CONCLUSION

             The advancement of the technology changes is helping many organization in utilizing the technology and the system in Human Resource Management like in employee learning and development, occupational safety and health in the workplace, and also in compensation and benefit planning. First is the web-based employee learning and development is helping the employee in improving and upgrading their skill and knowledge to increase their potential in organization. While for the web-based occupational safety and health, its provide the information to the employee such as about the OSHA regulation that should apply in the workplace. Lastly is web-based compensation and benefit planning which as the system technology has progressed the employer can become better able to enhance the performance of their direct report and tailor the compensation and benefit program to attract, retain and motivate the employees. So the important of understanding the roles of HRIS in employees learning and development, occupational safety and health, and compensation and benefit planning to employees cannot be underestimated.

REFERENCES

Dessler,G. (2011). Human Resource Management. United State of America; Pearson Education, Inc.

Kavanagh, M.J., Johnson, R.D. & Thite, M. (2011). Human Resource Information Systems: Basics, Applications, and Future Directions. SAGE Publications.

Gary Dessler & Tan Chwee Huat (2009). Human Resource Management. Singapore; Pearson Education South Asia Pte Ltd.

York, K.M. (2009). Applied Human Resource Management Strategic Issue and Experiential Exercise. SAGE Publication Inc.

WEB-BASED COMPENSATION AND BENEFIT PLANNING

           Compensation is one of the most complex topic in Human Resource Management. Organization faced with the complexity of creating and administrating compensation system are increasingly turning to technology for help. The basic compensation system includes based pay, merit pay, short term and long term incentives, perquisite, recognition awards and attraction or retention awards. There are many process associated with each of these, all of which must be coordinated. ( Kavanagh, Thite & Johnson, 2011). The compensation plan should support the company strategic goals. The management should produce an align reward strategy. The company task is to create a reward package aimed at encouraging employee behavior that the company needs to achieve its competitive strategy. ( Dessler & Tan Chwee Huat 2010)

            Because the complexity of the compensation, many series of decision must be made before final compensation decision is made. So the organization can use the web-based compensation module which the manager can perform salary-planning function much easier than was possible with paper based processes. Data such as current salary, salary range can be viewed for all their employee at once. Most company now, make salary structure available on the company intranet. And job postings and also provide the structure information or the salary grade of a job, so that employees can look up what the range of pay for any job would be. (Kavanagh, Thite & Johnson, 2011)

            While other than that, benefits are indirect financial and non-financial payment employees receive from their company. They are important components of the total compensation package. For example of benefits such as health and life insurance, pension, time off with pay, child care facilities, and recreation activities. There are many benefit and various ways to classify them like pay for time not worked, insurance benefits, retirement benefits, and service and family-friendly benefits.  ( Dessler & Tan Chwee Huat 2010).

            With the web-based access to benefit and other employee information, the staff can view summary report at any time, which, in many cases, eliminates the need for a company to produce expensive paper versions. With a web-based system, an employee can, at his or her convenience, view his or her current benefits, salary, and other information directly. For an international company that distributed benefit pay in multiple currencies, the system could normalize that data into single currency. The accuracy of the compensation and benefit plan can increase the employee motivation. (Kavanagh, Thite & Johnson, 2011)

WEB-BASED OCCUPATIONAL SAFETY AND HEALTH

            The employers are responsible to providing a safe and healthy work place for their employees. It is also the responsibility of all employee to comply with safety rules and regulation that were decide by the organization to ensure their safety and health. Most of the countries have their own laws about the occupational safety and health to ensure that the work place is safe. Accident can happen anywhere and anytime. However some accident can be prevented by reducing accident-causing conditions and accident-causing act. And also identifying some danger zone in the workplace. ( Dessler & Tan Chwee Huat 2010)

            The organization should prepare basic perquisite  for crime prevention plan. The organization also should implement policies and program that involve employees in protecting against identified risk and threats. A comprehensive corporate anticrime program should start with the company philosophy and policy on crime by ensure that employees understand that no crime are acceptable and employer will not tolerate to the worker aho commit crime. Other than that investigation of job applicants by checking their background. Conducting crime awareness training like during the training and orientation program. And also crisis management by establishing and communicate the procedure employees should follow in the event of a bomb threat, fire, or other emergency. (Dessler, 2011)

            Beside that according to Dessler (2011), in today business environment, the company should utilize the internet-based system that can help the organization in managing their safety program much more efficiency.  For example the worker who handling hazardous chemical must familiar with those chemical Material Safety Data Sheets ( MSDS). Managing the MSDS can cost millions of dollars each year especially for the large company. So the employers need to distribute the appropriate MSDS to each employee, ensure that the employee study and learn their contents. The information should continually update in data sheet based on new OSHA information. Web-based system now provide a platform upon which the employer can mount all its relevant MSDS, and make these all available to the employer who need them, monitor and test employees on the sheets use, and update the MSDS as required. Other example is web-based training tools on occupational safety and health topics. They are highly illustrated and used graphical menus, and also use expert system module, which enable the user to answer question and receive reliable advice on how OSHA regulation apply on work site ( York, 2009)

WEB-BASED EMPLOYEE LEARNING AND DEVELOPMENT

The nature of work and structure and organization are keep changing such as internationalization, globalization and the changes of customer expectation about the firm’s service and quality standard need the firm to improve and upgrade themselves to remain competitive. So in improving and upgrading themselves, the firm need increase the knowledge and the potential of the employee. Then the learning, training, and development of the employee can ensure to the long term competitiveness , excellence, quality, flexibility and adaptability of work changes and have new service and product. All of these are with the training and development process. The T&D activities also help to alleviate possible future skill shortage of employees. ( Kavanagh, Thite & Johnson, 2011)

            Improve the employees knowledge and skill through, training, learning, and motivating so that they can perform to their work effectively. The training will be more effective of the employee can understand what they learn. To make the training and learning more effective, Dessler & Tan Chwee Huat (2010) are suggested several way such as make the learning meaningful so that the employee as a trainees can easily understand and can remember the material, make it easy for employee to transfer their new knowledge to their current job. And lastly motivate the employee as learner to by doing many practical example as possible and providing immediate feedback whether they learn correctly. Other than learning process, the development of employee important in organization. Development is the continuous process of systematic advancement. The development make sure the employee posses the KSA required to fulfill the future roles in the organization. ( Kavanagh, Thite & Johnson, 2011)

            Before having give the opportunities of learning and developing the employee., the employer is require to identify their learning and development needs first. The Training Need Analysis (TNA) is the key activities of the systematic approach and essentially serves to identify any discrepancies or the T&D gap. The organization employ an HRIS to collect, store and analysis training needs data, and ensuring that the resulting information is both timely and accurate. ( Kavanagh, Thite & Johnson, 2011)

            Beside that, there are few learning and training methods in improving the employee’s skill knowledge and ability. For example, computer-based training, which the interactive technologies reduce the learning time. Other than that, simulated training, video conferences, internet-based classes, teletraining, e-learning, and so on.( Dessler & Tan Chwee Huat 2010)

INTRODUCTION

Web-based system in organization can assist the employer charged with improving the efficiency of HR administration such as employee learning and development, occupational safety and health and compensation and benefit planning for employees much easier. HRIS can improving the HR administration and management by reducing cost, enhancing the reliability of reporting and improving service to internal customer. The web-based system can help the organization increase the data accuracy by reducing the need for multiple input, eliminate the redundancies of data, and reducing the chance of human input errors and associate correction. So, there are many advantages in implementing web-based system in the organization especially in the Human Resource management and administration.

CONCLUSION

The advancement of technology like in computerize system make many organization don’t want to be left behind to follow in utilizing information system in improving and developing for the organization growth. Human Resource Information System plenty of advantages in the aspect like in Human Resource recruiting and staffing, in performance management system, and also including web based employee self service and so on. First is HRIS in Human Resource recruiting and staffing can affect the organization to attracting and selecting the suitable employee with high competency and qualification to fulfill the vacancy requirement. Then, in HR performance management system that information technology can give the organization the overview of overall of employee’s performance in individually or in team accurately. And lastly, web based employee self service facilitate the employee to easily access to their personel records like updating their personel detail, apply for leave, payroll, internal jobs vacancy and other. (150 words)

WEB BASED EMPLOYEE SELF SERVICE

            Employee self service or also known as e-HR refer to the electronic means by which staff can gain information, add the data to the system, carried out transaction  and so on. In the most developed approaches the result is fully integrated, organization-wide electronic network of HR-related data, information services, databases, tool and application are generally accessible at any time by employees, managers and HR profesional.  (Reilly &William, 2003).

            The influence of internet and browser technology has seen the growth of employee self service implementation. Employee self service is an internet-based solution that provide employees with a browser to relevant Human Resource data and transactions. This enable employee to access using their own computer. The employee can update their personel details, apply for leave, and view their pay detail and including the benefit, viewing internal jobs vacancy, and also book training and travel. The benefit of employee self service is it reducing administrative overhead and freeing of HR staff for more strategic activities, improve data integrity which mean the data will keep confidential, and empowerment of employee. (Tatnall, 2008).  

            Reilly &William, 2003 were identify several  advantages for using the web based employee self service such as can save cost because only need a few people to deal with the queries or transaction as they are managed online. Besides that, it has better quality information on the system as those with the knowledge or expertise have loaded the material and it improve management information based on better records. Furthermore, with the web based employee self service also can produce  better productivity, if management time is no longer diverted to Human Resource administration. It help in increase empowerment of staff, so that they have more control over their live especially about their personel detail and providing them with easier in accessing or updating the information.

            With the development of the technology, the organization should support in fostering the environment that recognize the web based employee self service is part of the way in managing and administrating the organization more efficiently. The most important is the management and employees feel secure, private and confident in all aspect of stored data component for keeping the data safe. (Oliver, Romm Livermore & Sudweek, 2008). HRM professionals see employee self service as a value, not just because it increase empowerment of employee but also reducing error in paperwork and cost. (400 words)

Reference

Reilly, P.A. & Williams, T. (2003). How to Get Best Value from Hr: The Shared Services Option. England: Gower Publishing Limited.

Tatnall, A. (2005). Web Portals: The New Gateways to Internet Information and Services. United State of America: Idea Group Publishing.

Oliver, D., Livermore, R.C. & Sudweeks, F. (2009). Self-Service in the Internet Age: Expectations and Experiences. Springer-Verlag London Limited.