Web Based Occupational, Safety and Health.

According to (Angle, 2005) occupational, safety and health in the workplace is certainly not a new concept, in fact the history can be traced back hundreds of years. From my understanding on this topic, web based occupational, safety and health is about the protecting the safety, health and welfare of people engaged in work or employment. I also understood that OSH is to foster a safe and healthy in term of work environment also to decrease the injuries and accidents in the workplace.  The function of web based OSH is the workers’ compensation claims, accident reporting and record keeping and the safety and health training records. The web based will make the function of the OSH become easier.

After the presentation, I also know about how to implement OSH via web based. First is assess the organization’s safety needs and then communicate your new policies and programs to your workers. Third, is institute regular safety meeting to refresh your employees’ understanding of OSHA standards and company policy.  Next is creating the necessary safety programs for organization and ensure adequate training for your managers and supervisors. Lastly is integrating safety standards information into new employee orientation. According to (Darbyshire, 2005) e-learning was seen as the solution, so the company began purchasing computer based safety and health system.

I also covered and understood about the advantages if the company using the web based OSH in their organization. From my understanding, first advantage is can reduce work related accident. This is because if the organization using web based, they will collect the data using computer. So, if they want to refer back about the data, they only have to access the organization web. Secondly it also can increase operational efficiencies. This is because the data keeping and their work will be done systematically. It also can reduce the time. This is because they only have to key-in the data in the internet and then they only have to access the record if they need it. The last advantages of web based OSH can increase workers retention and satisfaction. This is because if the organization using web based OSH it will give the satisfaction to them through the service they get. There also have the disadvantages of the web based OSH. First is the high potential of losing the data. This is because if the organization using the web based

Bibliography

Angle, J. S. (2005). Occupational Safety and Health in the Emergency Services. United States of America: Thomson Delmar Learning.

Darbyshire, P. (2005). Instructional Technologies: Cognitive Aspects of Online Programs. United States of America: IRM Press.

WEB BASED COMPENSATION AND BENEFITS PLANNING

We also already cover about the web based compensation and benefits planning. According to (Bidgoll, 2004) compensation has been defined as all direct or indirect payments to individuals. In this topic the information that we got is this web based is used for organization for pension, insurance, payroll and so on. From this topic, I also discovered about the components of online compensation systems that can divided into two; fixed compensation such as merit, promotion specific KSA that employees need to perform a job and variable compensation which is including the bonuses, commissions, performance shares and variable merit. According to the (Susan E. Jackson, 2012) merit pay are lies on employees’ yearly rises. For the online benefit system, their components is for pension plan, workers’ compensation, insurance, medical and health benefits and paid time off.

There are also have the changes of using the web based in the compensation and benefits planning from the old version. The changes that I can list are real-time monitoring. If the organization using the web based related, it will helps the managers easily to visualizing the whole progress. Second is dashboard view. This can be helps because they can see the overall budget and target with entering the values guidelines in quick reference table. Third is easy to use excess control planning worksheet through viewing into the visual compensation data, improve budgeting, and reduce errors. Next is own unique set of guidelines for allocation. This can be beneficial because it not only in base pay decision but also in numerous variable and pay incentive components. Lastly is the web based is provides online access to and secure storage.

From the presentation also, I can state the advantages of using web based compensation and benefit planning in the organization. The advantages are enable the planning and budgeting of the employee salaries and also any increase in their payment of their wages, improve the effectiveness of the accurate information, provide extensive reporting and presentation for top management, streamline the compensation cycles or planning, and empower managers at the organization to pay for the top performer.

There is also having the disadvantages if the organization implement the web based compensation and benefits planning in their organization. The disadvantages are this kind of the system does not have any disadvantages yet. It has reduced some of the task of the human resource workers and helps them in planning and recording the data about the compensation plan. Web based also one of the ultimate technologies that the human resource does in their daily responsibilities like record data and processing all the human resource activities.

Bibliography

Bidgoll, H. (2004). The Internet Encyclopedia. New Jersey: John Wiley & Sons, Inc.

Susan E. Jackson, R. S. (2012). Managing Human Resources. USA: South-Western Cengage Learning.

WEB BASED LEARNING AND DEVELOPMENT

From the presentation of the learning and development topic, we already cover about the overview, the components, advantages and disadvantages and their implication for management. In advance, it will helps the organization to plan and monitor training, develop and analyze the success training programs, recommend skill assessment, career matching and performance evaluation, and analyze the employee career development.  According to (Harrison, 2005) web based learning and development requires passion as well as skill, the successful operation of process as well as the design and delivery of products. There are several changes that can be traced if the organization using HRIS in the learning and development which is all the learning and development section will be done in computer based learning such as internet.

We also discovered that learning management system aim to deliver four main features which are delivery training content, tracking of trainee performance, and management of online learning and provision of tools for student’s collaboration. There are also have two management logs in to the system which is employee log in and administrator log in. for my understanding, employee log in included the basic info, my profile and the catalogue. For administrator log in is including the employee data management, training course management and training need assessment.

We also know about the functions of employee learning and development system which is as an employee information system, performance before training, the training course, the transfer of training and for performance evaluation. As we know, ELD is the process of recording all the information that related with the purpose of training management.

There are also have the advantages and disadvantages of using web based learning and development. For the advantage, it will be beneficial to the cost effective and accessibility helps the empowerment and facilitation and improves computer skills. The disadvantages of using web based are certain contents are not suitable to employees, need employees to know the basic computer skill and lack of human contact.

On that presentation also we already cover that there are some implication for the management. It will help the organizations in making important decisions. It also can improve the efficiency of recovery actions in terms of cost reduction actions and it also can make the process easier to implement, and sharing.  But it also makes these features system problems such as poor quality system. It also takes longer to process because to do something online because have to ensure that the training was trying to run true what is required.  According to (Bellingham, 2004) a critical success factor is to list in order for learning and development to realize its potential. 

Bibliography

Bellingham, R. (2004). HR Optimization: From Personnel Administration to Human and Organizational Capital Development. Amherst: HRD Press.

Harrison, R. (2005). Learning and Development. London: Chartered Institute of Personnel and Development.

CONCLUSION

From the three topics, I can conclude that for the competitive advantages is how the information technology can give an impact to organization system and it also can give the benefit to them. Next, we can conclude from the Employee Self-Service that it a one of the human capital system that gives an impact to the efficiency to the workers and employers because this system will makes the management of organization easier. For the last topic that recruitment and staffing topic, we can conclude that the online recruitment can makes that process easier and more efficient. This is because if organizations use the online recruitment it will save the time and cost on recruitment, and so on. So, firstly the organization must invest such an amount to use this method but it will give a good impact for the future.

RECRUITING AND STAFFING

In the previous week, we already cover about recruiting and staffing topic. Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. According to the Douglas and John (2009), recruitment and staffing of new employee is the first processes to rapidly adopt the internet as a core element of the business process. In that topic we had learnt about understanding subsystem of recruiting and staffing, the comparison traditional method and online method, their objectives and the roles of technology on recruitment and staffing process.  So, we already know about the details about recruitment and staffing using online method. In that week also, we asked to prepare a presentation regarding to this topic. We only given one week to get prepare on this presentation.  As we know, online recruitment also called E-recruitment. From what I learnt, E-Recruitment is a process of having a right person right time and right place via online. That process is for selecting workers. Online recruitment also helps the participants and employers gain information toward the vacancy in that organization. From my understanding in that class toward this topic is online recruitment or E-Recruitment is productive strategy to achieve the goal. So, Human Resource Officer should know how this system works, how to build it and how to use this system.

We also know the components of E-Recruitment and Selection from that class. There are many types of components that can be used for recruiting a workers such as job vacancies, external recruitment, internal recruitment, test, interview and so on. For example, test. If organization using online test, it will allows for the possibility of unprotected administration. It also can give security toward that test where by it keeping the test content under lock and key for future use and preventing cheating.

From what I learnt also there are many advantages and disadvantages using E-recruitment. Their advantages is can save the time and cost, wider the reach for employer and participants, sophisticated technique, and so on. This online recruitment also has their disadvantages such as technological abuse, wrong information, and need expertise and so on.

So, in conclusion, the online recruitment is a good method rather than the traditional method because it will give a big impact to the company. 

Reference:

Reynolds, D. H. and Weiner, J. A. (2009). Online Recruiting and Selection: Innovations in Talent Acquisition. Wiley-Blackwell, USA.

WEB BASED EMPLOYEE SELF-SERVICE

In this week, we already learnt about web based employee self-service.  Regarding to the Corpuz (2006), he said that Employee Self Service is the one part of the Human Resource Information System. Employee self-service is a service that using interactive technology by employees and employers to obtain the information and so on. Employee self-service (ESS) is an increasingly prevalent trend in human resources management that allows an employee to handle many job-related tasks (such as applications for reimbursement, updates to personal information, and access to company information) that otherwise would have fallen to management or administrative staff.

Regarding to the an ESS application may be made available over the company's intranet or portal, or through specialized kiosks, and may be confined to a company's private network or may be part of a Web self-service solution for customers, employees and managers. ESS software is available as a stand-alone product or as a component of some larger application. In that class also I already get a full meaning of ESS that are ESS is web-based application that provides employees with access to their personal records and their payroll details.

The most common features of ESS allow employees to change their own address, contact details and so on. In that topic also we can differentiate the use of ESS to employer and employee which is for employers it use for personnel changes, salary actions and job requisitions. And for employees the ESS is useful for HR communications, benefit s service, personnel data updates and job postings. So, if the company using this service on their organization it will give a good impact to the organization. This is because for employer for example if they want to make changes to the data, it will take a short time and more easy because they only just edit from the previous data. If the organization use this ESS service it will influence the HR management through personal data quality, employee empowerment, improvement on the process and HR integration at the employee level. ESS also can reduce the cost, and can increase the satisfaction towards employee and employer.  

When employees have access to self-service, they are able to answer many questions independently, thus lowering the number of phone calls to the HR and payroll departments. When employees and managers are able to update information online, less money is spent on paper forms. Because employee information is captured electronically and sent to the appropriate approver or database, less time is spent processing employee transactions. There is no re-keying of data from paper forms. The disadvantage is Biggest barrier is that some employees don't use personal computers as part of their jobs. 

Reference:

Corpuz, C. R., (2006). Human Resource Management. Rex Book Store, Inc .

INFORMATION SYSTEMS OF COMPETITIVE ADVANTAGES

For this chapter we already learnt about to identify the basic competitive strategies and how technology overcome it. Regarding to the Stair (2010), competitive advantages is a significant (ideally) long-term benefit to a company over its competition, and can result in higher-quality products. Technology is no longer useful in business strategy, but the most important thing in the whole organization. IT can change the way businesses compete. It has made almost of the company wanted to become the most competitive among the competitor. IT plays major roles in business that can substantially increase process efficiencies, improves communication and facilitates collaboration. IT also can help an organization with gaining a competitive advantage, reduce a competitive disadvantage and meet other strategic enterprise objective.

To succeed, a business must develop strategies to counter these forces that are rivalry of competitors within its industry, bargaining power of customer, and bargaining power of suppliers. A strategic Information system (IS) helps an organization gain a competitive advantage through its contribution to the strategic goals of an organization and or its ability to significantly increase performance and productivity.

In that class also we already learnt that there are five competitive strategies that will be implementing:

1. Lower Cost – Deliver a product or a service in lower cost. This does not necessarily mean the lowest cost, but simply a cost related to the quality of the product or service that will be both attractive in the marketplace and will yield sufficient return on investment.
2. Differentiation strategy – Differentiation strategy means the addition of unique features to a product or service that are competitive attractive in the market.
3. Innovation Strategy - Develop products or services through the use of computers that are new and appreciably from other available offerings.
4. Growth Strategy – Diversity into new products or services in to global market.
5. Alliance Strategy - Establish linkages and alliances with customers, suppliers, competitors, consultants and other companies and includes mergers, acquisitions, joint ventures, virtual companies.

If the organization using these competitive strategies, there are not will be costing to the company because these strategies are not mutually exclusive. 

Reference:

Stair, R. et. al. (2010). Introduction of Information Systems. Course Technology Cengage Learning, United States of America.