In conclusion, the Human Resource Information System (HRIS) is very important in an organization. This is because, with the HRIS, will facilitate the movement of an organization. For example, online induction system. They do not need to provide practical, they only need to attend online. With this technology system also saves cost and time. For example, performance management, they do not need to assess the user, they are only online and key in data.
Tuesday, December 20, 2011
ONLINE INDUCTION SYSTEM
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| example online induction system |
The Online Induction System provides chapters with better organization of candidate lists and profiles during a busy induction season. The Online Induction System also facilitates the invitation process by providing chapters with a customizable email invitation and follow-up messages. It provides better tracking of candidate acceptance and facilitates the payment process. Additionally chapters can use the Online Induction System to generate reports of candidates who have accepted, paid and those who have indicated they are attending the induction ceremony.
Online induction system is an online induction system where new employees need not present himself at the induction course, they only need to attend an online induction. They can undergo an induction course during the specified time. For example, they should give their response on the induction course within a week, so they need to respond within the time frame specified by the company. This will save time employees.The company can also save time and cost to operate an induction. The company does not have to make external, they only need to provide a module and the required information into the system. When employees want to undergo induction, they only need to enter my username and password into their system. In addition, by using technology like this, working to deliver more appealing than manually where they need to attend this course for several days. In this way also avoid boredom employees to attend this course.
However, by using this system there are advantages and disadvantages. Among the good news is that Save inductor's and manager's time, Easy to access with online induction software, Deliver Procedures; provide documents and online surveys to new employees, and Engage new employees with the attractive and user-friendly online interface. While the disadvantage is the Technological complications, high cost for small organizations, Lack of Supervision, and Probability to lose the data.
In addition, the online induction system has positive and negative application application. Positive implication for the online induction system is Reduce the Cost of Induction, Easier to Compliance, Manage and Report, and Reduce Number of Employees. There is also a negative implication in this system as Reference Manual Need, High Cost, and not apply their skill to train employees.
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resources :https://einduction.lmi.org/users/anonymous/Login.aspx?ReturnUrl=%2fdefault.aspx
http://www.riskcentral.com.au/showreel_2011/
http://www.nursingsociety.org/Chapters/Resources/Pages/OnlineInductionSystem.aspx
resources :https://einduction.lmi.org/users/anonymous/Login.aspx?ReturnUrl=%2fdefault.aspx
http://www.riskcentral.com.au/showreel_2011/
http://www.nursingsociety.org/Chapters/Resources/Pages/OnlineInductionSystem.aspx
EMPLOYEE LEARNING AND DEVELOPMENT
Harrison observes that the name was endlessly debated by the Chartered Institute of Personnel and Development during its review of professional standards in 1999/2000. "Employee Development" was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to be comfortable with. "Human Resource Development" was rejected by academics, who objected to the idea that people were "resources" — an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon "Learning and Development", although that was itself not free from problems, "learning" being an over general and ambiguous name. Moreover, the field is still widely known by the other names. http://en.wikipedia.org/wiki/Training_and_development
Employee learning and development plans are an essential part of enhancing the workplace environment. For employees to prosper and grow they need to be motivated and encouraged to reach their full potential. This is usually done by implementing training that enables the individual to understand her role within the workplace environment.
In the training and development need to do the plan and observe the employee training, career development and employee’s performance, analyze the employee career development, training programs and recommend a periodic performance appraisal, and analyze the present program that is succeed. In additional, there are five key components in the ELD system of personal employee information, performance before training, training course, training transfer, and program evaluation.Personal information system is a system that allows by all employees to access training and develop system related with them. In additional, performance before training is a related to their performance before they attend the training. The training course also, includes the details of the training program will be implemented to employees who have been identified such as module, training methods, length of time and others. The transfer of training, the functions is the employee continuous application of KSA required and suitable during the training exercise into the organization. And the last one is program evaluation. Program evaluation is the summative evaluations that have the quantitative in nature. The formative evaluation that includes the qualitative in nature and assesses how training, learning and development that can be increase and more effective and efficient. Learning that explained quantitative and qualitative assessment of learner’s post-training to evaluate whether transfer of training will be occurred.
PERFORMANCE MANAGEMENT
Performance management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
Performance management as referenced on this page is a broad term coined by Dr. Aubrey Daniels in the late 1970s to describe a technology (i.e. science imbedded in applications methods) for managing both behavior and results, two critical elements of what is known as performance (http://en.wikipedia.org/wiki/Performance_management).
Performance Standards - establishment of organizational or system performance standards, targets and goals and relevant indicators to improve public health practice
Performance Measures - application and use of performance indicators and measures
Reporting of Progress - documentation and reporting of progress in meeting standards and targets and sharing of such information through feedback
Quality Improvement - establishment of a program or process to manage change and achieve quality improvement in public health policies, programs or infrastructure based on performance standards, measurements and reports.
A Performance Management System is the continuous use of all the above practices so that they are integrated into the organization's core operations. Performance management can be carried out at multiple levels, including the program, organization, community, and state levels. http://www.turningpointprogram.org/Pages/perfmgt.html
The 5 stages in the cycle are; Plan, Manage, Review, Reward and Renew, depending on the type of organization, the management cycle may take place over a year's period or month by month. In this section of performance management we will discuss all 5 stages.
Stage 1 - Planning
The first stage of the performance management cycle is to plan; this will involve getting together with an employee and evaluating expectations for a set period of time. The first stage in the planning process will be to evaluate an employee’s current role and performance; this will gain an initial idea about areas of improvement and realistic targets.
Stage 2 - ManageImplementing the plan and managing performance is stage 2 of the cycle. This can be providing support to an employee at all times and ensuring that the appropriate systems and tools are available to maximize performance expectations.
Stage 3 - Review
Making sure that the performance structure set out in stage one is being adhered to, this may be particularly useful is there are any barriers to performance that could have a direct affect on other areas of the organization. Speaking to an employee mid way through a performance cycle is a good chance to tweak their objectives depending on external factors.
Stage 4 - Reward
If all of the objectives have been met, stage 4 of the performance management cycle is to reward employees. Reasons and types of rewards will be discussed during stage one when objectives are outlined.
Stage 5 - Renew
The final stage of the performance management cycle is renew. This can involve analyzing the previous objectives and looking at ways to improve on them and how to plan for the next cycle. Methods of rewards can vary from an annual bonus to share scheme options. (http://www.love2reward.co.uk/rewards/info-centre/performance-management-cycle.jsp)
In the performance management it also have performance appraisal. A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone.
Performance measurement is a process for collecting and reporting information regarding the performance of an individual, group or organizations. It can involve looking at process/strategies in place, as well as whether outcomes are in line with what was intended or should have been achieved. Role of Technology in Supporting Performance 3 categories are The Web, Third – party Vendors, and ERP Providers
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