Web- Based Compensation and Planning

Compensation could be defined as a payment for the services of employee to employer. As what I had learnt, compensation is fixed in terms of bonuses, wages, cost of living adjustment and equity adjustment. For example, every employees need to get their payment after they had doing their task. Some payment will be paid exactly after finishing the task or some of them 1 month after. It will be fixed by the company. There are many ways to give a payment to the employees. The most famous nowadays is by the online system banking. Many companies were doing this system because it helps them in saving times and make their work become easier.

Online compensation system is a system that makes human resource departments’ officers easier in handling their company employees. By using this system, employees can check on their own total amount of money they get each months. This will be more freedom to them to use in any time that they would like. They also can do that in any places that they like. The system consists of a few components that are available for employees to check by themselves, there are fixed compensation such as basic salary, bonuses, cost of living adjustment and equity adjustment, many kind of compensation such as incentives and profits sharing, stock such as restricted stock, stock plan, stock options and others and some will also have application such as pension calculator.

There are many benefits of using this system. Firstly, online compensation system has help a lot in improving a company’s performance by simplifying the process using technology and thus improving the effectiveness of the company in terms of the accuracy of information. In other words, we can reduce the users of paper and inappropriate way of organizing data. Furthermore, by using such system, the employees in a company will respect and feel proud of their company.  Most of the employees in the organization will feel that their company is an advance and high –Tech Company. This give opportunity to employee to learnt something new in the technology. This basically will change the way of employees relate to their HR department and also will change the perception of employees regarding their HR department in their own organizations.

Lastly, by using these systems in an organization, top management, managers and subordinates can have ready access to the compensation information without need to go through a third party. This can reduce the tendency of delivering of wrong information which may have large effect to the organization. This seen to be effective way to avoid our employees being get cheat by the third parties.

As a conclusion, online system compensation provides many benefits to organizations. So, organizations should consider in implementing their administration using systems and technologies which can help them to save time and cost and at the same time, increase their company profits. However, this system also gives more benefits to the employees and make their life easier.

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Web- Based Occupational Safety and Health

Occupational safety and health can be defined as a procedure that every occupational must have a proper protocol that will protect the employees from any form of danger in their workplace. The purpose of occupational safety and health is including fostering a safe and healthy work environment to the employees (Friend, 2010). However, it is the responsibility of human resource manager to take the role to teach the employee regarding the proper safety steps to be taken in any kind of situation.

Before this the managers need to make a workshops or seminars to explain to the employee regarding occupational safety and health. These are the traditional ways of doing things, but with technology, the managers are able to make all the occupational safety and health steps standardized and uploaded it into the websites for the convenience of both employee and managers. By doing so, it can save the time of employee and managers from doing any seminars and workshop regarding occupational safety and health.

By using web based occupational safety and health we can train employers and employee in an internet-based OSHA expert compliance assistance system. The application will cover the usage of an internet-based diagnostic software system that will use an on-line interview process that will give a compliances profile for each facility that are covered by the interviews and even a comprehensive on how to do list to help the user on managing the compliances.

Web based occupational safety and health could use to promoting safety and health in the organization and community. The information must be customized for each facility that follow according to the facility needs and will be kept current over the internet. Next the system must be capable to be automatically downloading, indexing, viewing and even printing the Material Safety Data Sheets (MSDS) file for future report purposes and updating the user profiles over the internet automatically.

Employers must to examine the workplace conditions to make sure they are conforming to applicable standards. This is to avoid the accident happen in the workplace that will make the injury to the workers. So, the company must be very familiar with mandatory the OSHA standards. When employees are working in a safe and healthy organization, the organization will reduced cost in terms of workers' compensation costs and medical expenses, reduce product damage and reduce the cost of the accommodation of injured workers. Productivity will also increase if the employee in an organization is safe and healthy and the cost of replacement workers can also be reduced and employees who work overtime may also be reduced.

Next we can achieve on the training materials that are well suits up for the purposes of both training employers and employees needs on proper occupational safety and health procedure. In conclusion, the web based safety and health could bring a lot of advantages for both employers and employees. We must always give attention to occupational safety and health issues, because this is very important to our occupational safety right.        

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Web- Based Employee Learning and Development

In my opinion, web- based employee learning and development is important is to be implemented in our organization because it will help the employee learnt more as well as this is the ongoing process. As we all know learning occur in our everyday life. To be an excellent employee, we must always readiness to learn and develop ourselves in all the times. Web- based employee learning and development is an items that can be used to supporting employees to be successful in their jobs.

Firstly, web- based learning and development are more economical in both time and money than sent the employees to learn and get KSA by other methods, such as sent them to attend the training. This form of learning has become more and more popular since the high technology and Internet technology has improved and Web access has become near familiar to people nowadays. A long ago, the employee need to leave their job for a week to attend the training but now the can easily learnt from the web-based without leave their job at all. Employers also should play their role in helping employee such as do a coaching on how to use this system.

There are many other advantages of web-based employee learning and development. First of all, it allows employees to learn at their own pace and at a time that’s convenient for them. In other words, they are good for self-directed learning and refresher learning. So, the employees must be hardworking in web based learning and development to improve their self. It gives more freedom to employees to learn by their own. But the most important here is the willingness to learn must be inside themselves.

Furthermore, no matter which shift an employee works, learning and development is always available at anywhere and anytime. Employees can learn new things by web- based learning and keep develop their KSA when they have the Internet connection. The webs based learning and develop makes employees more effective for learning across multiple locations. However, it can be problem if there are no Internet connection. So the management should take part in order to provide the connection in their organization so that it will be easy to employees to access the system.

Besides that, the materials of learning are also easy to update. If the organization have their own company web site and support employees to learn, they can easy to update or insert more meaningful and useful information for the employees to learn. Company also could create more effectiveness approaches for employees to development themselves through the web-based learning and development system.

To be an effective in organize the management of the company, I think we should apply this system in our company. As you can see also, there are growing in number of employers used the web- based employee learning and development for interactive way for employees to learn. This may be something new to our company but we should take a try because it will bring many advantages to our company.

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CONCLUSION

As a conclusion for learning HRIS, I learned a lot of valuable information where information technology facilitates administration. Since the technology rapid changes, it is necessary for us as a Human Resource Practitioner one day to be alert and aware of the existing information system which lend a helping hand in exercising duly task such as adopting recruitment and selection system, employee learning and development system, online induction system, payroll system and so forth.

Prior to recognize of all these system, it is necessary to know types of system architectures namely standalone system model, data warehouse model, and single integrated system model.  For each of the system architecture works differently with the four HRIS models (multinational, global, international, and transnational). Then I also know the advantages of IS that I can use when I’m wok in the future. I also want to thank you to all my classmates that were helping me in finishing this blog. Also to Dr. Roya for the great guidance.

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TOPIC 3: TRANSNATIONAL HR SYSTEM

Transnational HRIS model involve the organization structure of enterprise. According to Bartlett and Ghoshall (1989) Transnational Model embodies many of Hock’s chaordic principles and provides foundation of transitioning of global HR organization to meet the challenges of the paradox. It also responsive to local needs, cooperative for global activities, innovative to new ideas and flexible to change. The Transnational Solution defined four basic structures or models that organization manifest in their global development. They are multinational organization, global organization, international organization and transnational organization.

A multinational organization structure is one that is highly decentralized, consisting of numerous independent local business units and little control at the center. This structure generally not much more than financial oversight. Approaches to strategy and planning in multinationals requires more effort due to more complex organizational structures and market specific factors global companies face. Corporate strategy must be “localized”  to allow the business to respond appropriately to geographic-based opportunities and threats. Likewise, strategy development must include the involvement of the company’s foreign business leaders to help the strategy be adapted correctly to local needs. Exactly how this is done is dependent upon the type of structure the company has decided best suits the organization (e.g. matrix, product, geography, etc.).  

A global organization is one that highly centralized and standardized, minimizing the needs of the local business unit in favor of one single, uniform operating environment which is famous with the “one-size-fit-all” approach.  Accenture helped this global organization develop a comprehensive program to change its corporate culture in order to support a renewed business strategy to achieve high performance.

An international organization, while still largely centralized, takes a learning and sharing approach by adopting an innovation from local business unit, integrating them into the global business model and rolling them back out through the organization.

A transnational organization is a chaordic , network structure will no centralized “controlling” unit per se, but with a well- defined set of organization “coordinating” and “cooperative” process that govern how the organization function. Besides that, this type of organization is “enabling” and “self-organizing”  and exemplifying effectiveness without being controlling and coercive. A transnational strategy allows for the attainment of benefits inherent in both global and multidomestic strategies. The overseas components are integrated into the overall corporate structure across several dimensions, and each of the components is empowered to become a source of specialized innovation. It is a management approach in which an organization integrates its global business activities through close cooperation and interdependence among its headquarters, operations, and international subsidiaries, and its use of appropriate global information technologies (Zwass, 1998).

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TOPIC 2: HRIS SYSTEM AND SYSTEM ARCHITECTURE

There are three basic system architecture commonly use in the HRIS model. They are Standalone System, Data Warehouse Model and Single Integrated System Model.

Standalone System

Standalone System is the most basic model which each operating unit runs its own independent system with no worldwide standard in place and no link to each other. The system that they use is not be standardize. Usually, Standalone System model is a single function run in a particular way which identify multinational model that is ultimately localized and highly decentralized. That mean, implementation that Standalone System model which each operating units in different country has their own operating system and has authority to modify the company policy according to local need and legal requirement. But, the weaknesses in this model are quite difficult to analysis data because it work alone and their system not be similar with headquarters or others.

Data Warehouse Model

Data Warehouse Model is more advance than Standalone System model. Key word to more understand the Data Warehouse Model, it’s is use more to the sharing of knowledge, share all applications and use the same system. So, all users know how to use the data in the system and understand each element in the data. This model can be increase resource in order to reduce the cost with standardized data that because organization can do sharing knowledge each other without boundaries. So, this model concept is similar with International HRIS model which this kind of system is allow for share anything through the adaption term of technologies, business practices, products, services, knowledge and experts.

Single Integrated System Model

Single Integrated System Model is only focus at headquarter and connected with every region in the country. So everything will store at headquarters. This model more advance than these two previous model because they have connected with other and be cooperate. They have networking of each others. The data will automatically updates in everywhere through the organization.

As conclusion, the critical factors in deciding what types of HRIS model to adapt is the nature of the overall business model that the organization already has in place. The entire three models have it owns advantages and weaknesses. So the top management needed to choose the right system to their organization because when choosing the wrong system it can be affect the performance, productivity as well as wasting cost to organization itself.

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TOPIC 1: INFORMATION AND COMPETITIVE ADVANTAGES

Information and competitive advantages is about two organizations produce who have same product, have to compete to each others to gain more profit, increase sales and improve customer’s satisfaction of their product. In other words, the organizations want to perform better and effectively than other organizations which were in the same industry or same market demand and condition.

Due to Wikipedia, the encyclopedia, competitive advantages were defined as the strategic advantages on business entity has over its rival entities within its competitive industry. It will occur when the organizations want to develop or want to perform their output more than competitors. It is about how they put their organizations as major threat competitor and how they want to be the best among other organizations. The difference should be in term of product and service that they provide to the market and may be their better capabilities than others.

A competitive advantages were a combination of Human Resource(HR) with Information System(IS). Just like what I had mentioned earlier, this is about to increase the organization’s profit, increase sales and improve customer’s satisfaction as well as to improve communication among them and to meet their goals and objectives.  Example use of Information System(IS) technology involves system that can link the organizations to suppliers, distributions and customers. The best example is Enterprise System(ES) which help the organizations to develop in the corporate use of technology and this system brings many benefits to the organizations such as can improve their data and information folders, streamline the organization’s data flows , help to forecast the sales and productions and provide management with direct access to wealth of real- time operating information.

There are five competitive strategies can be used by organizations in order to achieve their desired goal and to ensure survival of their organizations in the current market. They are cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy. Cost of leadership means to create a low cost of operation in order to gain advantages over competitors. Differentiation strategy aims to develop a market unique product for different customer segments. Innovation strategy deals particularly with the growth strategy of an organization as well as alliance strategy through the development of new products and services.

As conclusion, an organization can gain profit, can create customer dependency, can create long term relationship with customer, can reduce cost, can make customer network and access their organization site and lastly will get others advantages if they know the appropriate way to manage it.  

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INTRODUCTION : ABOUT ME

My name is Nur Aziemah binti Rossli. I come from Pasir Mas, Kelantan but my family stayed at Pengkalan Chepa, Kota Bharu. Actually, I am just a simple person who have 3 brothers and I am only daughter of my family.

This year, I am 21 years old and now studying at Universiti Teknologi Malaysia (UTM) Skudai, Johor Bahru by taking Bachelor of Science Human Resource Development. Before this I studied at Sekolah Kebangsaan Kem, Sekolah Menengah Kebangsaan Pengkalan Chepa (1), Sekolah Menengah Bestari Kubang Bemban and then I futher my study at Kedah Matrikulation College, Changlun, Kedah.

Actually why this blog been created? This is because my lecturer, Dr. Roya Anvari, lecturer of subject Human Resource Information System (HRIS) want us to share opinion about this subject. From my opinion, HRIS is about a system or online technology for data information related to HR activities used in organization.

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