CONCLUSION

In a nut shell, as we know, many organizations work towards achieving the objectives in the pursuit of technology use is often associated with HRIS.  Besides that, there are have three of system that is related in HRIS which are Web-Based Employee Learning and Development, Web-Based Employee Occupational Safety and Health and Web-Based Employee Compensation and Planning.  In that case, all of an organization have to take part in developing system to enhance productivity align with organizational goals.  Furthermore, three systems is capable of affecting the efficiency operation of an organization.  Then, the system capable in providing ease of doing by the top management in terms of salaries, employee training and learning management through E-learning and recording about report on the health and safety of workers from time to time into the systems.  Other than that, each organization must make efforts in providing appropriate systems with human resource function which are training and development, compensation and health and safety at workplace that allows both employees and superiors always given the opportunity to always up-to-date about the advance of technology that are existence in working environment nowadays.  

BLOG 3

WEB BASED COMPENSATION AND PLANNING

Nowadays, there are many great organization take place in order to developing system management that are related with human resource information system (HRIS).  Hence, there is one system that is found in the human resource function of compensation is Web-Based Compensation and Planning.  In generally, we know and understand that HRIS can assist organization in order to improving productivity and wage management compensation to employees through the system which is via computerized system. 

Other than that, compensation planning are be made by the mainframe computer tracking payroll at any time it is very hard to handle due to the only mainframe computers are tracking all of the payroll and if anything happen to the mainframe will be affect the ability to give accurate amount of salary.  As we know, payroll is the one transactional process through compensation planning that is transferred to employees, state, and local income, but for payroll taxes are withheld from employees checks. Payroll system includes compensation data, benefits data and deduction data.  The employee can enter or update any data and control the data without need of the HR role (Thite, Mohan and Kavanagh, Michael, J, 2009).

Besides that, in HRISs has build a system in compensation and planning function that will help in processing employee payroll checks, taxes and benefit deductions.  For example, a Michigan-based company before this used a traditional system to keep track of compensation and benefit for its employees, but now this company has use HRIS to keep and track of 180 employees in 7 different locations.  This system provides accurate, up-to-date information about employees compensation and easy to access from different location (Williams, Chuck, 2009).

In addition, the role of compensation it’s so important in management tool for attracting and motivating the employees in order to compete with other organization.  However, there are have other names of Web-Based Employee Compensation and Planning that related in the compensation system which is e-Compensation.  This system is almost same with the Web-Based Compensation and Planning.  E-compensation to gather, store, manipulate, analyze, utilize and distribute compensation data and information and at the same time represents as a web-based enabled approach to a variety of compensation tools.  Therefore, this system have advantages that will help an organization to enhance into designing and administering compensation program towards in competitive environment (Stone, Dianna, L. and Geutal, Hal, 2005).

Besides that, Web-Based Compensation and Planning have several of advantages.  Firstly, this system its ability to create report and presentation.  This is because the system will be able in the efficiency operational of the organization particularly in the recording of the data on salaries and employees benefits.  Secondly is allowing the business to streamline the administration of employee compensation and benefits.   This advantage help top management in managing payroll employee benefit without using complicated system.   Lastly, the managers have ready access to information that is useful both to them and to their employees and do not have to go through a third party.  This is because it’s easy for manager to access the data without ask the favor from other consultation that requires in this field.  

Web-Based Employee Compensation and Planning also give implication to the management.  Firstly, online compensation and benefits subsystem will not leave HR departments “untouched”.  This is because employees have a authorities in order to manage and enter the data regarding their payroll and benefits without asking from the manager.  Secondly is E-Compensation and E-Benefits system seen to be the strategic integration of the HRIS with the company strategy, structure and culture.  This system can enhanced the productivity management of the organization, hence, ensure that to create a good environment by using the advance technology among the workers.  Besides that, Web-Based Employee Compensation and Planning is the one compensation tools that provided for management and administration that easy to access and record by employees.  At the same time, will improve the productivity and developing the image of organization at international stages.

REFERENCES:

Thite, Mohan and Kavanagh, Michael, J. (2009). Human Resource Information Systems: Basics, Applications, and Future Directions. United State of America : SAGE Publication

Stone, Dianna, L. and Geutal, Hal. (2005). The Brave New World of her: Human Resources in the Digital Age. San Francisco: Jossey-Bass.

Williams, Chuck. (2009). Management. South- Western: South-Western Cengage Learning.

BLOG 2

 WEB BASED EMPLOYEE OCCUPATIONAL SAFETY AND HEALTH

            Nowadays, have a lot of an organization developing an objective regarding occupational safety and health to ensure that any accident and injuries happen at workplace will be reduce.  Occupational health and safety (OH&S) is identified, evaluate and control the several of hazards that always exist in work environment especially at workplace (Francis, Lori. and Kelloway, Kevin, E, 2011).  Besides that, the role of human resources it’s important to protect workers, customers, suppliers  and public who are impacted by organization operational as well as to reduce the sick leave and medical cost.  Other than that, an organization should build and develop a system or software related to HRIS that requires employees always up-to-date about their personal information whether their receive training about OSH and quite frequently in accidents during the work.  Then, the purpose of OHS program is to prevent injury and illness, reduce the cost and property damage at workplace and maintain a productive of work by using the effective management processes and system.  Therefore, there are have a several of  areas that  need to be emphasize in OSH which are employee record management, compensation and benefits, recruitment and retention, training and development, performance appraisal, and Occupational Health and Safety (OSH).

Human resource information system (HRIS) has build and develop a OSH system requires employees log in to update about their personal information detail regarding the OSH.  These system it’s a very applicable to employees to access the data about their recent record regarding  fire safety training, medical claims, sick leave and report hazards.  OSH system have a many types that included under this system which are Construction OSH, OHS System Audit, Transport Safety, OHS Equipment Register, JSA Template, Incident Report Forms, Construction Site Sole Trade Pace and Environmental Management Plan.  For example, have a several digital tools for managing safety through construction such as the online databases, VR, GIS, 4D CAD, BIM, sensing/warning technologies for site hazard prevention and safe project delivery.  Online database it’s important in assessing competence of different stakeholders but VR and database technologies is to assist the user in identifying potential the construction risks contained in the design at the construction stage. 

Other than that, automatic OHS also reporting will be supported by warning systems within the HRIS to ensure all staff has updated their OHS training but specific to their role.  At the same time, organization that using sophisticated system before this, and now can build and develop  own system to regularly employees OHS knowledge through online tests by ESS Portal.  Those who are fail a test which pops up on the screen such as that appear on PeopleSoft Enterprise ePreformance Screen, then, automatically receive notice of the need to complete the topic failed Then, manager will be informed about the result of the test and follow up required test (Tatnall, Arthur, 2007).

Furthermore, OSH system also will give financial benefit to an organization.  Financial benefit it’s important thing that always organization emphasizing in order to avoid costly in manage the system.  At the same time,  top management will be satisfied with the OSH system that has develop in their organization to increase the efficiency of  management tool regarding OSH  system.  Hence, cost or budget planning must be aligned with the effort organization to build this system.  At the same time, manager will be know about the accident and illnesses history of employees that record in the system also to increase the awareness among employees to prevent accidents at workplace.  This is because OSH system will enhanced the effectiveness and efficiency management of organization also the process would be systematic rather than using sophisticated OSH system.

Besides that, OSH system it’s important as a tool for improving patient safety such as workers at workplace.  OSH system also requires that healthcare system have ready access to information that support learning from experience in order to promote systems that both prevent the errors.  Hence, all employee requires to fill up the forms in system at the same always up-to-date about the important information regarding their personal information whether has receive fire safety training or not before join the company and managers would be monitor the activities of employees, hence, always up-to-date the data in the system to future reference. 

REFERENCES:

Francis, Lori and Kelloway, Kewin, E. (2011). Management of occupational Health and Safety 5^th ed. Canada: Nelson Education.

Tatnall, Arthur. (2007). Handbook on Advancements in Smart Antenna Technologies for Wireless Networks. United Kingdom: IGI Global.

Thite, Mohan and Kavanagh, Michael, J. (2009). Human Resource Information Systems: Basics, Applications, and Future Directions. United State of America : SAGE Publication

 Take at 28 November 2012. Occupational Safety and Health Management System. http://www.safetyculture.com.au/.

BLOG 1

WEB BASED EMPLOYEE LEARNING AND DEVELOPMENT

Now, I will be more understand about the important of employee learning and development in organization.  Employee learning and development it’s important to see their knowledge, skill and abilities through learning that provide by organization.  Employee learning and development will be enhanced through the system that has already build in Human Resource Information System (HRIS) that suitable with changes in technology nowadays which is Web Based Employee Learning and Development.  At the same time, this system will help top management especially managers to ensure that all staff or employees has receive their learning through advance in technology in an organization such as by using e learning.  E learning is refers to by using electronic approach to facilitated the learning.  E learning also have a variety of media such as audio, video and other combined media including social networking technology (Thite, Mohan and Kavanagh, Michael, J, 2009).  However, learning and development system can be used to analysis in the employee training, career development and their performance.  It is because learning will be help to improve their knowledge and also to achieve the organization goals effectively.

Furthermore, many of large of organization has developed Learning and development System (LMS).  This is enable to tracking and managing the employee training such as company-wide online access that are provided by organization and at the same time to tracking employee compliance with training requirements (Strayet, Susan, D, 2005). Learning Management System (LMS) software it’s a one’s of system that carried out in an organization nowadays.  This software available within HR packages.  Hence, LMS are requiring for integration with the core system.  Then, LMs software will hold of the data with incurred in record of a learning expenses, as a employee learning data such as learning plan, history of training and qualifications from the personal administration database also as a learning resource inventory.  At the same time, all employees, managers and training staff will be used this software to planning and administer for all type of learning intervention (Palmer, Les., Hunter, Lan. And Boroughs, Allan, 2008).  Learning and development of employees can be achieved by using the system database for easy to access at any time.  For example, e learning let learner be able to learn at any time and place is convenience to their need and directly similar claims to other programmed learning in which under variety of distance learning, open learning and computer based learning.  E-learning also can be launched from LMs and the result will be restore automatically for a overall of entire course.  Web Based HR system that allowing the recording and monitoring the objectives, training plan and appraisal by performance management.  Hence, course attendees will be produce by MI which is the one of learning and development system (Palmer, Les., Hunter, Lan. And Boroughs, Allan, 2008).    

However, HRIS also produce another system through e learning which is Web-Based Training (WBT) also know as a Internet-Based Training .  This system shows that training and learning will be happen through online which is via World Wide Web. (Thite, Mohan and Kavanagh, Michael, J, 2009).  Besides that, learning and development it’s important thing especially for those whore are involved in learning process before going to transfer of learning that requiring learners to apply what their learn through e learning on the job.  Hence, HRIS it’s a platform to organization develop system regarding the learning and development for enhancing the knowledge, skill and abilities (KSA) of learners.

REFERENCES:

Thite, Mohan and Kavanagh, Michael, J. (2009). Human Resource Information Systems: Basics, Applications, and Future Directions. United State of America: SAGE Publication.

Palmer, Les., Hunter, Lan. And Boroughs, Allan. (2008). HR Transformation Technology: Delivering Systems to Support the New HR Model. England: Gower Publishing Limited.

Strayet, Susan, D. (2005). Vault Guide to Human Resource Career. 1^st edition. New York: VAULT Career Library.

WEB FOLIO 2

INTRODUCTION

Human Resource Information System it’s a platform to develop a knowledge, skills and abilities (KSAs) employees especially during using a system in at workplace.  Nowadays, have a lot of organization that already using any system in HRIS toward their organizational operational in achieve the organization goals.  Then, their also want to compete with other organization in order to get the advantages from the application of advanced technology across in the world.  Hence, Human Resource Information System (HRIS) developed a lot of system such as Web Based Employees Learning and Development, Web Based Occupational Safety and Health and Web Based Compensation and Planning to enhance performance of employees and organizational productivity.  All of these systems are build and develop from compensation, safety and health and training and development in human resource function.  Besides that, the more systems aids human resource practitioner in implementing HR task, there will be more efficiently in the use of information technology.

 

CONCLUSION

      In a nut shell, we can conclude that human resource information systems it’s so important in human resource function include recruitment, selection, staffing, performance management, career development, orientation and training, employee relation and health and safety.  The human resource function that I’m emphasized which are recruitment and staffing and performance management.  HRIS can help in recruitment in human resource function which is provide a systems online recruitment to attract application that want to get the job.   At the same time, that system also can help an organization to upgrade a system that can easy application to upload their resumes and also can reduced the cost of management from advertised the vacancy that already exist an organization from newspaper.  Other than that, HRIS can enhance the managerial skill especially for HR managers to evaluate the performance of employees through in the performance appraisal systems.  Besides that, HRIS can improve and enhanced the productivity of an organization. 

BLOG 3

HR PERFORMANCE MANAGEMENT SYSTEMS

            Performance management is ongoing process with providing feedback from managers or systems for employees that related to their performance.   Performance management ( PM ) systems or also known as a performance appraisal usually overall internal technology in an organization, then the data must linked to systems, including reward, staffing, training and development and career development.  Also, performance management important in management of an organization for evaluating employees, developing employees and managing the employees.

            Other than that, performance management function also integrated into HRIS that consists a more of tools and platform that become to automated appraisal systems process.  Automated system it is important system that user can easy to access the data and sent the report.  Then, the performance management system providing automated feedback and training to managers.  This is because automated systems can help managers to track and analyze the performance of employees and evaluate performance of the others.  From this managers can give feedback through the system that are already programmed about performance of employees.

 The human resource information system ( HRIS ) help organization in performance management system which is can save the data or information about development of employees.  Later, HRIS also can provide aggregate performance data and archived the data to trace long term performance through individually or team groups.  The all of data that are save in the systems can be made as a references for managers about the performance of employees for promotion of position in organization.  

Then, automated systems also useful because efficiently to trace the data about information personally of employees.  These system also automate human resource function such as pay, benefit, leave and attendance.  This is can help organization or managers to enter the data about employees whether they attend or not to workplace, that managers can know a frequently attendance of employees and leave that they take in one years.  From this, managers can know about their performance whether its good or bad as a reference for a future.

Other than that, human resource information system ( HRIS ) also advance for performance management system especially produce compensation systems through technology such as basic pay, incentives and rewards.  For example, for awards, employees can use the web sites in recognition programs, that all employees can go online and find the comparison with other employees that also can give motivation to employees.    However, decision support for rewards can be using by Web-based compensation modules.  This modules can help managers to enter the total of basic pay include incentive that are provide by an organization  to this tools.

 

a                            Reference :

1.      Johnson, Richard, D., Kavanagh, Michael, J. and Thite, Mohan. (2011).  Human resource information systems : basic, applications and future directions, 2^nd edition. United Kingdom : Longman.

2.      Waddill, Deborah, D. and Marquardt, Michael, J. ( 2011 ). The E-HR advantage : The complete handbook for technology-enabled human resources. United State of America: Nicholas Brealey Publishing

3.      Pulakos, Elaine, D. ( 2009 ). Performance Management : a new approach for driving business results. United Kingdom : John Wiley & Sons.

4.      Varma, Arup., Budhwan, Pawan, S. and Denisi Angelo ( 2008 ). Performance management systems a global perspective. Canada : Taylor & Francis e-library.

5.      Bogardus, Anne, M. ( 2009 ). Professional in human resource certification study guide, 3^rd edition. Canada : Wiley Publishing Inc.