CONCLUSION

In conclusion, Firstly, I would like tell that I am glad to have opened such a blog. Having this blog improves my KSA about HRIS. However, searching information about web based application which is web based employee learning and development, web based occupational safety and health and web based compensation planning was very instructive for me.

Secondly, Web based application are considered the best and beneficial choice for any company that are looking for effective management process. For instance, occupational safety and health OSHA brings much benefit for the company, employees and also employers and Web-Based compensation and Planning is good for the organization, especially in a big organization.

Lastly, Web based application are the most cutting edge technology that  stay competitive in the globalization era while maintaining and even upgrading the performance of the employees.

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WEB BASED COMPENSATION AND PLANNING

Compensation - what you pay someone to entice them to continue to do work for your company - is a critical facet of any manager's job. Often, unless you are the president or owner of the company, you have others helping you deal with compensation issues - like a human resources department or consultant. Compensation includes many things beyond straight salary. It also includes benefits, perks, stock options, etc. You have to balance what these cost against what your employees perceives as their value, and that varies by employee.

 You have to measure compensation levels against other employees in the company, against other employees in other companies in similar positions, and against performance. You have to determine salary ranges for existing positions and adjust those periodically to compensate for economic factors (cost of living changes, inflation) and competitive pressures (industry demand for that type of employee, profit margins).

In my opinion, Web based compensation and planning is an online compensation system or approach used to arrange the compensation tools that enable the company to collect, store, manipulate, analyze, utilize, and distribute the compensation data or information. When company using the web based compensation system, all information regarding to the compensation will be more systematic and clear (McGaughey, 2011). This could allow the upper and lower management easy to look at the compensation provide by company.

  There are  advantages use the web based compensation and planning. Simplify the process of give compensation are one of the benefit used the web based compensation and planning system. Company can save the time use to check the performance data of employees when want to provide compensation for them. This is because by using the effectiveness technology, the information will be more accuracy.

Also, web based compensation and planning are allow the company to streamline the administration of employee’s compensation and benefits. There are many web based compensation tools can use to administrate employee’s compensation. So, the company can use the web based compensation tools to manage the task.

Other advantages include web based enable the company sends messages to employees to view their variable pay performance targets. When employees receive the message, they could understand their current level of compensation and also the target of compensation they want to achieve in the future. This could give a very clear compensation planning for the employees and also could be a motivation for employees to work hard (Beam, 2001).

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11)     Beam, B. T. (2001). In Employee Benefits, 6th Edition (pp. 85-88). New York: Dearborn Real Estate Education.

22)   http://management.about.com/cs/people/a/CompPlanning.htm

WEB BASED EMPLOYEE LEARNING AND DEVELOPMENT

E-learning includes all forms of electronically supported learning and teaching, including Ed-tech.The information and communication systems, whether networked learning or not, serve as specific media to implement the learning process. This often involves both out-of-classroom and in-classroom educational experiences via technology, even as advances continue in regard to devices and curriculum.

The role of the Employee Learning and Development is to promote and support employee and organization growth, development and empowerment by providing innovative, quality workplace learning programs, resources and services. In this context, Maurer (2002) mention the significant of employees’ voluntary development and continuous learning has become extensively known as important to organization effectiveness.

Web-based learning and development has several advantages. Web based learning and development 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.

Web based employee learning and development also makes employees can learn different things via the Internet. In other words, an employee is able to choose the material of learning that he or she is more interest to learn and keep develops that interest. By the web based, the employees could also find the right way to development their current knowledge and skills.

According to Serrat(2009), learning play an important role in developing organization effectiveness. This explains the important of learning in an organization, hence it can be said that learning is the key to success. Organization that concern about the learning and development of employees should able to see the ELD system is necessary to practice in the organization in order to implement all the task that related to learning and development program.

This system also has disadvantages in using it. Firstly, fewer employees interact with each other in the organization. This is because when there is a new system, employees are easy to get any information from the web but not from other workers.

Technology-Based Learning (TBL)

Technology-based learning (TBL) constitutes learning via electronic technology, including the Internet, intranets, satellite broadcasts, audio and video conferencing, bulletin boards, chat rooms, webcasts, and CD-ROM. TBL also encompasses related terms, such as online learning and web-based learning that only include learning that occurs via the Internet, and computer-based learning that is restricted to learning through the use of computers. E-learning is synonymous with TBL and has largely replaced it in scholarship and industry as the term of choice.

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11)    http://en.wikipedia.org/wiki/E-learning

22)   Kozlowski, S. W. (2010). In Learning, Training, and Development in Organizations

WEB BASED OCCUPATIONAL SAFTY AND HEALTH

Web based Occupational Safety and health (OSH) is a procedure that every occupational must have a proper protocol that will protect the safety, health and welfare of people from any danger or risks resulting from factors adverse to health in their workplace or employment. This application can helps the organizations avoided 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. These include e-Tools, fact sheets on specific health and safety topics, employee training resources and guidelines for complying with specific regulations. This application will cover the usage of an internet-based diagnostic software system that will use an on-line interview process that will give a compliance 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 compliance  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.

OSHA Standards and Record Keeping

OSHA standards, general industry standards, maritime standards, construction standards, other regulations and procedures and a field operations manual.

Record Keeping, employers with 11 or more employees must maintain records of, and report, occupational injuries and occupational illness that any abnormal condition or disorder caused by exposure to environmental factors associated with employment.

 Inspection priorities, inspection of imminent danger situations, inspections related to valid employee complaints of alleged violation standards. Periodic, special-emphasis inspections aimed at high- hazard industries, occupations, or substance. Random inspections and  re-inspections.

Responsibilities and Rights of Employers

To meet the duty to provide “a workplace free from recognized hazards”.

To be familiar with mandatory OSHA standards

To examine workplace conditions to make sure they conform to applicable standards

To seek advice and off-site consultation from OSHA

To request and receive proper identification of the OSHA compliance officer before inspection.

To be advised by the compliance officer of the reason for an inspection.

Responsibilities and Rights of Employees

To comply with all applicable OSHA standards

To follow all employer safety and health rules and regulations

To report hazardous conditions to the supervisor.

The right to demand safety and health on the job without fear of punishment.

OSHA cannot cite employees for violations of their responsibilities.

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1        1) Victorian Consolidated Acts, 26 July 2012

http://www.austlii.edu.au/au/legis/vic/consol_act/ohasa2004273/

        2) http://en.wikipedia.org/wiki/Occupational_safety_and_health

3   3) Friend, M. A. (2010). In Fundamentals of Occupational Safety and Health (pp. 5-6). New York: Government Institutes.

Introduction

Hello everyone, welcome all of you to my blog.My name is Ruveyda Sengoz, I was raised in a large family with many relatives and this gave me the opportunity to develop my interpersonal and communication skills at a very early age. Being in constant touch with people who are from different aspects of life such as education level, age, culture and so on,  is a good experience for someone to discover his/her capacity and build upon it. After completing secondary education in my home country I set sail to Malaysia to start my my tertiary education in lovely city of Malaysia , i.e. Kuala Lumpur. Currently I am studying in Human Resources Department of University Technology Malaysia(UTM). Being in a different country is not only an advantage as an international experience but it also helps to understand human behaviour of people from very diverse cultures.
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Web Based Employee Self Service

Employee self-service (ESS) is a web-based means for employees to access benefits information and make benefit elections or changes. Employees are guided through online procedures using employee demographic data, plan comparisons, and decision support tools. And simple ESS solutions make forms available online that must be printed, completed and submitted in hardcopy form. Also some solutions may allow for forms to be completed online before printing and submitting. The most sophisticated solutions allow an employee to complete all or most transactions on-line, bypassing the need for any paper. Many ESS solutions offer simplified administration, by fully integrating with the insurance carrier systems. 

Why deal it? There are reasons which are:

• Reduces administrative burden and employee inquires. 
• Eliminates manual data entry errors and increases enrolments accuracy. 
• Provides integrated and automated premium billing. 
• Staff can focus on more strategic versus administrative issues. 
• Creates value for the company’s benefit package.

What size employers offer it? 

ESS applications work best for employers with 200+ participants due to costs and possible complexity of implementation and maintenance. In some cases, employers with less than 50 employees may be able to use limited features of ESS. 

What are the critical underwriting or participation requirements? 

• Ease to use, intuitive screens, transaction speed, and workflow management. 
• Systems ability to handle events, i.e., New Hires, Open Enrolments, & Family Status Changes. 
• Degree of complexity for benefit plans and coverage. 
• Automated billing: Many systems are also automated billing solutions. The ESS solution is linked with the carrier systems and can produce invoices that calculate retroactive dues. This not only saves time in performing premium billing, but also assists in ensuring you are not over or under paying premiums.

Pros and cons

Pros 

• Improves data accuracy and enrolments timeliness. 
• Reduces administration burden, improves efficiency and reduces need for and expense of printed materials.  
• Manage personal details: simple tasks can take longer than they should–unless are empowered to do it themselves.
• Automate leave: applications Self Service eliminates double handling by delivering leave applications directly to managers.

Cons 

• Not cost justifiable for most employers with less than 100 employees. 
• All employees need Internet access through either a PC or kiosk at work. 
• Requires staff resources or a partner to implement, administer and maintain, requires training of HR staff and employees.

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References:
Employee self-service, employee benefits retrieved from: http://www.arlengroup.com/facts/fact_ess.pdf
Web based employee self-service, human resource pay roll. Retrieved from http://www.technologyonecorp.com/media/docs/HRP_Employee_Self_Service_Factsheet_HRPFS002-1111_LR.pdf

HR Performance Management System

Performance management is an HRM process (which has become increasingly popular since the 1980s) concerned with getting the best performance from individuals in an organization, as well as getting the best performance from teams, and the organization, as a whole. Effective performance management therefore involves sharing an understanding of what needs to be achieved and then managing and developing people in a way that enables such shared objectives to be achieved.

Given the mission and values, the organization can create performance objectives at every level within the organization right down to personal objectives for individual members of the organization.

A well-developed performance management system will include the following:

• A statement outlining the organization’s values
• A statement of the organization’s objectives 
• Individual objectives which are linked to the organization’s objectives
• Regular performance reviews throughout the year 
• Performance –related pay
• Training and counseling

The Impact of Human Resource (HR) Performance Management on Project Outcome

Organizations engaged in information technology (IT) projects encounter a dynamic market today. In order to strategically create and sustain a competitive advantage and improve business performance, organizations in IT business must recognize the importance of human resources as a major factor in their business performance. 

Therefore, it is rational that the outcome of IT projects and performance of HR comprising the project team are associated with each other. Human resource management (HRM) for IT projects refers to all activities associated with management of people in a project team (Boxall and Purcell, 2008). Performance management of the HR is a significant function of HRM that helps project managers in measuring and maintaining the performance of project team which is considered necessary for the project success. Existing literature is evident that a growing number of studies acknowledge a positive correlation between HRM and organizational performance.

Effective project management is recommended to be an exercise of nine knowledge areas that mainly include management of project scope, time, cost, quality, HR, communication, procurement, risk and integration of all the areas mentioned throughout the project’s life cycle. The management of scope, time and cost are declared triplet constraints for project as these areas are declared primary functions of project management. The latest knowledge entertains the management of quality as a fourth constraint while practices of functions for HR, communication, procurement and risk are rated only supplementary functions for projects.

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References:

Naqvi I.H & Bokhari S.H.A& Aziz S.& Rehman K., 27 July ,2011 The Impact of Human Resource Performance Management on Project Outcome , retrieved from Full Length Research Paper 
http://www.academicjournals.org/ajbm/pdf/pdf2011/23Sept/Naqvi%20et%20al.pdf