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