CONCLUSION

               Human Resource Information System is important to the company since it is helping the company to comply with the fast emerging world of technology. Web-based OSHA can benefit the company in many areas. It is also important to take care of the employees safety when they are at work since the employees is the most important assets for the company. They also need to be well compensated so that there will be no dissatisfaction towards the employer. So, the employer should not take lightly towards the importance of Human Resource Information System since it can help to develop the company to be more effective.

EMERGING TRENDS IN HRM AND IT

Technology has radically altered the world. Thus, the system of many areas also has been changed so that it can be in line with the rapid technological changes. From there, the HRM experts have become more aware with the future of Human Resource Information System. This is because some of the experts already find out the trends of HRIS in the future as follow:

1. The impact of global recession on business strategy and employees

2. The influence of social networking, especially as it relates to recruiting

3. The continuing importance of work/life balance as the employees deal with multiple caring responsibilities and in some cases multiple paid jobs.

4. The need for measurement of results and the development and the standardization of key HR merits

5. The growing need for organizations to demonstrate a commitment to ethics, sustainability and social responsibility

6. Safety issues, particularly workplace aggression and the potential impact of a global disease pandemic.

7. The importance of and integrating markets.

The future trends in IT and HRIS.

1. Software as a service (SaaS) and the Cloud.

• SaaS, small and medium companies are now be able to access HRIS capabilities that were previously available for the large companies only.
• Cloud computing is the newest trends in the delivering software in the company.
• HRIS functionality being delivered to companies via the Web.
• Thus, employees can also access the software anywhere with the Web browser.

2. Service-oriented architecture

• Has been developed to solve problem regarding system upgrade cycle.
• It converts monolithic and static system into modular and flexible components
• Offers several advantages to end users, who can change the business process when needed and purchase or develop only those apllications that are involved in the new process.
• Under SOA, the business process dictates the IT system to be used an d the other way round.

3. Web 2.0

• Focus on creativity, collaboration and sharing, in contrast to traditional isolated information silos.
• Encouraged businesses to promote user collaboration to share knowledge and to communicate with business partners.
• Can change the way in which the employees communicate with each other and with customer.
• Require HR department to pay greater attention to the legal, ethical and security implications of information exchange.

 

REFERENCES

1. Michael J. Kavanagh, M. T. (2010). HUMAN RESOURCE INFORMATION SYSTEM; Basics, Apllication, and Future Directions. USA: Apperenticehall.

WEB-BASED COMPENSATION PLANNING

Web-based compensation planning represents the web-enabled approach to an array of compensation tools that enable an organization to gather, store, manipulate, analyze, utilize and distribute compensation data and information. Let’s go through the components in the web-based compensation.

      The first component is online compensation system. In this component, there are another three components which are:

1.      Fixed compensation: its goal is to reward knowledge, skills, abilities to require performing job or role, providing adjustments for geography, inflation and market forces. It is includes bonuses (sign-on bonus, referral bonus, spot bonus reward and retention bonus), pay wage (the basic cash compensation that an employer pays for work performed), merit pay/cost of living adjustment and the equity adjustment.

2.      Variable compensation: consists of individual incentive plan, group incentive plan, and productivity gain sharing programs.

3.      Stock: consists of restricted stock, stock purchase plan, phantom stock plan, stock grant, stock appreciation right and stock options.

The second component is online benefits subsystem. In this component, there are also three other components which are:

1.      Defined benefits:

-          A type of employer sponsored retirement plan where the benefit amount is based on the employees’ average salary before he/she retire, the age of retirement and length of employment.

-          Three primary types of benefits are:

o   Flat benefits

o   Unit benefits plan

o   Variable benefits plan

2.      Flexible benefits:

-          It is a formal plan run for a set of contract period whereby staff can opt into or out of employer-paid benefits, select employee-paid benefits or take cash and allows the employees to choose the benefits they want or need.

-          Types of flexible plans:

o   Cafeteria plans

o   Flexible spending accounts

3.      Benefits statement:

-          A document issued by the entity managing a pension or retirement plan to the plan’s participants.

-          Functions of the statement are:

o   Allows employee to check the correctness of the payment they received

o   Provides employee to change the benefit election

o   Organization can communicate to employees the value of their total compensation packages.

 

Advantages of web-based compensation planning:

-          The ability to create report and presentation

-          Improve the effectiveness either by in terms of the accuracy of information or by using the technology to simplify the process

-          Changed the way employees relate to their HR departments)

 

REFERENCES

1.  Michael J. Kavanagh, M. T. (2010). HUMAN RESOURCE INFORMATION SYSTEM; Basics, Apllication, and Future Directions. USA: Apperenticehall.
2. Human Resource Information System (HRIS), Web-based Occupational Safety and Health’s Lecture Note,   by Nurnaha bt Nur Mansor

WEB-BASED ORGANIZATIONAL SAFETY AND HEALTH

In this century, HRIS has already comprised and provide various kind of software for HR management includes the Occupational Safety and Health. Safety and health at the workplace nowadays has become a great concern towards both workers and their employer since much more developed machine is being used in the industry and thus it may increase the awareness of safety among the workers and the employer. 

            Every company registered under the Human Resource Ministry will be automatically occupied with the occupational safety law or the Occupational Safety and Health Act (OSHA). This law was passed by the Congress in 1970 to assure so far as possible safe and healthful working conditions and to preserve human resources. This is because, human resources is the most important assets in one’s company because without them, the company might not even operated. OSHA has sets a general standard in all areas of working condition; from the industrial until the maritime standards. OSHA also set a rule where any organization with 11 or more employees to keep record of the employees’ injuries an d always report the injuries.

            In OSHA, both employers and employees have their own right and responsibilities. Below are the responsibilities and right of employers in OSHA: 

• To meet the duty on providing safe environment for the employees
• To be familiar with the OSHA standards
• To make sure that the work environment comply with the OSHA standards
• They have to seek for advice from OSHA for their safe work environment
• Request and received proper identification of OSHA compliance officer before making inspection.

Below are the responsibilities of the employees and their right in OSHA:

1. Need to comply with each and every applicable OSHA standards
2. Follow all employer safety and health rules and regulation
3. Must report hazardous situation to the immediate supervisor
4. The employees has the right to demand for safety in their workplace

In this technological era, most of the workplace has been installed with variety of machines or software for safety. For example, CCTV for surveillance purpose of the safety in workplace. Besides that, there also system that is functioned to monitor the workplace hazardous situation. It is called the Construction Safety and Health Monitoring (CSHM) system. The system was created as detector to detect if the workplace has high potential of hazard risk. With the internet advantages, the system enable remote access, speedy data collection, retrieval and documentation allows the user to monitor the project performance over a certain period through analysis of the scores given to some selected parameters.

REFERENCES:

1. Clarke, E. E. (2004). Multidisciplinary Occupational Health Services. Finland: the Finnish Institute of Occupational Health. 
2. Human Resource Information System (HRIS), Web-based Occupational Safety and Health’s Lecture Note,   by Nurnaha bt Nur Mansor

HUMAN RESOURCE Performance Management System

Performance management (PM) is a process where the manager and employee create goals and plan to be achieved and the goals must based on the operational plan of the organization together with the employee development path. The performance management system included with the performance appraisal and the employee development are said to be one of human resource management’s risk or issues.

 

 

The PM system

In the performance management system, there are four things to be looked out or focused on which are; typical data inputs, typical reports, data outflows and decision support.

Typical Data Inputs

• Data inputs in PM systems include the organizational-, job- and individual-level-data.
• Organizational level data: consist of links to organizational and unit goals also the strategies and business plans. The performance plan should align with unit and organizational plans.
• Job level data: the flow of key tasks, responsibilities and outcomes from job data sets to individual performance plans.
• Individual level data: a set of data that include all the performance criteria developed by the manager for the subordinate, the certain or particular measures that will be used to rate the subordinate’s performance on each criterion also the performance standards for each measure.

Typical Reports

• A standardize reports from HRIS is the performance contract and the annual summary appraisal for each employee.
• HRIS need to have the capability of archiving the data for long-term performance trends for the individuals and groups can be tracked for the next period’s assessment.

Data Outflows

• Data from performance mostly channeled into compensation system. This is to identified either the employee should be rewarded or otherwise from the performance result.
• The data also used for training and development of the employee (so that the training needs can be analyzed based on current weaknesses in employee performance).
• Staffing also use data from performance where the aggregated strengths and weaknesses of currently needed skills and competencies can trigger recruitment and staffing goals.

Decision Support

• Gathered performance criteria, performance measures, performance standards and recent performance documentation in one place allows managers to keep tracks of hoe each direct report is doing and what solutions need to be made to improve the performance (Evans, 2001).
• A good interfaces of performance management modules and training with the development modules can lead manager or direct report to training programs or any other activities for development based on specific performance problems noted.
• Automated PM system allow the managers to track the administrative aspect of PM.

Conclusion

The web-based performance system allow the managers to access, extract and assess their employee faster and smoothly. It also helps a lot when the performance appraisal need to be calculated empirically. This is because, the system can help them to calculate and extract the percentage for them instead of the managers need to calculate it manually. Other than that, the PM software also can be categorized either as preformatted appraisal systems (a systems that allow the developmental of customized appraisals) or as a systems that diagnose performance problems. Web-based system also provide a calibration tool for the employee performance ratings that allows for visual inspection of the distribution of ratings for a population.

 

REFERENCES

1. Armstrong, M. (2006). Performance management: Key strategies and practical guidelines (3^rd ed.). London: Kogan Page.

2. Kamini Teotia (2012). Role of HRIS in Performance Evaluation & Decision Making. International Journal of Multidisciplinary Research, Vol.2 Issue 4.

Human Resource Recruiting and Staffing

In order to remain as competitive organization in this recent challenging world, the management of the company should find an ideal and efficient way to maximize their competency mode. Planning the recruitment and staffing of new employees into the organization is one of the solution to be one of the competitive organization worldwide.

For this topic, I choose to discuss about the benefits and costs of using Web-based Recruiting and Staffing in organization.

WHAT IS RECRUITING and STAFFING?

Recruiting/recruitment is a process of having the right person, in the right place, at the right time.

Staffing/selecting is a process of selecting the right person to be the employee of the organization.

WEB-BASED RECRUITING AND STAFFING?

The rapid changes in term of technology and system sometimes forces an organization to be always up-to-date with the latest technologies and software. Web-based recruiting and staffing is one of the latest web-based planning system in management. It make the process of recruiting and staffing easier since almost all the process being done online and computerized. Mostly, the company will send the information of job vacancies to the commercial job posting company. From here, the company also included the criteria needed for the job position.

THE BENEFITS..

• It is easy to use. The company just need to send the information of job vacancy, the criteria needed for the job and other details related to the job position.
• Develop short list for interview. This may be seen when the applicants who apply for the job fulfilled the criteria or otherwise. If the applicant lacking from the criteria needed, he/she may be terminated from the applicant’s list.
• Feedback to candidates. It is easy for the company to inform the applicants if they have been accepted for the interview or otherwise.
• Opportunity for in-house employees. They become aware of these opening and may apply for either transfer, promotion or development activities related to their careers
• Help HR success in new system. Thus can be seen when the company want to have continuity planning, talent management and employee development. HR staffs able to assist the company in development and implementation of practices and procedures that maximize the potential and enhance the contributions of a diverse workforce.

THE DISADVANTAGES..

According to Mathis and Jackson (2005), web-based recruiting and staffing also has their disadvantages that come directly from the nature of Internet which is broad exposure. This may lead to piling of work for the HR recruiters since there will be more emails to be read, more resumes to be reviewed from applicants who apply for the job position.

RECOMMENDATIONS

• The company should also install software to help the HR recruiters to extract the applicants resumes and email.
• The company also need to consider that even though we lived in a knowledge economy, as the educators and HR professional, they should be able to a good rapport with people either outside or inside their working area.

REFERENCES

1. Cohen, D. (2001). Web-based recruiting and staffing. In A. Walker & T. Perrin (Eds.), Web-based human resources: The technologies and trends that are transforming HR (pp. 52-64). New York, NY: McGraw-Hill.
2. Allen, G. D., Mahto, R. V., & Otondo, R. F. (2007). Web-based recruitment: Effects on information, organizational brand, and attitudes toward a Web site on applicant attraction. Journal of Applied Psycholgy, 92, 1696-1708.

GLOBALIZING HRIS: The Transnational Model

Human Resource Information System is used in two different ways which are system in managing human resource in the organization and the other one as computer-based application that process all the human resource information in the organization. HRIS is defined as “a computerized tool for the collection, storage, maintenance and retrieval of information about people and their jobs.”

As we go through the century, we know that we need to follow and getting adapt to the changes, especially in globalization. To adapt with those changes, managers and top management should identify HRIS organizational model that suit their business and organization culture. From this topic, I know that there are 4 types of HRIS model that can be used in an organization which are:-

1.       Multinational HRIS

2.       Global HRIS

3.       International HRIS

4.       Transnational HRIS

But here, I will explain about the latest HRIS model which is TRANSNATIONAL HRIS.

From what have been taught in class, I noted that the other three models did not include all three demands needed in business world which are; the sensitivity towards requirement of local business units, the efficiencies of centralized system and the keenness of sharing learning and innovation with other units worldwide. Thus, a completely new model (Transnational HRIS) was set up to resolve this paradox. This model treat all local business units as the resources distributer and each of the units have the same not more nor less power or autonomy in dealing their business units. This model is appropriate with large multinational organization who facing extreme pressure from the rapid changes in globalization. It also enhance the sharing of learning and innovation towards all business units and of course the corporate headquarters still being at the center of this model. For example, if one of the business units developed an effective solution towards the payment problem, that solution can be shared quickly to the other units worldwide. Thus, the problem can be resolved quickly and effectively without consuming much time moreover, it is shared across the world.

References

1.      Beaman, K., & Walker, A. J. (2000). Globalizing HRIS: The New Transnational Model. IHRIM, 30-43.

2.      Raymond McLeod, J., & DeSanctis, G. (1995). A Resource-Flow Mode of the Human Resource Information System. Information Technology Management, Volume VI, 1-15.