CONCLUSION

From this reflective blog, I think I understand more about the HRIS and web based application such as web based Employee Learning and Development (ELD), web-based Occupational Safety and Health (OSH), and web based compensation planning. This web based application actually helps company to facilitate in upgrading the system of workflow in human resource areas.

Thus, web-based application also helps the organizations to cut cost, time saving, and minimize effort in doing HR stuffs due to advancement of technology nowadays. Therefore, all the organization’s workforce should cooperate together in maintaining the performance align with the change of Information Technology.

Last but not least, I can say that Human Resource Information System is a topic that needs to be understood by the entire HR student if they wanted to be a successful HR practitioner. As a SPACE student, learning this subject in a short period is not enough because honestly I think this subject is quite tough.  But what I can say that Dr Nur Naha has made a good effort by asking us to create this reflective blog.  This kind of assignment not only let me understand more about what I have learnt in class but give me a new extra knowledge whereby now I know how to blogging.  

Many thanks for you Dr. Nur Naha & En. Luqman! :) 

BLOG 3 : Web Based Compensation And Planning

         Web based compensation is the online approach used by organization to administer, investigate, collect and store the information. The compensation planning runs through the computers in order for easier to success and gathers the data as possible such as in track payroll data (Robert L, 2002).  Moreover,   it is a web based that provides secure matters regarding the salary, pension and also insurance application. With a web based compensation planning can remove the reduce of human resource managers in conducting the compensation planning, develop and maintain competitive pay rates, drive employee performance,  and to  rearrange  the increment of  compensation.

           As we know, there are two category of compensation which are fixed and variable compensation. The fixed compensation includes wages, bonuses, and equity adjustments, promotion, and locality premiums. Then, the variable compensation includes individual incentives plan, profit sharing plan, productivity gain sharing programs, and recognition awards. The organization with effective compensation and planning will enhance the system work of its personnel costs, manages the performance of employees and reward. 

           The advantages of web based compensation system is streamlining in administering the payment. Through the application of the system, it can enhance in manage the system pay and reward in organizations. The management is willing and able to make changes to adapt to different challenges and opportunities by practices the web-based system (Patricia, 2009). It also will make easier in preparing annual reports because the system will records all data of employee’s compensation. Manager can perform salary planning function much easier rather than traditional paper based compensation and planning. It is can let 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. 

            The other advantage is the employees can easily get the information about compensation planning in the organization through the web based application. The management put all the information regarding the compensation process in the web. This will enables employee to access the program using a standard web browser on anywhere and anytime.  Data such as current salary, salary range can be viewed for their entire employee at once.

      

References:

1. Patricia K. Zingheim, Jay R. Schuster, and Marvin G. Dertien, (2009). Compensation, Reward and Retention Practices in Fast-Growth Companies. WorldatWork Journal, Second Quarter 2009, Volume 18 No. 2, pages 22-39.
2. Robert L. Heneman and Jon M. Werner, (2005). Merit Pay : Linking Pay to Performance in a Changing World. 2nd Edition. Information Age Publishing Inc.

BLOG 2 : Web Based Occupational Safety And Health (OSH)

           Occupational safety and health is the way that every occupational should include appropriate practice that will guard the employees from any of threat and hazard in their workplace. Globalizations and incorporating new technologies in organization have brought in greater occupational health and safety challenges (Retneswari, 2010). In my opinion, web based occupational safety and health (OSH) is a system that organization using the technology such as website to provide education and training to employees and to promoted the importance of safety and health at work. The safety and health management depends on a monitoring system (Kevin, 2004). The application of the system directly can reduce costs and save time for the employees and also employers.

            From my understanding, occupational safety and health involves the promotion and maintenance of the highest capabilities of physical, mental and social well being of employees. Louis, (1999), stated occupational safety and health emphasized on the prevention among employees from undesirable and risk effect. Most of the organization has take action about OSH such as the federal government offers several million dollars in funding for safety and health training and research. This can be seen through the Occupational Safety and Health Administration (OSHA), the National Institute for Occupational Safety and Health (NIOSH) and the National Institute of Environmental Health Sciences (NIEHS).

            OSH is a major issue for companies mainly due to the fear of prosecution (Ahmadon Bakri, 2006). Web based OSH also helps the organizations to prevent employee injuries in the workplace and ensure that employees comply with OSHA standards through OSHA Compliance Assistance in their web based system that contains both online and written resources. For example, e-Tools, that is stand-alone, interactive, web-based training tools on occupational safety and health topics. 

          

References:

1. Ahmadon Bakri, Rosli Mohd Zin, Mohd Saidin Misnan & Abdul Hakim Mohammed, (2006). Occupational Safety And Health (Osh) Management Systems: Towards Development Of Safety And Health Culture. Proceedings of the 6th Asia-Pacific Structural Engineering and Construction Conference (APSEC 2006)
2. Louis J. DiBeradinis, (1999). Handbook of occupational safety and health. John Wiley
3. Retneswari Masilamani, (2010). Recent Development In Occupational Health Services In Malaysia. Malaysian  Journal of Public Health Medicine 2010, Vol. 10(2): 1-5

BLOG 1 : Web Based Employee Learning And Development

       From what have I learnt, Employee Learning and Development (ELD) system is a system that organization can used to plan and observe the employee training, career development and also employee’s performance.   This system also can be use to analyze the employee development, it can recommend a training program and periodic performance appraisal for staff and finally this system will help the management to analyze the present program that is succeed.  Colin, (2003) stated that ELD as using some form of technology to deliver training and other education materials.  This system of ELD also as a tool to the employee to make their own decision on what they are going to learn. This web based application also is the suitable system to ensure that employees accept the training they need. Web based of ELD can be used to provide the required information without the face to face interaction that will be useful in the learning and development process.

The ELD system consists of five components and each component has their own important function. The components are employee personal information, performance before training, training course, training transfer and program evaluation.  The purpose of this system is to improve, correct, and increase employee’s knowledge, skills and attitudes towards their current work in order to preparing the employees with the better future work.  In addition this system also can help the employees to manage their stress due to work overload so that they can keep on competitiveness and will perform much better in their work.

For me, the LED system is a very effective system to keep and record all the information about employees training such as employee information system, employee performance before training, training course, transfer of training and also program evaluations.  This system can help the employees and management to retrieve all the training information needed in just a second.

And of course, every system has its own advantages and disadvantages.  The main advantages of this system are its cost effective and accessibility by both employee and organization.  This system can show the employee their level of knowledge, skills and attitudes so they can make an improvement on their job.  In addition, this system can help the employee to improve their computer skills. However, certain contents in this system are not suitable to employees because not all the employees have the same problem, furthermore they need to know the basic computer skill if not it’s pointless to have the system. 

References:

1. Colin Barrow, (2003). E-Training and Development. John Wiley & Sons

INTRODUCTION

As we can see, today there are huge changes in technology that affects most of our daily activities.  Most of the organization out there also should do something in order to keep on moving ahead whereby they need to use and implement the web based system to facilitate the employees and managers to manage the database system especially on the human resources business. These technologies will obviously helps the organizations in planning, organizing, and controlling in such situations besides can reduce cost for example less paper uses.

Some example that can be seen through web based application are like Employee Learning and Development (ELD), Occupational Safety and Health (OSH), and compensation and planning that will be shared in my reflective blog.

CONCLUSION

       From the three topics, I can conclude that HRIS helps organization generate competitive strategic to deal with the competitive forces to maintain them in the marketplace.  Besides that, human resource recruiting and staffing is a crucial process of attracting the high potential employees with the effective performance management system to ensure the individual employee’s performance and support are consistent with organization’s goals. 

       Therefore, the organization need to implement their strategic planning, modify and customize the HRIS by considering its compatibility and supportiveness to their management and operational practices and process.

      My recommendation is the management should play the main roles and ensure all the staff in the organizations understands about the system and use it effectively. So,  information systems will be the important sources to operational efficiency in business and improve the job satisfaction.

BLOG 3 : Human Resource Performance Management Systems

In one organization, even the employees had attended the training to develop themselves with knowledge, skills and ability, but how we know that the employee is competent or not? Can we measure the desire and expected performance of the employees and identify the performance of the employees? Therefore, that is why the reason of performance management system is exists to help an organization to measure the performance of the employees.

            According to Skrivastava (2005), performance is a behaviour or action that taken by one’s to perform or respond to specific problem so the problem can be solved. In the other hand, performance management is a systematic process of measuring the employees in an organization and develops certain employees in order to achieve the goals of the organization (Johnson, 2009). The last one is performance management system which also measures the employees’ performance by using the technology such as system in computer.

            In my opinion, performance management is very important because the employees that have low performance will affect the productivity of the organization. If the employee is not competent enough, he or she should be send to the training and develop his or her skill, knowledge and ability. The performance management system can helps an organization a lot because can easily identify the performance of employees in more accurate statistical information.

            Performance management has five stages. The five stages are plan, monitor, develop, review, and reward. In the first stage, organization has to plan the goal and the result that expected from the employees. The second stage is monitoring the performance of the employee by giving feedback to the employee in two way communication. The next stage is reviewing the overall performance of the employees in rate the employees. At last, employees that has good performance should be rewarded such as monetary, non-monetary or recognition.

            In my opinion, I think this system is a key factor used in determining whether an organization can manage its human resources and talent effectively. This system provides information on who should be trained and in what area, which employees should be rewarded and what type of skills are lacking at the organization or unit level. 

References :

1.  Johnson, R. L. , Penny, J. A. , and Gordon, B. (2009). Assessing Performance: Designing Scoring, and Validating Performance Tasks. Guilford Press: New York.
2. Skrivastava, D. K. (2005). Strategies for Performance Management. Excel Books: New Delhi.

BLOG 2 : Human Resource Recruitment and Staffing

           

              According to Chapman and Webster (2003), the process of recruitment may begin with advertising vacancies, this may be done internally or externally or both and can be achieved using a range of media, which may involve using the company website.  As we can see, today, there are many company uses the internet for recruitment purposes. 

Today, the Internet has a presence in every segment of our society, and job searching and recruiting is an increasing activity on the Web, as consequence of a crisis in our economy, and to the accessibility to computers.  Based on Cohen (2001), “As recently as 1997 only about 11% of US employers were using the Web for outside recruiting, a figure that has reached 80% today and is expected to approach 100 percent in the next few years”. Nowadays, e-Recruitment system has provided to online job application and processing system for employers to advertise their job opening and for candidates to submit their application via the internet.  I myself also have ever experienced this phenomenon where I did apply for a job through the online method. 

From the lectures, I think that it would be much easier for the employer to manage their human resource to find the right people to fill the job vacancies in organization in the same time to decrease employee’s turnover occur. In addition, this system is suitable to workforce analysis and planning, sourcing and attraction, assessment an attraction, hiring, deployment, and retention. This is because employers will more easy to conduct this process, get information quickly, and able respond accordingly to the external environment.

Well, yes, E-recruitment is a time-cost effective method of finding qualified candidates to fill up the job opening. Online recruitment can facilitate organization eliminates costly and time consuming manual data entry, researching resumes and job posting. There are more diverse applicants with qualifications attracted and it generates applicants’ responses immediately and can easily screening the unqualified applicants. Besides, the system also enable links to other job search sites, automatically tracking applicants and evaluate them. The information gathered and provided have to be secure for the applicants to lead psychological contract fulfilment which directs affects employee satisfaction, expectation and retention rates.

However, I can see there still have some disadvantages of e-recruitment such as information overload when excessive number of unqualified applicants apply which consume time and cost to screen out. It also may cause discrimination which exclude older and certain minorities’ applicants who lack of computer knowledge to access and lack of personal interaction. Therefore, it is important of human resource administration on the effectiveness of the system which compatibility and validity.

As a conclusion, the staffing process is crucial because have to lay out the route to ensure right people in the right place at the right time. The recruiting and staffing process can be streamline by using E-recruiting Applications Tracking System featured with the tools that integrate and administer talent recruiting, screening, selecting internal and external applicants. 

  

References:

1.      http://educationforthe21stcentury.org/2011/01/critical-review-web-based-human-resources-recruiting-and-staffing/

2.      Chapman, D.S, & Webster, J. (2003). The use of Technologies in the Recruitment, Screening and Selection. International Journal of Selection and Assessment (p113-1203)    

Dessler G. (2011). Human Resource Management. 12th ed. Edinburgh Gate: Pearson Education Limited.

BLOG 1 : Information and Competitive Advantages

            
            In this first meeting, Dr. Nur Naha has touched about HRIS Introduction and Information Systems for Competitive Advantages.  Deliver her lectures in English made me happy because I love learning English (in order to improve my broken English) and after all, it’s quite a long time I didn't use this language.  Besides, what makes this class more interesting was, Dr. will asked us to do short discussion and presentation right after she explain each topic.  I think this is a good way for us to gain more knowledge because we find the information by ourselves and we will more understand the concept and theory.

            From Dr. Naha’s explanation, I can say that information and competitive advantages is about how an organization tries their bests to keep maintain their reputation by having good competitive strategy using the information system.  When the organization uses the technology to enhance their efficiency of business to make them compete effectively with their competitor (Travers, 2000), it’s actually thinks about the competitive forces.  The forces are the rivalry of competitors in the same industry, the new comers of entrance, the substitute products that can capture the market share, customers and suppliers bargaining power.  Nowadays, as we can see there are many competitors in every industry so that the firms have to compete in order to remain competitive in the open market mechanism and for better public-private partnership. Each organization needs to be able to counter any forces that can give effect to company.  For an example, Perodua is an automotive company which vast production base in Malaysia that highly recognized company throughout the country. Perodua has their own competitive strategies to compete with strong international competitor such Honda to sustain fit in industry. 

            Since information technology (IT) plays major role in business to increase process efficiency and improves the communication, we can absolutely see that IT able to links company with the business partner effectively. For example, the network allows company to connect agents, customers and travel service providers, an innovation that allowed it to broaden its marketing range. IT can be used to lock in the suppliers and customers to switch to other competitors. A company leverage investment in IT to create new products. IT provides competitive business by collecting and analyzing information about products, competitors and environmental changes.  After this topic has been explained, my group was presented about e-profile system that has been using by all the government hospitals and other group also shared other system uses by other department like BOMBA n etc.

In generally, I understand that most of the company are using certain competitive strategies to enhance their competition with other organization. The organizations have to use some of the strategies to keep on competing so they will not lose their customer and gain profit. 

            After a brief explanation on that topic where she stressed more on Competitive Forces and 5 Competitive Strategies, whereby we were divided into 4 small groups to discuss about the competitive forces criteria or strategies for the industry given. My group need to discuss and present about telecommunication industry. One of our group members was telling clearly the differences between Maxis (Telecommunication Company that we chose) and U-mobile (as the competitor). I enjoyed the discussion and it helps me to understand more about this topic.

References:

1.       Khosrowpour, Jan Travers. (2000). Emerging Information technologies for competitive advantage and economic development: 1992 Information Resources Management Association International Conference, Idea Group Publishing

2.      R. Kelly Rainer, Casey G. Cegielski. (2011). Introduction to IS: Supporting & transforming business (3rd edition), John Wiley & Sons Inc.

3.      Mahmood Hemmatfa, Marziyeh Bayat. (2010). Competitive Advantages and Strategic Information Systems. International Journal Of Business and Management. Vol. 5, No. 7

4.      http://www.perodua.com.my

INTRODUCTION : Pieces Of Me

            Suratni Saito is my full name and I’m 26 years old. Being a wife to a very lovely man, Mohd Halim Masiron on 9/10/11 was the most wonderful thing in my life and now my life became much more meaningful after my cute little princess, Nur’Afifah Soubiroh was born on 3/8/2012. I’m working as a Secretary in Maktab Teknik PDRM, Bakri, Muar, Johor since 2007 and now I’m a final year student of SHR course under SPACE UTM. Oh, how time flies! 2012 is my fifth year of being a part time student; and still I keep on travelling Muar-JB-Muar during weekend in order to get a scroll of Degree. (Thanks a lot to my hubby, baby and for the solid understanding, patient and supports...)

            Apparently, this is the second time I registered for HRIS subject with Dr. Nur Naha. It’s not because I fail this subject before, but due to my health problem during first trimester pregnancy, I have no choice instead of drop this subject. Praise to Allah, now I’m already a mother... Dr. Nur Naha, I bet you must be didn’t remember me, don’t you? Never mind, I do understand it’s not easy for a lecturer to remember all of the students... Last but not least, I am really hoped that I can get a flying colors result for this subject, InsyaAllah… ALL THE BEST FOR MYSELF!