Conclusion : Web Folio 2

As a conclusion for web folio 2, I would like to say that, E-recruitment, learning and development as well as performance management system are interrelated because these three topics consists or recruiting an employee then develop the knowledge, skills and abilities (KSA) of its employees and once the process has took place, the performance management system will be used as a medium to evaluate the performance of the employees.

Besides that, the recruitment is done through online basis by shortlisting the most suitable candidates rather than sending hard copy of resumes to the organizations. This would help to reduce the usage of papers and straight away keeps environment cleaner. However, it would also save the cost and time for both parties both applicants and also recruitment team in recruiting process. In the context of learning and development it is best to use e-learning for new and existing employees to adopt and adapt with the working environments. As for performance management system, it consists of planning, coaching and counselling, and rewarding. This means the system would enhance to increase performance and at once increase the productivity of the employees.

In general, I have gained much useful knowledge throughout the entire semester that is basically about the Human Resource Information System (HRIS). Im so thankful to Dr. Nur Naha for giving us the opportunity to do reflection of the topics that has been taught in the classroom. Besides that, it is required to review the learning process that tooks place through posting into blogs and at same time would able the students to be more active in using Information Technology (IT) as a medium of learning.

From the previous entries, it can be stated that this subject is more related to practices of Human Resource. For instance since earlier the subject discusses on Introduction to Information System, Information System for Competitive Advantages, E-Recruitment, Learning and Developments, and Performance Management Systems. These topics are regarding the web based applications for the organizations to keep track of the employees. As a result, these web based application can help the company to overcome any issues such as globalization issues and improve their company in step further than before. It is because, the proper usage of web based applications will enable the process of managing be done smoothly. As for Human Resource (HR) managers, the web based applications can help to integrate with the latest technologies for a better environment in managing the company and upgrading the management process.

                                                                                                     

          

Performane Management System

The process of identifying, measuring and developing the performance of individuals and team to achieve the organizational goals. This whole process is the main thing in performance management system. So managing this whole system is not an easy process thus really need to focus and they need to create a system where they can do every process virtually. This process is usually done manually but certain process such as evaluation and so on can be done virtually which the data can be managed effectively.

Performance management system is a continuous process of planning work and setting goals, monitoring performance, developing capacity, reviewing performance, and rewarding good work. It is a main matter or issue in Human resource where its focus on developing the employee to attain the organizational goal.  A systematic system must be created or designed to be implemented in the company in managing the employee performance functions. By having system in managing the employee’s performance it will make the process become smooth and effective. Other than that, using system make easier the data collection about the employee. For example, system is used in data gathering to assessment of employee and so on. Nowadays most of the developed company already using the system to manage their employee performance.

Stages in performance managements are plan, monitor, develop, review, reward. Planning can be done via virtually. Monitor the employee must be done manually but nowadays with the use of CCTV it can be monitored using the computer systems. Developing the employee such as sending to the training program is manually handled program or task. Review can be done virtually and reward is based on type of reward where it can be given to employee.

In final stage the task is reporting a progress where the system must be developed in order to inform the top management about the progress and to identify the further progress in managing the employee toward achieving the organizational mission. After analyse the data a report will be send to every employee which is related to performance management system. After update the report they may have certain changes or development. For example the policy maker will be more aware of the policy in the organization or update the policy which is suitable for the current situation for the benefits of the organization.

Nowadays the use of computer system is now increased and widely used to be competitive and to be effective than other company. So using a system is a benefit for the company where it help done the task easily and effectively.

References :
1. Aguinis,K. (2007). Performance Management. Performance Management and Reward          
    Systems in Context, Pearson Prentice Hall.

2. Kramar, Bartam et al. (2010). Human Resource Management in Australia. McGraw Hill

                  3. Charles H.F and Renato E.N. (2012). Performance Management, Compensation, Benefits,  Payroll and Human Resource Information System, Second Edition, Chapter 14, pp 447

  

Learning and Developments

During this week, the lecturer Dr Nur Naha teaches us regarding the learning and developments. The class were entirely related to case study of learning and developments. Before the learning process begins, we have to know what does it meant by learning. According to dictionary, learning is the process or act that is gained through experience. Nevertheless, development is growth. This indicates human growth, including physical, emotional, intellectual, social, perceptual, and personality development.

            There are several questions were being discussed based on the case study. One of the \ question being discussed is “How do you envision learning 5 years from now?”  There were many answers being answered by us. The exact answers were later given by Dr Nur Naha whom stated that we envision learning in future by transforming the learning styles from face-to-face learning or through hand outs to e-learning. E-learning are considered best medium of learning which possibly consists of every information needed by the employees for learning purposes. For instance company profile, company portfolio, news updates and etc. So, as a result of it, the management can also use the medium for the new employees induction purposes whereby it will help the newly appointed employees get to know about the present company more detail.

            There are various benefits that can be gained through learning and developments. Efoli Ekot (2010), the methods that can be used for learning and developments for the employees in the organizations are as such; role-playing, job rotation, on the job training and so on. Moreover in terms time and cost, Vanessa Ratten (2012) stated that learning through internet would save cost and time rather than travelling from one place to another. The best example of the company that manage to cut down cost and time through learning and development program is Ernst & Young.  Ernst & Young manage to cut the training costs 35 percent and able to improve its consistency and scalability. They condensed about 2,900 hours of classroom training into 700 hours of web-based learning, 200 hours of distance learning and 500 hours of classroom instruction, a cut of 52 percent, Hall (2000).

            In a nut shell, the importance of learning and development through the usage of technology are increasing drastically. As a result of it, everyone need to play their roles in order to gain more better learning environment through e-learning system which is flexible to use anywhere and at any time as we like. Furthermore, in the context of organization every employees must make use of the learning system as much as possible to gain knowledge through experiences while develop the knowledge, skills and abilities (KSA).

(437 Words) 

References :

1. http://www.merriam-webster.com/

2. Efoli Ekot, Articles of  Employee Training and Development : Reasons and Benefits, February 2010

3. Vanessa Ratten, Development And Learning In Organizations Vol. 26 No. 5 2012

4. Hall, Journal of Emerging E-Learning Technologies: Tools for Developing Innovative Online Training,       

    2000

E-Recruitment

For the week after the mid semester break, the learning process continues with the topic regarding E-Recruitment. According to Alison Margeret Foot et.al (2005), recruitment is the steps to hire new work power in the organization through certain processes. It should also be coordinated with the advancement of technology and competition from other organizations. The goal of an effective recruitment function to identify and recruit qualified individuals for the job  and the challenges in the recruitment process quality depends on labour market competition intensifies over time.

Nevertheless, nowadays in a modern world people are moving rapidly towards the usage of technology in everyday life. Even the process of recruiting new employees now has changed to E-recruitment. According to Margeret Rouse (2012), E-recruitment in other word is online recruitment. The benefit of using e-recruitment is less of paper usage which meaning less need for filing or any documentation because every information and detail can be stored straight away in the system and it automatically enhances the practice of saving space in the office.

From the perspective of Human Resource (HR) manager, the system of e-recruitment is developed to help the recruiting team to employ the employees with more specific and  easily. The system is developed through webpages which can help us to fill the application form with full details that are required by the organization that we are going to apply job for. For instance, E-recruitment by CIMB Bank which requires us to fill the application form through e-recruitment and straight away will shortlist the most suitable candidate for a specific position that are being offered.

Besides that this system or software is very cheap and can be modified based on needs of the company. Erice R.Marr (2007), internet attracts more quality applicants despite popularity as a source. Moreover, through E-recruting the HR executives can obtain data or information about applicants and at once make the selection process much smoother and easier.

However, everything has its advantages and disadvantages. Rahul Pandita (2011) stated that in the context of disadvantages of E-recruitment, one of its disadvantage is the applicants are not being able to speak or communicate with any representatives of the company that are being applied for. So as a result of it, this leads to a situation whereby ambiguity and confusion arise as well as demotivates the morale of the person that apply for a job. Besides that, E- recruitment is affected by security issues which stressed out issues like easily be vulnerable to spam and fake profiles. For instance, a stranger create a fake profile in a company as a candidate to apply for but his actual intention is to spread viruses into the systems. In a nutshell, I would strongly choose the E-recruitment system as a recruiting medium to process the application of new employees because it would save cost, save time and also save space.

(478 Words)

References:

1.      Margaret Foot & Caroline Hook, Introducing Human Resource Management 4th edition, Pearson Education Limited, 2005.

2.      Margaret Rouse, Talent Management System Essential Guide, 2012

3.      Erice R.Marr,Journal of E-Recruitment : The Effectiveness of The Internet as a Recruitment Source, 2007

4.      Rahul Pandita, Journal of E-Recruitment : The Effectiveness of The Internet as a Recruitment Source, 2007