Conclusion

For this part, I will conclude about 3 chapters including performance management system, compensation and benefit and online induction system.

For the performance management system, we can say that it is a good tool to prevent problems from occurring during the year. As I had mention before this, the performance management system is a much bigger system and valuable to manager and organization and also to employees. In this performance management system also, organization can determine whether their employees had achieved their goals or not. Then, Human Resource Manager must know the purpose of this system whereas the managing performance is for accountability and for employee development. Furthermore, they should know how to apply the five stages of performance management system.

For the second topic that I had discussed is about compensation and benefit. Compensation and benefit means a payment to an employee in return for their contribution to the organization and also the forms of value that provide to the employees. We can say that compensation and benefit is one of the most important in organization in order to protect the employees’ rights and also their welfare. Actually, this matter can influence the level of employees’ job stress because it is related with their financial matter and as we know financial matter is the most important thing in human life.

For the last topic that I had discussed is about online induction system. As I had mention before this, online induction system is the reports of induction process of new employees to expose new employees in their new environment organizations. We can say that online induction system is one of the facilities in organization and it is one of the training and development part. What is the most important in this system is easily to manage and it can also reduce the cost of induction!

                           ONLINE INDUCTION SYSTEM

According to Kelly Rainer (2007), online induction system is an online employee induction system which is the reports of induction process of new employees to expose new employees in their new environment organizations and promotion requirement. Here, an organization would create manage induction competencies by combining content packages into programs specifically targeted to the organization’s needs.  Actually, online induction system is easily to manage, reduce costs and also reduce manual administration by implementing online induction system. With online induction system, most of new employees are ready to work from day one and the induction can be completed before starting at a time. So, we can see that is convenient for both of management and their new employees.

Besides that, with online induction system, we can engage employees in learning by including documents, videos and other rich media in their induction. With using an online form, organization can get an important data that related with employees and also can upload the copies of qualifications, licenses and so on.

To make the new employees love with this online induction system, organization can engage their employees with the attractive, user-friendly online interface and so on in their system.  But, what is the most important is organization must ensure the records of their new employees are kept safely, centralized and up to date to avoid any problems in the future. 

The table shows about the advantages and disadvantages of online induction system:

Advantages	Disadvantages
Save  inductor’s and manager’s time	Technological complications
Easy to access with induction online software	High cost for small organizations
Deliver procedures; provide documents and online surveys to new employees	Lack of supervision
Engage new employees with the attractive and user-friendly online interface	Probability to lose the data

Besides the advantages and disadvantages, online induction system also has the implication whether positive and negative for management. The table shows the positive and negative implication of online induction system:

Positive Implication	Negative Implication
Reduce the cost of induction	Need manual reference
Easier to compliance, manage and report	High cost
Reduce number of employees	Not apply their skill to train employees

As a conclusion, each of the system have their own advantages and disadvantages. So, it is up to organization on how they use their system whether in a good way or not. 

Compensation and Benefit

Employee Compensation

Compensation is a payment to an employee in return for their contribution to the organization. Compensation includes topics in regard to wage, salary and tips programs and structures. For example, merit-based programs, bonus-based programs, commission-based programs and so on. It is usually provided as base pay and/or variable pay. Base pay is based on the role in the organization and the market for the expertise required conducting that role. Meanwhile, variable pay is based on the performance of the person on that role such as bonus plans are a form of variable pay. Organizations usually associate compensation with job descriptions in the organization. The ranges include the minimum and the maximum amount of money that can be earned per year in that role.

Employee Benefit

Benefits are one of the payment and also the forms of value that provide to the employee in return for their contribution to the organization. Some benefits such as unemployment and worker’s compensation are federally required which is the worker’s compensation is really a worker’s right, rather than a benefit.

Employee benefits also refer to retirement plans, health life insurance, disability insurance, vacation and so on. Benefits are increasingly expensive for businesses to provide to employees, so that, the range and options of benefits are changing rapidly to include like flexible benefit plans. Besides that, in benefits, there are tangible benefits and also intangible benefits. The benefits listed above are tangible benefits while intangible benefits are less direct. For example, appreciation from a boss, likelihood for promotion and others. 

In benefits, there are 4 types of employee benefits:

i.                     Supplemental pay (pay for time not worked)

-          Unemployment insurance

-          Sick leave

-          Severance pay

-          Vacations and holidays

-          Parental leave

-          Supplemental unemployment benefits

ii.                   Insurance benefits

-          Workers’ compensation

-          Hospitalization, health, and disability insurance

-          Health maintenance organization

-          Preferred provider organization

-          Life insurance

iii.                  Retirement benefits

-          Social security

-          pensions

iv.                 Executive benefits

             -      vacation

             -      medical

Besides of these compensation and benefit, some organizations also have provided some facilities to their employees that we called it as family-friendly benefits. There are some examples of family-friendly benefits:

-          Subsidized child care

-          Sick child benefits

-          Elder care

-          Time off

-          Subsidized employee transportation

-          Food services

-          Educational subsidies

-          Fitness and medical facilities

-          Flexible work scheduling

 

PERFORMANCE MANAGEMENT SYSTEM

For our information, performance management system is not performance appraisal. Actually, performance management is a much bigger system and is much valuable to managers and companies and also to employees than performance appraisal.

Performance management is the process of involving employees in accomplishing your agency’s mission and goals. Employee performance management includes planning work and setting goals, monitoring performance, developing capacity, reviewing performance and rewarding the good work.

According to Robert Bacal, performance management system is an on-going communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding about the essential job functions that the employee is expected to do, how the employee’s job contributes to the goals of the organization, how job performance will be measured and identifying barriers to performance and removing them.

There are some purposes to do the performance management system. Firstly, to help the employees to understand what they should be doing and how well they should be doing it, when it’s done well, it allows employees to consult with their managers less frequently. They make less mistakes, since they are clear about their jobs and authority levels, and they can make more decisions on their own.

Besides that, performance management is a good tool to prevent problems from occurring during the year. Goal setting and communication about performance all year long is helps to identify the barriers to performance before they impact on performance. However, most people think that performance management is involves looking backwards because they were focus on the performance appraisal.

In performance management system, there are five stages of performance management. It is starting with plan, monitor, develop, review and reward.

Performance management systems also have some benefits. There are improved productivity which is in improvement in both the way people work and the outcomes they produce, improved employee morale which is resulting from on-time performance appraisals and rewards commensurate with employee contributions, retention of top performers which is employees who feel accomplished in their work become loyal employees and also increased profitability which is loyal employees deliver the higher levels of service that result in customer loyalty.

For overall, we can say that performance management system can be regarded as a proactive system of managing employee performance for driving the individuals and the organizations toward desired performance and results.

Conclusion

For the first topic that I had discussed is about competitive advantages. In this topic, there are 3 main things that I had discussed. There are two analyses which are SWOT analysis and PESTLE analysis and the five competitive forces. For both of these analyses, there are the tools that we used to find out the current status and position of an organization in relation to its external environment and current activities. Besides, if organization wants to succeed in their performance, they must know how to develop the strategies to counter these five competitive forces to make sure that they can achieve their goals.

For second topic that I had discussed is about on globalizing HRIS.  As I told before this, there are 3 different HRIS models which is multinational model, global model, and international model. Each models have their own characterizes and functions. Besides, all of these models are under transnational HRIS. The transnational HRIS is one that brings “hyper-competitive” advantage in the HR processes and system. Furthermore, the transnational HRIS is one specifically designed to respond to complexity and change.

Last but not least, for the third topic that I had discussed before this, is about Web Based HR Planning of recruiting and staffing. In this system, there are a few implications on management. There is management to be cost effective and efficient, can reach high-quality applicants, and administration also can easily update all the information via using on this system and it can enhance the productivity in organization for overall. Here, we can say that very day, more and more companies are embracing technology to simplify, cut cost, and make productivity more efficient. Although HR still has to fulfill the obligation of being a people to people organization, the Internet is where people are meeting!

Web Based Human Resource Planning (HRP) : 

Recruiting and Staffing

Web Based HR Planning was developed to help the HR management to find the right people to fill the job vacancies in organization and also to decrease employee’s turnover. This web based can be applied for workforce analysis and planning, sourcing and attraction, assessment and attraction, hiring new employees, deployment, and retention also.

Recruiting and staffing are the two different things. Recruiting means the process of identifying and hiring the best-qualified candidate either from within or outside of an organization for a job vacancy, in a most timely and cost effective manner. In recruitment, there are 3 types of needs which are planned such as the needs that arising from changes in organization and retirement polis; anticipated (organization can predict by studying trends in internal and external environment), and unexpected such as resignation, accidents, and death. Then, staffing means the selection and training of individuals for specific job functions and charging them with the associated responsibilities. Meanwhile, e-recruitment system is the use of technology to assist the recruitment process and it involved with finding, attracting, assessing, interviewing and hiring new personnel. The purpose of e-recruitment is to make the processes involved more efficient and effective, as well as less expensive. E-recruitment also can reach many potential employees and facilitate the selection process. But it still have disadvantages such as it is limited to user to access, the user can be missing of the information, internet vulnerability, and users may lack of computer knowledge.

Next, in the web based HRP, there are 3 components which is input (personnel data element), HRIS database (all of the data is held in computer storage) and output (the information about recruitment can be used by the user). Besides, there have 2 main issues which is about validity and security issues.

On Globalising HRIS

Firstly, let understand about the definition of globalization. Globalization is the tendency of investment funds and businesses to move beyond domestic and national markets to other markets around the globe, thereby increasing the interconnectedness of different markets. Globalization has had the effect of markedly increasing not only international trade, but also cultural exchange. In short, we can say that globalization is an integration of business activities across geographical and organizational boundaries.

In HRIS Models, there are 3 different strategic needs that drive organisations in selecting each model. There are local differentiation, global integration and leveraging worldwide innovation and knowledge sharing. 

Besides, in globalizing HRIS, there are 3 types of models which is multinational model, global model and international model.

Multinational model is an organizational model that consists of the subsidiaries in each country in which a company does business with ultimate control exercised by the parent company such as Toyota, KFC, and Adidas.

Global model is characterized by centralized decision making and tight control by the parent company over most aspects of worldwide operations; typically adopted by organizations that base their global competitive strategy on cost considerations.

International model is composed of a company’s overseas subsidiaries and characterized by greater control by the parent company over the research function and local product and marketing strategies than is the case in the multinational model like Tesco.

Then, what is the meaning of the transnational system? It is achieve cost economies, basing other functions in the company’s national subsidiaries to facilitate greater local responsiveness, and fostering communication among subsidiaries to permit transfer of technological expertise and skills. In short, transnational system will increase complexity, diversity, and volatility. In transnational system, there are 3 critical components:

1.       Global efficiency

Benefit: succession planning, training course design, retirement program management

2.       Local flexibility

Benefit: competency management, rewards, salary and financial incentives, and the delivery of training programs.

3.       Innovation / sharing

 Benefit: compensation program design, business process design and product or service development.

Besides, the transnational system has 3 models which are standalone system model, data warehouse model, and single integrated model.

1.       Standalone system model – interdependent system

2.       Data warehouse model – shared knowledge and application

3.       Single integrated system model – corporate with headquarters (HQ), “one-size-fits-all”