Conclusion

            Now the technologies influencing the human resource function such as induction, recruitment and selection, and training and development. This will be the big effect to the human resource area because the process of the recruitment, selection and training do in the online database system. The HR executive must make sure all their employees or staff can know to use the computer and get the information on the time. Beside that with this system the organization can reduce the organization cost and increase the organization profit.

Reflection part 3 : Recruiting and staffing.

Interview section

            Recruitment is the process of attracting, screening and selecting qualified people for a position in an organization. That mean all people can came to the companies to do the interview section for the position organization offer. The Human resource department will give the personal form to all people come to screaming the position. Normally in the recruitment, human resource executive will be interview 3-5 people in one time. 

            Meanwhile the staffing is process after recruitment. The employees will be chosen the people have the criteria on the recruitment section to go the selection process. After select the employees they will be interview again related with the work job environment specific on the task. Different with recruitment the Human resource management will interview them with the basic question. In the selection, HR executive will be giving some case to employees to settle the case. This is traditional method in recruitment.

            But now, much organization will be use E-recruitment is online job application and processing system for employers to advertise their job opening and for candidates to submit their application via the internet to attracting the people outside to join their organization such as http://www.giant.com.my/jobs use the online system to give some information about empty position in their organization.  Organizations use e- recruitment system because the want help HR to choose the right person to fill the job vacancies in organization and reduce turnover.

            In E-recruitment the organization will input the accounting information system including the personal data element and the human resource research subsystem on job analysis and evaluation. In E-recruitment also the organization will state the criteria of the organization need such as education and experience. This will be easier to the organization get the right person come to recruitment. This will reduce the time to organization screening the employee. Next all of the data provided by input subsystem is held in computer storage. Lastly, the recruitment sub- system will be use by user.

            We can see the systematic system in the E-recruitment will give the advantages in the Human resource department to recruit new employee such as they will get the large target because when use the manual system the organization will state the job in newspaper but in the global era not many people like reading the newspaper they more refer online new. So with the e-recruitment the target of the recruitment will be large. Beside that save cost and time because the organization just only update the data. The organization save a lot on advertising, reduce mailing cost and reduce workload of HRD. So in generation Y know they more refer technology to get some information.

( word : 439)

reference

http://en.wikipedia.org/wiki/Recruitment

Reflection part 2: Online Induction system.

            For this topic, is the improvement from manual to online system for organization introduces the organization background. Before this induction we will use manually that when the new employees join the organization, organization will give the orientation week to new employee to explore the organization background and introduce them to the their department. But know in the globalization them just using web as the induction program for the new employee. That mean the new employee must explore own self to know about organization background.

            According Kelly Rainer (2007),Online induction system 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 organizations and promotion requirement. The employee just insert their ID number in the organization portal to get some information about their department such as  department chart, the organization policies related with their work environment, and the some demonstration such as video about their job task.

            The program normally at the induction online is safety and health in workplace, employee conduct performance and development, employee involvement and condition of employee. For example induction of safety, health, fire and security just click this link:   http://www.riskcentral.com.au/online_induction.php .

            This program in the induction can get the more view to new employees to know about the organization and their task. With the induction online program the employee can manage their interpersonal development such as performance management. In the induction online every data about them will key in at web such as schedule for training, promotion, and task.

            But for my opinion we must use both of type that mean manually and online system because not all employees can use the computer. As we know, after the time worker the employees will be felling tired and they will not open the web to only search the organization website. If do the manual at least the new employee will know their department structure and can ask the some question to their senior about the work environment. Additional information, all the data for induction Online will provide from the Human resource department.

( word : 357)

Reflection part 1: Training and development (ELD)

                In Human Resource Management, training and development is important thing to organization to develop their employee potential and career path. Normally organization will plan and create the program to increase employee the knowledge, skill and ability. Basically, Kitpatrick model will be use for training and development. In kitpatrick model have four stages that are reaction, learning, behavior, and result. Organization will use this model to evaluate whether the training successful or not.

            But not explain about Kirtpatrick model because in human resource information system more about the system organization use for training and development that is ELD system. Before that, I will explain the meaning of training and development. According to Timothy (2003) training is significant way for people to learn in organization and focus to improve Knowledge, Skill, and Ability (KSA) of people in a defined area, individual competence and organization performance. Referring to Blanchard and Thacker (2004) Training also the systematic process of providing an opportunity to learn knowledge, skill, and attitude for current and future job.  ‘Systematic processes that mean procedure of training must be do with step by step. 

            For example step of training cycle, step 1 identification training need, step 2 designing and developing appropriate training to serve the need, step 3 implementing the plans according to plan, and the last step is evaluating the training program to determine whether the organization goal have been achieved. This step will be do like cycle and for the next training they will do the same step and so on.

            Now, development is emphases growth of employees and improvement of their potential. Normally, the organization will develop their employee referring the specific skill with their job task. Blanchard and Thacker (2004) the development it may include more advanced exposure to technique of goal setting, policy and procedure development, strategy planning, the principles and techniques of communication and motivation.

            Human resource department, they will be using the ELD system to key in the component for insert the important information about training and development. ELD system component is employee personal information, performance before training, training course, training transfer and program evaluation. With ELD system the training department can easier key in the information about employees feedback.

            The function of ELD system is Record all the information that related with purpose of training management, recording, storing and information HR analyze related with training, employee can see their Performance before training, Fulfill the new position and promotion in an  organization, and Employee will know what are the course will be conducted by organization.

            Beside that many advantage and disadvantages use the ELD system. The advantages of the ELD system is cost effectively, help empowerment and facilitation, and improve computer skill. Cost effectively that mean organization will get information with not out the cost meanwhile manually. For help manpower and facilitation is the employer teaches their employee to do the interpersonal development about their career. And improve the computer skill in the globalization computer skill is important because all the organization will be use computer is the method to distribute the information.

            Disadvantages in ELD system lack human contact because all information will be insert in database, employees just search the organization web site to see their training schedule and information with not contact the person in charge. Beside that, the disadvantage is the organization must make sure the employee need to know about the computer skill. So before use the system organization will give the training to their employees about computer base training.

            The conclusion is ELD system can help the organization making the important decision and the information of their employees can easy search with the simply data. Beside that, in the globalization online system is the suitable and effective.

(word : 626)

Reference:

P. Nick Blanchard and Thacher, "effective training system, strategies, and practice", four ed. Pearson.