Closure

         The compensation and benefits lecture engaged with the development of welfare (which is the main concern of most of the employees) can be simplified through online induction system that developed in the company, as well as other departments' achievement.  Performance of employees (which is highest concern of most organization) often be increase in order to increase productivity and effectiveness of an organization, and one of the intervention is the use of technological information system in handling them.Without internet, there are lots of things that could not be done whereas with the internet's help, we can achieve things in half of the globe. Therefore, the role of technology in supporting system can never be neglected as it helps in major functions in the technology well developed companies.

       
          Through out the whole semester, this course has made me increase a lot of knowledge, either in Human Resource Management related knowledge and technological advancement related knowledge. This subject is well taught by two of my lecturers, Dr. Nur Naha and Mr. Ibrahim and well shared among course-mates, which increases my critical thinking and problems solving skills as well through group discussion activities and case studies. When refresh back, things only happens on yesterday, but now it has been 4 months together in learning a new field in our study life. Sincerely to apologize for any mistakes that I have done and grace to all of my lecturers and friends in giving me a chance to learn with you all in a class. Hopefully the teachings will never fade and will be applicable no matter when and where we are. Sincere thanks.

Compensation and Benefits

First  class  after  semester  break,  begin  with  the  compensation  and  benefit  system  which  is  often  engaged  with  supplemental  pay  benefits  such  as  sick  leave,  insurance  benefits  such  as  medical  compensation  on  injuries  and  last  but  not  least  is  the  retirement  benefits,  the  pension’s  financial  plan.  These  benefits  are  often  associated  with  the  welfare  of  employees  that  should  be  well  considered  before  becoming  a  part  of  the  company.  For  me,  the  first  consideration  to  find  for  a  job  is  to  compare  the  benefits  and  welfare  provided,  and  then  second  would  be  the  salary.  Anyway,  in  terms  of  benefits  provided  varies  among  companies  according  to  policies,  so  as  the  legal  concerns.

Often,  the  policy  issues  are  associated  with  how  to  finance  benefits,  which  benefits  to  offer  and  who  will  be  covered  and  so  on.  In  my  viewpoint,  the  company  that  put  high  concern  on  human  capital  development  will  have  higher  benefits  level  provided  either  to  retain  employees  or  to  motivate  them.  Whereas  supplement  benefits  will  be  preferable  for  employees  that  engaged  with  frequent  time  off  employees  that  lack  of  help  in  child  care  (parental  leave).  Even  the  employees  have  the  right  of  receiving  these  leaves  but  it  will  affect  the  productivity  and  efficiencies  of  the  company.  Therefore,  for  employees  especially  in  this  group,  a  flexible  work  time  will  be  highly  suggested  to  have  work-life  balance  (Beauregard,  Alexandra,  Henry,  &  Lesley,  2009).  Third  benefit  is  the  insurance  benefits  as  well  as  medical  subsidiary  engaged  highly  in  safety  and  health  among  employees.  Anyway,  there  is  limit  management  in  health  benefits  to  avoid  excessive  use.  Lastly  is  the  retirement  benefit  that  regarding  the  pension  life  plan  when  not  working.

      In  conclusion,  as  employees  are  main  assets  of  a  company’s  development  and  their  contribution  are  undeniable.  Therefore,  benefits  or  services  are  highly  necessary  to  repay  their  contribution  and  to  motivate  them  to  have  better  achievement.

 
Beauregard,  T.  Alexandra  and  Henry,  Lesley  C.  (2009)  Making  the  link  between  work-life  balance  practices  and  organizational  performance.  Human  resource  management  review,  19  .  pp.  9-22.  ISSN  1053-4822

Role of Technology in Supporting Performance

          In  the  study  of  technology  role  In  supporting  performance,  it  enhances  my  understanding  further  in  the  three  categories  of  technology  role,  mainly  The  Web,  Third  Party  Vendors,  and  ERP  (Enterprise  Resource  Planning).  Besides,  a  small  group  discussion  was  held  to  enhance  the  critical  thinking  and  SWOT  and  PESTLE  analysis  skills  towards  the  multinational  or  national  companies. 

From  the  knowledge  that  I  have  learnt,  The  Web  is  able  to  provide  online  performance  appraisal  and  full  circle  feedback  towards  employees  as  well  as  self-paced  learning  program.  Meanwhile,  third  party  vendor  can  be  outsourced  technology  assistance  that  only  help  in  selling  specific  element  of  Human  Resource  Process  such  as  Performance  Management  System.  Lastly,  ERP  provider  is  used  to  manage  and  track  performance  management  which  is  detail  in  opposing  a  balanced  scorecard  and  calculation  of  retention  probabilities  and  so  on  to  help  in  handling  employee  performance  information  (Ceriello  &  Freeman,  1991).  In  developing  information  regarding  employees’  performance  management,  this  field  of  understanding  is  highly  needed. 

In  the  brief  group  discussion  that  has  been  carried  out,  the  topic  of  our  group  is  the  SWOT  and  PESTLE  analysis  towards  national  companies.  The  company  that  has  been  chosen  was  Petronas,  the  petroleum  and  natural  gas  business  leader.  This  activity  enabled  us  to  apply  theoretical  study  on  real  world  industry.  In  SWOT  analysis,  the  strength  of  Petronas  is  the  natural  resources  could  be  obtained  from  own  country.  The  weakness  is  insufficiency  in  safety  plan.  They  have  the  opportunity  in  investing  in  new  field  and  market  such  as  petrochemical  into  China.  Anyway,  Petronas  might  afraid  being  substituted  by  multinational  company  such  as  Shell.  The  way  to  strategize  its  weakness  is  to  build  advanced  technological  oil  plantation  which  is  safer  will  able  to  increase  the  productivity  as  well. 

In  conclusion,  technology  does  play  a  huge  role  in  supporting  performance  system  of  organization  which  provided  effectiveness  and  efficiency  that  should  be  optimally  applied.  Even  a  company  has  weaknesses,  it  is  important  to  strategize  it  to  reduce  loss  and  increase  profits  when  done  in  correct  ways. 

Ceriello, V. R., & Freeman, C. (1991). Human Resource Management System: Strategies, Tactics, and Techniques. San Francisco: Jossey-Bass Publisher

Online Induction System

          In  Week  11,  the  online  Induction  system  (OIS)  lecture  has  been  delivered.  OIS  system  is  considered  as  advanced  web  technology  that  provided  lots  of  conveniences  towards  the  organization  function.    In  induction  program,  it  may  involve  employee’s  condition  and  details,  involvement  and  performance  management  as  well  as  development. 

          For  me,  OIS  helps  in  managing  employees  profile  and  development  stages  in  a  systematic  ways  that  organize  the  functional  system  in  a  company.  The  components  in  online  system  can  be  built  according  to  department’s  needs,  such  as  Recruitment  and  Selection  Department,  Training  and  Development  Department,  Compensation  and  Benefits  Department  as  well  as  basic  database  in  a  company.  If  one  knows  the  knowledge  well,  they  are  able  to  use  the  abilities  to  earn  money  by  helping  other  companies  to  develop  the  system. 

          Well,  OIS  is  time  efficient  and  easy  to  retrieve  data  among  employees  and  the  management  team  when  needed,  less  paper  will  be  wasted  as  well.  Furthermore,  attractive  and  user-friendly  online  interface  will  encourage  new  employees  to  use  the  system  effectively.  Anyway,  OIS  also  comes  with  some  disadvantages.  The  technological  complications  such  as  virus  attacking  or  error  that  happens  in  system  will  causes  data  loss  and  inconveniences  in  organization  function  (Maund,  2001).  Besides,  small  companies  often  unable  to  afford  the  huge  amount  of  system  investment.Induction  cost  may  be  minimized  if  the  company  is  able  to  create  own  system  which  is  not  outsourced.  The  negative  side  is  it  needed  manual  reference  in  creating  and  using  the  system  as  it  has  been  complicated  sometimes.  Furthermore,  high  cost  will  be  involved  in  developing  and  managing  the  system  as  well. 

       In  order  to  have  practice  on  developing  a  system,  my  assignment  group  member  team  has  created  an  online  induction  system  for  career  development  system.  From  the  reading  and  referencing  on  other  companies  ‘system,  I  am able to provid  the  components  needed  and  he  created  the  system.  It  will  be  a  crucial  development  and  benefits  to  me  if  I  am  able  to  apply  this  knowledge  create  the  system  in  future  work  life .

Maund,  L.(2001).  An  Introduction  to  Human  Resource  Management:  Theory  and  Practice.  Palgrave:  New  York.  

Conclusion (Closure)

Competitiveness   is   important   in   stimulating   the   industry   to   provide   better   merchandises   and   services   at   lower   costs   and   diversify   the   products   which   will   help   consumers   to   obtain   better   life   and   higher   satisfactions   besides   fighting   to   be   market   share   leaders   and   earning   more   profits.   Suitable   levels   of   competitiveness   are   crucial   and   beneficial   but   over-competitive   that   leading   to   unethical   strategies   may   corrupt   the   society   balances.   To   increase   profit   earnings   and   reduce   risks,   an   organization   should   be   creative   and   be   in   critical   thinking   all   the   time.   Even   so,   capable   man   powers   are   important   assets   for   organization   to   have   continual   developments.

          Recruiting   capable   and   suitable   employees   can   be   easy   and   difficult,   depending   on   the   ways   of   recruiting.   E-recruitment   has   been   widely   used   nowadays   as   it   is   cost   and   time   effective,   able   to   accept   larger   pool   of   applicants   if   compared   to   traditional   face-to-face   interviews   or   mailing.   Despite   all   of   the   conveniences   provided,   if   someday   the   system   goes   into   failure,   there   will   be   missing   information   that   might   be   unable   to   be   retrieved   or   overloaded   information   that   unable   to   screen   through   effectively.   Recruiting   is   a   crucial   process   in   an   organization,   besides   choosing   the   right   person,   developing   and   motivating   them   are   important   for   continual   improvement   of   the   organization   as   well.

          Therefore,   establishing   a   systematic   performance   management   system   is   as   important   as   choosing   the   right   person   in   the   work.   Performance   management   system   including   planning   for   target   to   be   achieved,   supervising   or   monitoring   progress,   then   reviewing   and   evaluating   result   and   lastly   is   rewarding   success.   Every   each   of   the   stages   is   important   for   motivating   the   employees   in   making   higher   achievement   target   from   time   to   time   to   ensure   continuous   development   of   organization.   A   successful   organization   needs   brilliant   and   willing   to   sacrifice’s   employees   to   encounter   with   competitions   around   the   world.      

Performance Management System (PMS)

       In organization, constant achieving missions and objectives are crucial for continual development and improvement in its effectiveness. Same goes to employees. Employees have to achieve target in order to be rewarded, recognized and compensated. This often undergoes a systematic performance management system, PMS. The purpose of designing and implementing a performance management system is to ensure performance happens by design and not by chance.

         A good performance management system able to communicate organisational goals and objectives, reinforce individual accountability for meeting those goals, track individual and organisational performance results from time to time for continuous development and planning. The stages of performance management system include planning, monitoring, developing, reviewing, and rewarding. Planning often engages with goal setting and target planning. Monitoring stage often done by supervisors in guiding or checking the progress of targets. Developing often deal with investment of tangible or intangible resources in making the targets to be achieved. Review has to do with appraisal and critical evaluation from the result of the development done. Lastly is the rewarding system whereby a positive performance will receive positive prizes, whereas negative performance or unachievable target will have to gone through negative reinforcement-stages. http://www.cnn1.co.za/performance_management_stages.htm

          In reviewing or appraising the performance of employees, there are several performance indicators related such as job role, toughness, job analysis and specifications, and so on. Evaluation results are not easy to be rewarded. For positive performances done, reward, recognitions and compensation will be given as a motivation increaser. Usually, the positive reinforcers are related payroll, compensation and benefits, reward and recruitment and staffing units. Anyway, human are operant learners, more benefits might make them work well next time.  

Recruitment and Staffing

Recruitment is a process whereby an organization trying to attract large pool of interested workers, screen their qualifications and select those suits the vacancies the most to work for them. Recruitment process is getting easier rather than using manual mailing method, introduction of e-recruitment has simplifies and provide more conveniences for work applicants. There are two main objectives of e-recruitment system, one is to help in choosing right person to fit the job offered, another one is to reduce the employee turnover rate.

          There are several benefits of using e-recruitment system. First of all, it reach a large pool of target. As application procedure has becoming easier, application rate become higher and easier to achieve people around the world that are interested in the job. It reduces time and cost effective for applicants in mailing and for screeners to screen and select qualified applicant through its system as proper system helps to retrieve information that are needed in a faster way.

Anyway, every system has their strength and weakness. As applicant rates increase, screeners would face information overload. High position level recruitment is still unsuitable to be done through e-recruiting sites as a face-to-face interview provides better screening effects.  E-recruitment system often built with limited to user access and requires authorities, therefore people are not from certain position are not allowed to know the details. Updating information can be tough work as well; dealing with missing information can trouble the whole management when system malfunctions.

          Well, to build a proper e-recruitment system, it is crucial for us to focus on the system’s professionalism, functionalism, user-friendliness and effectiveness of its sharing system. A professional e-recruitment site can provide more reliable sources of jobs, high functions recruitment sites are time and cost effective, user-friendly sites increase clicking and using rate and effective sharing system widen sources to be obtained or spread which fasten works.