CONCLUSION

Thursday, 6 December 2012

As the conclusion, the web- based employee learning and development should give to all employee including the employer itself. This is because to prevent any of the misconduct likes employer not follow the rule of employee act and so on. Besides that, it will help the employee to achieve the job advancement in the company when they have the high level of education by suitable training to the staff and also give them support by giving this system.

Others, the web based organization safety and health can give more benefit to 

employee because their right as the employee to protect themselves when any accidents record will put in the system and employees can make the claim. 

Lastly, web based compensation will teach employees to update the personal information in system. Besides, it can help employer to record the performance appraisal of the employee because it will influence the variable compensation.      (150 words)

CHAPTER 6: WEB BASED COMPENSATION AND BENEFITS PLANNING

Thursday, 6 December 2012

Web based compensation is the topic that our group had been presented and we stress on the overview of this function, components and application, pros and cons and also major changes. After the presentation, I ask to Dr Roya about the difference between long term and short term incentives and she explained to me that long term incentives is like pay-for-performance through KPI and pay-for-knowledge likes go to the training. While, the short term incentives likes medical expenses, socso, KWSP, insurance and vice versa. Here, have some information that I can share with you little bit about this topic. 

Based on Mathus and Jackson (2012), compensation is included the pay, incentives, and benefits rewards people to motivate themselves perform in their job. Cravens et al (2011) also said that incentives likes a compensation are one of the factor to increase the sales volume and profitability because the reward as symbolize to motivate the employees. During my Human Resource Management class, my lecturer said that if the company gives you high salary, mostly the benefit will least and if the company gives the cheaper salary, mostly they will provide high benefit.

However, there have 3 components in online compensation system which is:

• Fixed compensation- Fixed compensation is the base pay that the organization pay to every employee based on their role and position

• Variable compensation- Variable compensation is the payment/salary of the employees based on their performance or we can look to their performance appraisal whether they achieved the expected performance or not. Example of this compensation is bonuses, and incentives plan (Mazure, n.d)  

• Stocks. 

From the ARLENgroup (2011), the advantage of using this online compensation and benefit system is to help the HR in terms of give feedback towards any question related to the benefit and compensation in online website. Others, it can enhance the appreciation from the employee to their employer towards the benefit providers. But, the disadvantage of this system is it will make the high cost to the employer for every solution made. 

Since, by using the online compensation and benefit planning, it will give the benefit to the company, so, I will suggest to the company that I work in the future to used this online system but before I decide to us, I will analyze first whether it suitable or not to apply at that company. (400 words)

References 


ARLENgroup (2011). Employee Benefit Compensations. A division of Alliant Insurance Services, INC.    
        http://www.arlengroup.com/facts/fact_eecomm.pdf
Retrieved from December 2, 2012



Cravens. D. W, Le Meunier-Fitzhugh. K, and Piercy. N. F (2011). The Oxford Handbook of Strategic  
        Sales and Sales Management. United States: Oxford University Press.


Mazurek.S (n.d). Employee Benefits and Compensation (Employee Pay). © Copyright Carter
        McNamara, MBA, PhD, Authenticity Consulting, LLC. Adapted from the Field Guide to Leadership
        and Supervision. Retrieved from December 2, 2012. http://www.authenticityconsulting.com/


Mathus and Jackson (2012). Human Resource Management: Essential Perspectives. United States of          
        Amerinaca: South-Western c engage Learning.


Nam. C. S and Smith-Jackson. T. L. (2007). Web-Based Learning Environment: A theory-Based Design
        Process for Development and Evaluation. Journal of Information Technology Education, Volume 6.

CHAPTER 5: WEB BASED OCCUPATIONAL SAFETY AND HEALTH

Thursday, 6 December 2012

          In the next class, others group would present about the web based occupational safety and health. Here is some information that I can shared with you. Krueger (2011) explained the uses of occupational safety and health administration (OSHA) can help employees and manager gain any information that related with safety and health in the organization. The best thing is, when the employer can apply this information in their management. So, take this opportunity to aware about this safety and health to prevent any accidents, fatalities, injuries and illness happened in the workplace. Can you imagine the cost of the medicine if anything happened out of the box? It is too expensive. From the story of facilitators during I taking the degree + + in OSH, there have a lot of accident happened and can cause death especially for the industrial company that used machine to produce their product.

Based on York (2010), in the OSHA mission of Americans’ workers, to ensure the improvement of safety and health, the company will provide the training, outreach, giving the knowledge through education and also establishing partnerships. So, the method the company used is through online system likes e-Tools which are stand-alone, interactive and interactive. Besides that, it also included the web based training tools on OSH topic to make sure all the employees have the basic information about the OSH. 

York (2010) also stated that, the topic in e-Tools’ included Refrigeration, Battery Manufacturing, Construction, Eye and Face Protection, Logging, Noise and Hearing Conservation, Poultry Processing, Scaffolding, and Youth in Agriculture. Sai On Cheung et al (2004) explained, in the construction projects also used web based safety and health monitoring system called as Construction Safety and Health (CSHM). Here I will share the little bit information that I get about the CSHM. The function of CSHM is to detect any potential risk and hazards happened. This system also can identify safety and health hazards as earlier and as we always heard that prevention is better than cure. 

As the important to aware about the safety and health, I would like to suggest to a big company used this system because it can help the HR job easier and ensure that the record can be arranged smoothly. Others, it also can reduce any accident happened among the employee and employer. So, the employee will feel more comfortable without worries about the accident happened among them. (400 words)

References


Krueger. G. P (2007). Health and Wellness Programs for Commercial Drivers. Washington: Transportantion Research Board of the National Academies.

Sai On Cheung, Cheung. K. K. W, Suen. H. C. H. (2004). CSHM: Web-based safety and health monitoring system for construction management. Journal of Safety Research 35. 159-170

York. K. M. (2010). Applied Human Resource Management, Strategic Issues and Experiential Exercises. SAGE Publication, Inc: United Kingdom.

CHAPTER 4: WEB BASED EMPLOYEE LEARNING AND DEVELOPMENT

Thursday, 6 December 2012

Web based employee learning and development is a very easier topic to understand. This is because, I can feel the situation of learning since I am a student. Learning is the continuous process that never ends until we died. Nowadays, from the primary schools until the higher level of education included the organizations, they already used internet as their learning medium and it will give the benefits to learners and also the educators (Nam and Smith-Jackson, 2007). In the HRIS class, the presenters were presented about an overview, component, advantage and disadvantages, and also the application of this topic. So, I would like to share what I learn in class about this topic. 

According to Ozer et al (2003), web based learning can be happened in various type of learning style likes text, graphics, audio, video, animation, and simulation. The methods used can help the learners easier to memorize and also can make the learning more interesting. In organization, the learning process will happened during the training session and the transfer of learning will be happened after the training. From the knowledge that employees gain, it can help them to improve themselves either in terms of the skills or knowledge to apply in higher position. 

The advantages of using online training are the employees can learn any information that related their job at any time as long as they have the internet access. Besides that, the manager no need to give the training on that since the learners can access from the online. In addition, it can help the learners becomes more independent to find with their own. 

However, every pro must have its own cons. Web based learning also bring disadvantages to the organization. First, in the system have a limited in terms of employee assessment and feedback. When the employees not understand what they read in the online learning, they can ask the question in the feedback session but the admin will not directly answer the question. So, the employee should wait for the answer. Second, if the internet slows, the employee will hard to access the information smoothly.

As we can see the learning and development is very crucial part. So, in the future, if I am a HR Manager, I will make sure that all the staff will get the enough training in order to develop themselves as the productivity’s employee. (400 words)

Reference 

Nam. C. S and Smith-Jackson. T. L. (2007). Web-Based Learning Environment: A theory-Based Design Process for Development and Evaluation. Journal of Information Technology Education, Volume 6.

Ozer. T, Kenworthy. M, Brisson. J.G, Cravalho. E. G and McKinley. G. H (2003). On Developments in Interactive Web Based Learning Modules in a Thermal- Fluids Engineering Course. Int. J.Engng Ed. Vol. 19, No. 2, pp. 305-315. Printed in Great Brain.

INTRODUCTION

Thursday, 6 December 2012

       This is the continue story about my learning in Human Resource Information System’s class in webfolio 2. I will focus to the three chapters which are web-based employee learning and development, web based occupational safety and health, and web based compensation and benefits planning. 

In chapter 4, I will explain about the medium used in web based learning, the uses of system and also the advantages and disadvantages of the system. 

In chapter 5, I will explained about the uses of web based occupational safety and health, the method used in the system called as e-Tools’ and also the topic included. In addition, the example uses of web based in the construction project that called it as CSHM.

In chapter 6, I will explained about the differences between short and long term incentives, example of compensation, component in online compensation system, and also pros and con of this system. (150 words)

Summary

Thursday, 25 October, 2012

In chapter 1, I learnt about human resource recruiting and staffing that includes the online recruitment. The online recruitment objectives that need to be emphasized which are cost of the filling job opening, speed of filling job vacancy, psychological contract fulfillment, employee satisfaction, and retention rates, quantity, quality, and diversity of applicants.  

In chapter 2, I studied about the information and competitive advantage. There are five competitive forces that influences the competition structure which are rivalry of competitors within its industry, threat of new entrants, threat of substitutes, the bargaining power of customers and suppliers. The factors that influenced the achievement of competitive advantages also I cover it. 

Chapter 3 discussed web-based employee self service. The introduction of ESS has been clarified by explaining the usage of this system. Besides, it also included the advantage of this system such as give benefit to the employees the information that relate to the company and the employer also can directly get the various type of documents easily from ESS. (167 words)

CHAPTER 3: WEB-BASED EMPLOYEE SELF SERVICE

Thursday, 25 October 2012

There are two types of self-services which are employee self-service (ESS) and manager self-services (MSS). But here, I would like to discuss only on the employee self-service. O’Brien (2003) classified employee self-service as the intranet applications that give opportunity to the employees to look about the personal information and other things like HR Policies, and safety requirements (Kavanagh et al, 2011). Besides that, employees can also create, display, change and add up their own data in the intranet used at their enterprise (SAP AG, 2001). For your information, ESS is available 24 hours a day and it can be easily accessed as long as you have the internet connection.

We can say that this ESS looks like the UTM aims web, or we often refer it as students’ portal. So, via this aims web, the students are able to check on their account, personal information, result, and any advertisement. By using this, it will give benefit to the employee itself and also the HR Professional. This is because, when all of the informations are available in that system, the employees have to just update or change the information through online without having to go to the HR department. 

Other advantages stated by IBM Business Consulting are by using the ESS, the organization can save their budget and the employees easily get the information through the ESS without the human intervention. By using this system, it will increase the employees’ satisfaction in terms of the working environment, productive and engage in any organization activity.

Not only that, as mention by Reilly. P & William (2003), by using ESS, the manager can download the important documents like job evaluation questionnaire, format of job description, or the performance appraisal. While employees also can book training course and apply for the job vacancy in the company. 

From my opinion, this web-based self service should be implemented in all company as it brings a lot of advantages to the organization itself. It is more advanced and easier to use rather than using traditional method which costs a lot of time. But, remember that, all technology that you use will have their weaknesses like the system will become slow and ineffective when the internet connections are not too strong. Sometimes, when you forget to log out, other people can easily hack the account and take your information. So, be careful for that thing. (397 words)

References 

• Kavanagh, M.J, Thite Mohan, and Johnson, R D (2012). Human Resource Information System: Sage Publication Ltd. United Kingdom. 

• O’ Brien. J. A (2003). Introduction to Information Systems: Essentials for the e-Business Enterprise. New York

• Reilly, P.A., William, T (2003). How to get best value from Hr: The shared services Option. United States: Gower Publishing Company. 

CHAPTER 2: INFORMATION AND COMPETITIVE ADVANTAGES

Thursday, 25 October 2012 

What is actually meant by competitive advantages? Based on McLeod et al (2007), they classified competitive advantages as the used of information to make sure they are standing at the same level as other competitors in the marketplace area. Nowadays, the use of technology has become wider and we can say that everybody is relying on the technology to gain any information. 

According to O’Brien (2003), when the company uses information technology, they need to plan a strategic role of information system in order to make sure that the company is able to get the competitive advantage in terms of developing the product, services and capabilities. Below are five competitive forces mentioned by O’Brien that influences the competition structure:

• Rivalry of competitors within its industry
• Threat of new entrants
• Threat of substitutes
• The bargaining power of customers
• The bargaining power of suppliers

So, in order to make sure that the company can achieve the competitive advantage, they must ensure that all of these aspects are followed: 

• Cost leadership strategy –put the product and services in the lower price.

• Differentiation Strategies – develop new IT features to differentiate the product and services 

• Innovation Strategy – create and develop the new product and services that related to the IT components other than putting the quality as the important things that must be acquired. 

• Growth Strategies – to expand the management of regional and global business by using IT and also must always aware on the demand of current market level. 

• Alliance Strategies – to gain the relationship between the important people like customer in order to develop the information system. 

All of this I have learnt in the HRIS class, but it will be much easier to understand and apply if we can observe it in the real situation. So, it is recommended to have a discussion about the issues that happened in nowadays world as we will be able to identify whether there is any different competitive advantage or not. Besides, by learning about history, we will not repeat the same mistakes that have been done because we already know the negative impact of doing it. (361 words)

References

• McLeod. R, Jr., Schell, P. (2007). Management Information System, Prentice Hall, Inc

• O’ Brien. J. A (2003). Introduction to Information Systems: Essentials for the e-Business Enterprise. New York

CHAPTER 1: HUMAN RESOURCE RECRUITING AND STAFFING

Thursday, 25 October, 2012

Recruiting process is one of the processes in Human Resource Management. So, what is meant by recruitment? Based on Giri (2008), recruitment can be defined as the process of attracting applicant and the right candidate will be chosen to be proceeding to the next stage that we called as interview which is in selection process. 

The recruitment processes are divided into internal and external recruitment and if the organization wants to save their budget, they would better hiring people from inside rather than outside. In the Human Resource Information Systems’ s book written by Kavanagh et al ( 2011), it mentions about the recruitment objective that need to be emphasized when using the online recruitment. There are:

• Cost of the filling job opening – when used the online recruitment, it will save your budget rather than using traditional method but the number of applicant will become increase because it is much easier to use online recruitment.

• Speed of filling job vacancy –any of the job vacancy will be shown in the company’s website. So, the candidate will only need to click on the website and fill in the form and send the resume. Thus, it makes the process of fulfilling the job vacancy becomes much easier.

• Psychological Contract fulfillment, Employee Satisfaction, and retention rates – From Argyris (1960), psychological contract (PS) looks like mutual respect between two parties (workers and employer). It is related to each other because when PS is positive, they will be satisfied to their work and tend to be loyal to that respective company.

• Quantity, Quality, and Diversity of Applicants – online recruitment have the tendency to get the higher number of applicants and the recruiter must screen which candidate have the qualification and skills that is needed by the organization. Other than that, the diversity in terms of the gender, age, and region will be found in the list of the applicants. 

So, the information I learnt and gained about this will surely be useful for me especially when I work for big companies like PETRONAS, IRDA and others. Nowadays, everything is said to be at the end of your fingertips and the technologies are even spreading to the rural areas. The knowledge about this must be owned by all HR professional including the students who wish to become an HR professional in the future (391 words).

References

• Argyris, C.(1960).Understanding organization behavior. Homewood, II : The Dorsey. Press, Inc. 

• Kavanagh, M.J, Thite Mohan, and Johnson, R D (2012). Human Resource Information System: Sage Publication Ltd. United Kingdom. 

My Self

Thursday, 25 December 2012

Bismillahirrahmanirrahim. Assalamualaikum and welcome to my blog. 

My name is Fatin Izzaty binti Mohd Hanaffi. I was born on 26th December 1991 at Hospital Kajang, Selangor. I have 4 siblings including me and I am the 2nd one which is the only girl among them. I further my studies to Johor Matriculation College in Tangkak within 1 year, I enter Universiti Teknologi Malaysia (UTM), Skudai, studying in Bachelor Degree of Science of Human Resource Development (SHR) until now. So, I am hoping that I can develop my potential and soft skill other than succeeding in my studies with 1st class honour in Bachelor Degree of Human Resource Development during 2014. InsyaAllah. 

Actually, Human Resource Information system (HRIS) is one of the subjects that I learn in this semester. Learning about HRIS is very interesting because we can know something about the systems. In the simply word, HRIS is used to manage the human resource in organization by referring the design of computerized systems. So, if you want to know more deep about HRIS, continue reading and follow my blog. Enjoy your reading~ (182 words).