SUMMARY

            As an overall, the possible outcome of Performance management system will clarify job responsibilities and expectations, enhancing individual and group productivity, developing employee capabilities to their fullest extent through effective feedback and coaching, driving behavior to align with the organization’s core values, goals and strategy. Besides, providing a basis for making operational human capital decisions (e.g., pay) and improving communication between employees and managers.

            Web-based technology and employee learning and development (ELD) system that use for the system help organization to improve employee motivated to fulfill the future need of the organization. While, the online induction purpose to expose the new employee about the organization’s structures, functions and information fast and faster and through the easy way. A good provided an online induction system should be clear term of communication, not overload information, ensure the quality of the emotion contract and accommodated the entire policies and procedure and be realistic an organization  objective.

           

            For the reflexions, were help me to more understand all about HRIS subject. Insyaallah, when I become work at organization future will apply the application of HRIS.

ONLINE INDUCTION SYSTEM

          Today's media savvy young people are more in-tune with web-based activities, and staff induction is no different. These activities call online induction system. It is an online employee induction system which is easily manage and reporting of the induction process of new employees to expose new employee in their new environment organization and promotion requirement. It is system also reduce cost and reduce manual administration by implementing online induction with multibase’s online Induction manager.

          Induction employee programs will make to build effective integration of employees and aligned change management system. It programs divided for 4 principles consist condition of employees, safety, health, security and fire, Employee’s Conduct Performance and Development, and Employee’s Involvement. These parts give briefing for the new employee to know that what programs already have done for them. Their induction programs are an essential investment to return high levels of productivity for the employee. So, there are some benefits of a Induction employee programs include:

·         Cost effective way to manage training

·         Effective way to broadcast new compliance data

·         Use of video to develop your CEO company welcome

·         Induction completed before employee commences onsite

·         Additional courses completed on Day 1 for the new hire

·         The ability to revisit the learning for future reference

·         A range of learning pathways to suit staff learning styles

·         Detailed tracking, assessment and reporting

·         Real-time feedback to the new employee

·         Virtual office tours

·         Virtual scenarios to assess application of policies

·         Interactive office maps to assist in locating people and resources

·         Simulation of work practices

·         Distribution of company documents

·         Reduction in the cost of managing face-to-face induction programs

·         Seamless integration with your HR on boarding software

            From my point of view, Online induction programs are easy to implement and when managed properly, can not only discharge your responsibilities as an employer but provide you with a useful tool for managing your valuable human resources, now and in the future.

WEB-BASED TECHNOLOGY AND EMPLOYEE LEARNING AND DEVELOPMENT (ELD)

Actually, a strategic approach to human resource development is necessary to address these business challenges ( Tannenabum, 2002). The application of Web-based technology and training and development in particular requires a framework to ensure that the learning tool is targeting result that aligned with the organization’s strategy.           

            Web-based technology have given training and development organization an opportunity to create powerful learning experiences that employees can utilize to better accomplish their objectives. The role of the Employee Learning and Development team (ELD system) in organization is to promote and support employee and organizational growth, development and empowerment by providing innovative, quality workplace learning programs, resources and services. Meaning that, the ELD system plan role of plan and observe the employee training, career development and the employee’s performance. So, through the internet, it can cater to various individual or cultural leaning style and that learning include with study of background information, viewing of diagram or image, and interactive “leaning by doing” to enhance learning and employee development.

            The word of training, learning, employee development and performance is the main issue of concern in the organization especially among managers. It is because, that issue becomes effect term of employee satisfaction, employee commitment, productivity organization and so on. So, with ELD system, manager become easy to arrange their all this thing because this system able to function same like manual programs but more efficient and fasters.

            What I understand, this system help and encourage manager to create the system that could generates of several of report performance, and plan any training and development planning with using the web rather than traditional ways. The purposes of the take the performance report are to improve, give feedback and comment from upper manager, peer, and customer an employee performance. Besides, the implement of training course to educated employee how to improve their learning skill via the computer. Other than that, training course also available easily updated by organization and do not keep report by manually system.

For the employee development, this program can increase employee’s knowledge, skill and attitude to preparing of employee self with the better future work. The entire Organization planning program also can appear that the employee can keep on competitiveness among the peer in the organization and employee itself will perform in their work on an organization.

            As conclusion, implement of the system can help make the process easier to implement, facilitate timely information sharing, and enabling a consistent coordination between elements and the organization.

Long L. Lori et.al (2003). The role of Web-based Distance learning in HR development. Journal of management development. Vol. 23 No. 3, 2004.

PERFORMANCE MANAGEMENT SYSTEM

            Definition of performance management is the process of involving employees in accomplishing organization mission and goals. Effective performance management system have well-articulated process for accomplishing evaluation activities, with defined roles and timelines for both managers and employees. Its system that can fulfill organization need like how this system will serve organization needs. For example, performance management system can support pay decisions, promotion decisions, employee development and reduction in force.

            Based on my understanding, when a performance management system is used for development, the appraisal information is used to guide the training, job experiences, mentoring and other developmental activities that employees will engage in to develop their capabilities. So, Based on my opinion, the important thing to know the purposes of the performance management system should be determined by considering business needs, organization culture and the system integration with other human resource management system. This entire thing, it’s important to consider that the implement of performance management aligned our organization need and objective. This is because many factors will impact the effectiveness of an organization’s performance management system, but three are most important. First, the system needs to be aligned with and support the organization’s direction and critical success factors. Second, well-developed, efficiently administered tools and processes are needed to make the system user friendly and well received by organizational members. Third, and most important, is that both managers and employees must use the system in a manner that brings visible, value-added benefits in the areas of performance planning, performance development, feedback and achieving results.

As conclusion, security and privacy concerns associated with employee record keeping, interfacing with information systems online in other functional areas, career path for HRIS employees, and lack of cooperative relationships between employees and organization are additional problems confronting the organizations.