CONCLUSION

In a conclusion, these three topics had given good solution to the employees and employers in the organization itself. As we can seen, the web based learning and development through the e-learning may facilitated interaction between peer learners and instructor using electronic media that are self paced, interactive, and high degree of learning environment. In another topics of web based compensation and planning, these compensation may used to motivate all employees to perform at a higher level and the managers also able to enhance the performance of their direct reports in order tailor compensation and benefits programs to attract, retain, and motivate the best employees. For the topics of web based occupational safety and health proved that using the technology will enable awareness about construction job site conditions among employee and managers which bring effective management practices and decrease safety risks at job sites. Therefore, it is shown that organization may bring good impact if using technological advances in HRM function.

WEB BASED OCCUPATIONAL SAFETY AND HEALTH

The web based occupational safety and health in last class was being promoting safety and health to the organization. The employee and employer must being educated and trained in order to ensure they are really responsible with their duties. Then, OSHA has set their standards where employers with more than 11 employees must make records and report about occupational injuries and illnesses. The inspection of OSHA is very important because organization must make inspections of any danger situations and accidents that have occurred; or any employee complaints about violation standards and hazard substances.

The employer has some responsibilities to provide the workplace free from recognized hazards; make organization familiar with mandatory OSHA standards; and examine workplace conditions to ensure they have applicable standards. However, the employer also have the rights such they have too seek advice and off-site consultation from OSHA officer; request and receive proper identification of the OSHA officer before inspection; and also advised by the compliance officer for an inspection.

In other points, as the employee, they should responsible to follow with all applicable OSHA standards; follow all employer safety and health rules and regulations; and most important report if any hazardous conditions happen to the supervisor. Therefore, the employees have rights to demand safety and health on the job without fear of punishment. OSHA cannot cite employees for violations of their responsibilities.

Nowadays, the digital technologies such as the online databases are widely applied in these tools for site hazard prevention and safe project delivery. The online databases are commonly used in assessing competence of different stakeholders. Whereas, VR and database technologies are to assist users in identifying potential the construction risks contained in the design at the construction stage. The advantage of 4D CAD is to analyze on-site dynamics in order to enable safe project delivery. Geographical Information Systems (GIS) and BIM have also become used in conjunction with 4D CAD to make better understand construction safety issues by considering environment impact and design information.

The Construction Safety and Health Monitoring (CSHM) system also become new technologies in occupational safety and health as detector of potential risks and hazards and warning sign that require immediate corrective action. Last but not least, technological advances in information, sensing, and visualization enabling new forms of awareness construction job site conditions that will bring effective management practices and decrease safety risks at job sites.

WEB BASED COMPENSATION AND PLANNING

When learning session in the class about web based compensation and planning, compensation can be the most complex in HRM because it includes some items such base pay, merit pay, short-term and long-term incentives, perquisites, recognition awards, and attraction or retention awards that may impact the performance of employees. The base pay is based of two processes which are job evaluation and market benchmarking. Job evaluation creates an internal hierarchy of value. In the most common form of job evaluation, a set of factors is developed that reflects characteristics that add value to work in the specific organization such the education required. Market benchmarking is used to price the structure or individual jobs. Many of these surveys available electronically and can be integrated into the compensation information system. An employee is placed in the salary grade appropriate for her or his job. Each grade has a midpoint that serves as a proxy for all the jobs in that grade, and a range is built around that midpoint. The structure is adjusted each year based on market movements.

However, if the organization uses a merit pay system, then the size of performance level is difference. For example, the higher the performance then the larger increases of merit pay and the lower the place in the range of performance then the higher the increase. The short-term incentive pay includes bonuses; gain sharing; goal sharing; small-group incentives; and profit sharing. It usually has specific measures to set up prior to the beginning of the program that will drive payout. Long-term incentives are primarily based on organization stock; options to buy organization stock; or phantom can be known as make believe stock. The goal of long-term incentives is to align the interests of employees with those of shareholders and to motivate aligned performance over periods of more than one year.

Perquisites are rewards that are a function of organizational status such executive dining room; first-class or corporate jet air travel; and club memberships. Recognition awards are low-cost or no-cost awards that are retrospective. When an employee does something of note, he or she receives an award that may have little financial value but is psychologically rewarding. Attraction or retention awards are one-time awards that used to attract prospective employees to organization or persuade them to remain with organization. Compensation can also be used to motivate all employees to perform at a higher level. As systems technology has progressed, managers have become better able to enhance the performance of their direct reports and to tailor compensation and benefits programs to attract, retain, and motivate the best. 

WEB BASED EMPLOYEE LEARNING AND DEVELOPMENT

In the previous learning session of web based employee learning and development, the definition of learning is process of assimilating new knowledge and skills in experience or practice that will changes in behavior. Development is a continuous process of systematic advancement that more complex by virtue of learning and maturation (Collin, 2007 cited in Kavanagh, 2011). The systems model approaches of training and development consists of four steps which are identifying T&D needs; developing T&D initiatives; implementing T&D; and evaluating T&D.

Training needs analysis is key activity of the systematic approach to identify any discrepancies or gap between existing KSA and required in the present and future. Training needs may arise at three levels which are at organizational level such strategic long-term objectives; at job level like relevant KSA in specific jobs; and at personal level of competences required. The development of T&D initiatives, objectives, and methods that should be able to achieve three levels of needs identified during the first phase of TNA. T&D methods essentially fall into two broad categories which are on the job and off the job; and also the emergence of e-learning. On-the-job training usually involves observation; mentoring; coaching; job rotation; apprenticeship; and self-directed learning. Off-the-job training methods are simulation; role play; case study; business games; external course or workshop; behavior modeling; placement; and open, distance, or blended learning.

E-learning refers to any learning facilitated using electronic means and can capitalize on a variety of delivery media depending on the approach taken such as printed media; audio; video; and other combined media like hypermedia, collaborative software, or social networking technology. The e-learning methods are arranged according to the extent which they use the Internet; the degree of facilitates interaction between peer learners and instructors; and the degree which computers are networked or not. Advantages of using e-learning are self paced; interactive; and high degree of learning environment. However, it may make the learners isolated from instructors and peers. If organization wants to use e-learning to its workforce via the company intranet, then they must ensure every employee had access the intranet and had required investment in ICT. Therefore, the learning management software that is capable of today’s HRIS T&D applications range from training administration and talent management. Last but not least, the HRIS information must have presented in user-friendly manner; meaningful and appropriate; and used effectively in decision making process. 

Reference: Kavanagh, M. J. (2011). Human Resource Information Systems: Basics, Application, and Future Directions. California: SAGE Publications.

INTRODUCTION

There are three topics that being chosen for second web folio which are web based employee learning and development, web based compensation and planning, and web based occupational safety and health. The web based employee learning and development means that learning is process of assimilating new knowledge and skills in experience or practice that will changes in behavior. Whereas the development is a continuous process of systematic advancement that more complex by virtue of learning and maturation. The web based compensation and planning is complicated process because it includes some items such base pay, merit pay, short-term and long-term incentives, perquisites, recognition awards, and attraction or retention awards that may impact the performance of employees. The web based occupational safety and health was being promoting safety and health to the the organization. Therefore, the employee and employer must being educate and trained in order to ensure they are really responsible with their job duties.

CONCLUSION

Using HRIS gives firms several advantages which are increasing competitiveness by improving HR operations and management processes;  collecting appropriate data and converting them to information and knowl­edge for improved timeliness and quality of decision making ; streamlining and enhancing the efficiency and effectiveness of HR adminis­trative functions; shifting the focus of HR from the processing of transactions to strategic HRM; reengineering HR processes and functions; and improving employee satisfaction by delivering HR services more quickly and accurately.

The ability of firms to harness the potential of HRIS depends on a variety of factors, such as the size of the organization, with large firms generally reaping greater benefits; the amount of top management support and commitment; the availability of resources; the HR philosophy of the company as well as its vision, organizational cul­ture, structure, and systems; managerial competence in cross-functional decision making, employee involvement, and coaching; and the ability and motivation of employees in adopting change, such as increased automation across and between functions. 

TRANSNATIONAL HR SYSTEMS

           Transnational model embodies many of principles and provides the foundation for transitioning the global HR organization to meet the challenges of the paradox: it is responsive to local needs, cooperative for global activities, innovative to new ideas, and flexible to change. The four basic structures or models that organizations manifest in their global development are multinational; global; international; and transnational.

A Multinational organization is one that is highly decentralized, consisting of numerous independent local business units and little control at the center which is generally not much more than financial oversight. Therefore, their central management’s role is informal. The decision making are localized as within each independent organization are delineated by national boundaries. This type of organizational model is suitable for large companies in which there is little benefit to be gained from centralized processing or decision-making.

A Global organization is one that is highly centralized and standardized, minimizing the needs of the local business units in favor of one single, uniform operating environment with the “one-size-fits all” approach. The Global organization views overseas operation and therefore this approach are suitable to minimize the needs of local, national, and regional business units. It focuses on efficiency for greater volume and promote the integration.

An International organization, while still largely centralized, takes learning and sharing approach by adopting innovations from local business units, integrating them into the global business model and rolling them back out throughout the organization. The whole organization benefits when advances made in one country are shared immediately across all the others. This model shares best practices across local business units.

A Transnational organization is a networked structure with no centralized “controlling” unit, but with a well-defined set of centralized “coordinating” and “cooperative” processes that govern how the organization functions. This type of organization is “enabling” and “self-organizing” which exemplifying effectiveness without being controlling and coercive. This model is particularly useful for large, multinational companies with heterogeneous cultures under significant competitive pressures due to the increasing globalization.

            In their global evolutionary development, it has been stated, that organizations evolve from a purely domestic stage through the Multinational and Global stages, then to the International stages, and ultimately to the Transnational stage. It is important to keep in mind that “best practices” are relative and can only be understood, appreciated, and implemented in the appropriate setting.

Reference: Beaman, K.V. The New Transnational HR Model: Building a Chaordic Organization

HRIS SYSTEMS AND SYSTEMS ARCHITECTURE

There are three basic system architecture that are used in the HRIS model which standalone system; data warehouse model; and single integrated model.

Standalone system model is the basic model and it’s operating each unit by their own independent system with no integration. Therefore, business units may send in updates via fax, telephone, mail, or in person. However, this communication may have side impacts such as heavy data entry because there may be a miscommunication with each other. The standalone system model makes more difficult to do a data analysis because the most basic headcount reporting becomes laborious as most of this model are work alone. This type of architecture usually adopted by multinational HRIS model which they are applied the many-headed monster approach. The implementation of this model within each unit in different country has their own authority to modify company policy based on legal requirement. This model is quite common in large, diversified multinational organizations and particularly those that have grown through acquisition. Therefore, this model is not link to each other and problem solving will takes more time.

Data warehouse model is another common HRIS systems architecture but it is more advanced architectural model. The model is using same software systems throughout the units and also run the same version of the software in order to maximizing the resources. The advantages of this architecture model are saving costs through commonality; shared applications; and dealing with the vendor. This model using the same software system would make the data are accurate because it have the data that had been standardized and automatically as opposed by the standalone system models. The limitation is not everyone uses the same database although all users know how the data were generated and what each data element means. The international HRIS model is suitable with data warehouse model architecture.

Single integrated system model also uses the same screens worldwide with appropriate changes for different language in different countries. There is no need for a separate reporting database, although some organizations do options for one in order to separate transaction processing from analytical reporting. This model generally located at corporate headquarters and the data will automatically update throughout the organization. Global and transnational HRIS model will most commonly have a single integrated HRIS. This is because the system is linked together in each department would make them easily connected to each other. 

INFORMATION AND COMPETITIVE ADVANTAGES

                 A competitive strategy is a broad-based formula for how a business is going to compete, what its goals should be, and what plans and policies will be required to carry out those goals (Porter, 1985). From competitive strategy, the organization seeks a competitive advantage over competitors in some aspect such as cost, quality, or speed. Competitive advantage is at the core of a firm’s success or failure. A strategic information system helps an organization gain a competitive advantage through its contribution to the strategic goals of an organization to increase performance and productivity.

            Strategic management is the technique that an organization can plans the strategy of its future operations. Information technology plays important roles in the most business process. It is function to substantially to increase process of efficiencies. It also plays major role to improving the communication and facilitates collaboration. Therefore, information technology actually can change the way business is compete. IT contributes to strategic management in many ways such as innovative applications; competitive weapons; change in processes; link with business partners; cost reductions; relationship with customer and suppliers; new products; and competitive intelligence.

A strategic information system is any information system that uses to help an organization gaining competitive advantage; reduce a competitive disadvantage; and also meet other strategic enterprise objectives. In order to succeed, a business must develop strategies to counter these forces such as rivalry of competitors within its industry; new entrants into an industry and its markets; substitute products that may capture market share; bargaining power of customers; and bargaining power of suppliers.

            There five competitive strategies which are cost leadership; differentiation strategy; innovation strategy; growth strategy; alliance strategy; and other competitive strategies. Cost leadership strategy is produce products or services at the lowest cost in the industry. Differentiation strategy offer different products, services, or product features. By offering different, “better” products companies can charge higher prices; sell more products, or both. Niche strategy is select a narrow-scope segment and be the best in quality, speed, or cost in that market. Growth strategy was increasing market share, acquire more customers, or sell more products. Alliance strategy is work with business partners in partnerships, alliances, joint ventures, or virtual companies.

            The concepts of IS is important and IT can be used to support a variety of strategic objectives for achieving success. Thus, organizations must establish all aspects of their planning structures based on strategic planning.

References:     Hemmatfar, M. Competitive Advantages and Strategic Information Systems. International Journal of Business and Management. Vol. 5, No. 7; July 2010.

INTRODUCTION TO HRIS

       HRIS can be define a system used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an organization’s human resources. An HRIS is not sim­ply computer hardware and associated HR-related software. Although an HRIS includes hardware and software, it also includes people, forms, policies and procedures, and data. The paper systems that most companies used before the development of computer technology were still comparable with an HRIS, but the management of employee information was not done as quickly as in a computerized system. The primary purpose of the HRIS is to provide service, in the form of accurate and timely information, to the “clients” of the system. There are a variety of poten­tial clients, as HR information may be used for strategic, tactical, and operational decision making; to avoid litiga­tion; to evaluate programs, policies, or practices and to support daily operations.