web folio 2: CONCLUSION

In conclusion, for the first topic, web-based learning and development is one of the ways for employees to gain and learning something that regarding to their tasks or jobs. So, employees can easy to learn in order to increase their learning about certain knowledge or skills via online Internet. Employees can choose what kind of the courses or content of learning that meets with their needs. The technological changes also influence the learning styles of employees.

            For the second topic, web-based occupational safety and health is help organization to create safely and healthy working environment to their employees. So, organization can reduced or avoid any accidents, illnesses or injured reports in the workplace. Organization need to create safety and healthy regulations or policies and make sure that all the employees understand it well. Employees also will be more caution to control and handle hazards especially when using dangerous equipment or machinery.

            For the third topic, web-based compensation and planning is facilitated HR Department to collect, store and analyze information or data that related with compensation of each employee compare to used paper-based. At the same time, employees also easier to review it to make sure the accuracy of the information or data.  

(202 words)

web folio 2: WEB BASED COMPENSATION AND PLANNING

Early 80s and 90s, organization used paper-based on planning of compensation to their employees. This is because web based compensation still not existed and HR Department faced difficulty to record and review the compensation for each of employees. But nowadays, it is easier because HR Department just click items that related with the compensation by using web-based compensation. Organization must ensure that their web-based compensation is effective because it is essential for control labor costs, increase employee productivity and improvement quality of services.  

According Kavangah et al. (1990), compensation systems includes base pay, merit pay, short-term and long-term incentives, perquisites, recognition awards and attraction or retention awards. So, HR Department must coordinate and organize all of this compensation systems based on positions of each employee. This is because different positions of the employees have different types of compensation. Other than that, organizations more give recognition that focuses on non-monetary rewards to their employees such as recognition of “best employee of the month” or have a lunch with top management.

By using web-based compensation, HR Department easier to collect, record, control, evaluate, utilize and distribute compensation data and information. Besides that, employees also can review the compensation data to know their payment or salary in every month via Internet. This is because amount of salary that employees received are different each month based on their over-time hour payment, profits of sales, performances, productivity or bonuses.

So, HR Department is responsible to make sure that salary of employees is match with those criteria.  They also can cut their time to sit in front of computers during entering all the compensation data of each employee because information can be updated using real-time data.

In addition, web-based compensation contains a lot of information regarding compensation planning and implementation such as plan configuration, modeling and budgeting, plans review and approval, and data related to payment of employees. Other than that, web-based compensation has current information about compensation policies, program description, and new compensation forms and also employees can get further explanation by requesting the question via online Internet to the HR Department.

Web-based compensation incorporated with other department in the organization, if the data and information related to HR Department. For an example, HR Department can detect the information of employee attendance or performance appraisal to make sure is equivalent changes with their compensation. Furthermore, managers can online via Internet to review the compensation reports of each employee and also view the compensation plans and budgeting to make comparison between budgeting with actual spending.

(419 words)

BIBLIOGRAPHY

Liang, X. (2001). Transforming Compensation Management Practices through Web-Based Enterprise Technologies.

Michael J. Kavangah, M. T. (1990). Human Resources Information Systems.

web folio 2: WEB BASED OCCUPATIONAL SAFETY AND HEALTH

Every organization must emphasize the safety and health for their employees in order to produce safely and healthy environment in the workplace. So, web-based occupational safety and health can be facilitated the organization to avoid any employees involved with accidents or illness during working hours especially to those who related with dangerous areas such as construction, chemical company or others.

            There are many functions of web-based OSH is firstly, employer can review records and reports of workplace deaths, injuries and illnesses. They just click to review all of the recordkeeping in the web-based compare to review the records of accidents one-by-one by using paper-based (form). They will know the statistics number of accidents frequently happen to the employees. They can evaluate the successful of safety and health program in their organization based on that statistics. From that information, employers are easier to determine the causes of the accidents and develop procedures to avoid it. They can detect potential risks or hazards to warning sign to those areas.

Secondly, web-based OSH also includes the records of safety and health training to the employees. Each of employers and employees must compulsory attend this training program to know how to protect themselves from hazards.  This is to make sure that employees know how to handle the materials and equipment safely and also how to prevent hazards. Based on the web-based, employers can detect to who those employees that still not attend safety and health training program especially for new employees and to employees who are posting to new jobs, because they are still new to learn how to control their jobs and likely to get injured. They also can review the number of frequently to send and conduct that training to their employees. 

Third, web-based OSH also contains workers compensations claims to those who involved in the accidents. Employees can review their medical records on how much of total claims that they will get based on their medical insurance and claims.

Other than that, web-based OSH consist numbers of inspections and audits that the organization frequently conduct inspection in the site to make sure that full compliance with organization safety policy and regulations in the workplace. Besides that, employees also can checklist their self-inspection in the web-based. It is because employees know where areas are probably hazards to them and how to behave and control it. This checklist covered several areas or scopes in the workplace which is lighting, electricity, heating, machinery, hand and power tools, chemical, fire prevention, transportation, first-aid programs and others.

(421 words)

BIBLIOGRAPHY

Occupational Safety and Health Administration. (2005). Small Business Safety and Health Management Series. United States.

Sai On Cheung, K. K. (2004). Web-based safety and health monitoring system for construction management. Journal of Safety Research, 159-170.

web folio 2: WEB BASED LEARNING AND DEVELOPMENT

Nowadays, the employees are trying to gain more knowledge and skills in order to compete with other employees and for their self-development. They are more motivated to learn new things to improve their learning in certain areas or skills. In 21^st century is influenced the ways and learning styles of the employees. This is because of rapid changing in technologies and high demand on workforce training.

            Definition of web-based employee learning is any learning facilitated via Internet such as by using intranets, satellite broadcasts, audio and video conferencing, Internet conferencing, chat rooms, e-bulletin board, webcasts and computer-based instruction. It also related with terms “online learning” and “e-learning”. For example, in UTM, students can “log in” to “e-learning UTM” for download the lecturer notes, to know updated information or data from the lecturer, send their assignment or quizzes and other. Characteristic of web-based employee learning is lack of interaction or existence between trainer and instructor with learner because they are not being monitored directly by the trainer and learn something by their own compare with face-to-face learning.

            There are several advantages of web-based learning to the employees compare to face-to-face learning. Firstly, employees can access the learning content via internet at anywhere and anytime of day or night. It will give opportunity to the employees who those that cannot take time off from their jobs to attend the training programs. So, they can access and learn the courses after finish their tasks. It also helps employees to who those have transportation barriers. They just can access it from everywhere where there is have Internet access.

Secondly, web-based learning can be self-paced and employees can match the course that meets their needs. This is because everybody has their own learning styles. For an example, Toshiba used web-based learning on sales training programs for their sales representatives. Organization also can cut their costs in terms of travel costs or transportation costs in order to send large number of employees to attend the training programs.

But, the web-based learning still has some of challenges that is difficult to implement web-based learning to those who are low computer literacy and lack access to the Internet. Other than that, “social loafing” is produced because learners feel not being observed without has personal contact with trainers, instructors or peers. The learners also have lack of two way communication with the trainer because learning is just via the Internet or computer network.

(404 words)

BIBLIOGRAPHY

Paulsen, M. F. (2002, July). Onlinde Education System: Discussion and Definition of Terms. NKI Distance Education.

Vinz Koller, S. H. (n.d.). Technology-Based Learning Strategies . Social Policy Research Associates.

web folio 2: INTRODUCTION

Myself

Assalamualaikum, I want to introduce myself. My name is Fatin Atikah Bt Mohd Jamal. I am from Pasir Gudang, Johor. I studied at Universiti Teknologi Malaysia with major courses is Human Resources Development field. Before this, I studied at Johor Matriculation and my course is science physic.

 HRIS

            In web folio 1, I already mention about definition of human resources information system. Now, in web folio 2, the topics assignment only focus on 3 topics which is web-based learning and development, web-based occupational safety and health, and also web-based compensation and planning.

Nowadays, the rapidly technologies changing are influenced the employees jobs.  This is because the systems that being created or produced such as these 3 types of web-based (learning and development, occupational safety and health, and compensation and planning) to facilitate the life of employee more easily. All of these types of web-based have different functions and purposes to use it.  

(151 words)

web folio 1: WEB-BASED EMPLOYEE SELF SERVICE

Before using employee self service, HR professionals are spend more time in organize the information and data of employees on the paper. But, advanced of internet and technology produced Web-based employee self-service acts as a web-based application that contains information of employees to access HR services regarding to their employment. Employees can update their personal data especially critical information such as their address and emergency contacts, they can view their current and previous wages or payroll information with the benefits, access to request leave, view vacancy internal job posting and apply to attend training. Internet and advance in browser technology influence the development of employee self-service in each of the organization. But not each of the organization have employee self-service because the employer need to be consider the size of the company. Employee self-service is suitable for the organization that has almost 200 numbers of employees due to costs and difficulty of implementation and maintenance.

 HR departments can reduced their workload and cut time on administrative tasks because empolyees can access their own information without assisst  from HR professionals. HR departments will work more flexible and efficient manage personal and global information of employee  via the web. So, they are more proactive and play strategic role in organization Data of each empolyees are more accurate and also can increases the reability of the data and productivity of HR departments. There are several advantages used web-based employee self service to the organization:

a)      can reduce time dealing with HR departments

b)      provide better quality information and data on the system or web browser

c)      increases management information because of data protection

d)      employees gain more knowledge sharing and collaborative working across other departments or boundaries

e)      employees can access information of portals in everywhere and everytime because they used employees self-service in laptop or desktop computers, tablets and also smart phone or mobile devices.

f)        More sophisticated and informed decision-making

g)      Cut the cost and burden of HR administration

h)      Reduced manual data errors and increases the accuracy of HR information and data

i)        Improve the satisfaction of employees during access

Even though, there are many advantages used employee self-service but it also have several disadvantages to employees and HR departments when using this web browser which is:

a)      Changed in corporate culture

b)      Need staff resources to implement, administer and maintain

c)      Data protection may be breaches by hacker or identity theft

d)      Required new interfaces in terms of HR, payroll and others

BIBLIOGRAPHY

Peter Reilly, T. W. (2003). How to Get Best Value from HR . England: Gower Publishing Limited.

Tatnall, A. (2004). The New Gateways to Internet Information and Services. United States: Idea Group Publishing .

web folio 1: HR PERFORMANCE MANAGEMENT SYSTEMS

            Basically, performance management using past performance in order to improved future performance and also as an ongoing process of identifying, evaluating and developing the job performance of employees so that the goals and objectives of the organizations will be achieved successfully.  In while, performance management systems not only have information of employee performance but it is a system that consist data of internal organization includes of rewards, staffing, training and development and career development. Even though there is various employee performance but data of each employee are specific based on their performance. So, HR manager can easily detect the employees that performed well or not in their jobs. HR manager also can evaluate job performance of each employee and the reward system that they should received based on the performance.

Performance management system give benefits to organization by ensuring each of activities or works of employees are aligned and can achieve organizational goals. It is because both organization and employees performance are related to each other

In addition, performance management systems consists many scopes of activities includes continual feedback, both managers and employees can review the performance together to make new goals and development objectives and also for coaching activities. There are several characteristics of performance management systems:

v  Employees goals must be align with mission and vision of organization

v  Performance of employees must supports and related with organization performance objectives

v  Continuously review and look up the feedback on individual and organization performance

Besides that, performance management systems are essential to the organizational performance because 

v  It help organization to develop the performance culture

v  To make sure the employees performance goals must align with organization strategic goal

v  To improve the employees performance if it does not achieve target performance of organization

v  To investigates the qualified employees for the promotion (succession planning)

v  To identify the relationship between pay and employees performance

v  It can acts as a tool for the organization to achieve transformation

BIBLIOGRAPHY

Bandaranayake, D. D. (2001). Assessing Performance Management of Human Resources .

Wollongong, U. o. (2009, Septermber). Recommendations for implementing performance management systems in organizations.