefore, the company can reduce the costs involved if we do not do business significantly such as cost for promotions, rental and etc. so, from that this company can sold their items at lower price.

Second, strategy differentiation. Strategy differentiation is a strategy that allows customers to differentiate a product produced by a company. For example, Dell Computer. These companies give their customers the opportunity to book their own computer based design. Third is innovation strategy. Innovation strategy means that company produced the unique of their product and services. It will help the customer to recognizing company’s product. Apple computer, for example, they using their own software for their computer. That’s why the market for Apple computer always increasing every year.

Next strategy is growth strategy. Growth strategy is the strategy to develop company’s capacity to produce excellent and good products and services. It also can help company to expand their business into global market. If company was expanded, company should diversify and do some modifier into their product. The last strategy is alliance strategy. This strategy helps company to establish their linkage and relationship with their customer, suppliers and also competitors.

References:

·         INFORMATION- Wikipedia, the free encyclopedia. (n.d.). Retrieved OCTOBER 2012, from http://en.wikipedia.org/wiki/Information

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

· DEFINITION OF INFORMATION. (n.d.). Retrieved OCTOBER 2012, from http://www.businessdictionary.com/definition/information.html

 

INTRODUCTION

HRIS

WEBFOLIO 1

My name is Siti Aisyah Binti Mohd Nuruddin. I am originally from Johor Bahru. My last education is at UTM International Campus Kuala Lumpur in the Diploma in Technology Management (Accounting). I am 21 years old. I was born in 11 August 1991 in Pontian, Johor. I am the eldest of four siblings. I have two younger sisters and younger brother. I love to watch movies, eat and go out with friends. I live in Pasir Gudang, Johor. Before diploma, I go to school at the Technical School of Commerce, Johor. My father was a retired while my mother a housewife.

I took a course of Bachelor of Science (Human Resource Development) because I want to be a Human Resources Manager. Besides, I am also interested in interacting with other people. This is due to my character of talkative and friendly. I took this course because do not want to take accounting courses.