HR Processes & Functions

1. Explain your previous or current organization’s performance management, compensation, benefits and payroll system. Can these systems be accessed via one HRIS or does your organization use multiple systems? Explain.

My organization has introduced HRIS that helped to balance its data concerning each employee. In this regard, organization’s performance management, compensation, benefits and payroll system comprise an important part of the HRIS which was introduced in the organization three years ago. The company has attempted to integrate all of the information concerning organization’s performance management, compensation, benefits and payroll system into the new HRIS. However, some employees, who have been working at the organization for too long do not have such information. For example, some employees have been working at the organization for 25-30 years. At the moment, the company cannot track their data back to the early 1990s. Nevertheless, the data on organization’s performance management, compensation, benefits and payroll system concerning employees that have been recruited since 2000s are available to the organization and included into the HRIS which incorporates all the data concerning employees of the organization and tracks the progress of each employee until the end of his or her work at the organization.

2. Do you think your organization performance management, compensation, benefits and payroll system are effective? Why or why not? What recommendations would you make to improve those systems?

The current organization’s performance management, compensation, benefits and payroll system are quite effective but still I would suggest some improvements to the organization to enhance its organization’s performance management, compensation, benefits and payroll system. The organization’s performance management is the quality-oriented and the organization has introduced elements of the total quality management into the performance management. The company also offers decent compensations to its employees which depends on the time employees have been working at the company. The organization offers employment benefits to enhance the employee loyalty, including attractive health care coverage plans, especially for loyal employees. In addition, the payroll system of the organization is effective and does not evoke any criticism or dissatisfaction from the part of employees. However, I would recommend the organization to change its compensation policies and employment benefits. At the moment, both compensation policies and employment benefits depend on the loyalty of employees, i.e. the time employees stay at the organization. I would suggest taking into consideration accomplishments of employees as well and reward innovative employees and employees, who perform consistently above the average by offering them better compensation plans and more employment benefits. Such policy will retain and motivate talented and efficient employees to keep working at the organization.

3. Do you work for an international organization or, does your organization recruit globally? What are some HR programs in global organizations? Compare and contrast domestic recruitment and selection to international recruitment and selection. How are they similar and different? If you have experience working abroad, please share your experiences as it relates to HR processes and functions.

At the moment, I work at the organization that operates domestically. However, I have got some experience of working in an international organization and the recruitment and selection are quite different. The recruitment and selection are more personalized in the domestic organization, where employers are looking for the personal, face-to-face contact with new applicants and interview is probably one of the most important points in the recruitment process. Sometimes, applicants, who have mediocre records, can get employed after interviews in the domestic organization like the one I am currently working at. In contrast, the recruitment and selection process is more formal in international organizations. They are more concerned with records and accomplishments of applicants. Moreover, applicants should have such qualities as tolerance and multiculturalism to be able to work in the culturally diverse environment that is an important feature which is essential for employees of international organizations.

References:

Chew E, et al. (2009). Performance Measurement Guide for Information Security. National Institute of Standards and Technology. Retrieved from: http://csrc.nist.gov/publications/nistpubs/800-55-Rev1/SP800-55-rev1.pdf

HRIS Performance Monitoring Plan. (2011). Retrieved from https://www.ihris.org/toolkit/tools/pmp.html

World Health Organization. (n.d.). Developing Health Management Information Systems: a practical guide for developing countries. Retrieved from: http://www.wpro.who.int/NR/rdonlyres/3A34C50D-C035-425A-8155-65E8AD3CB906/0/Health_manage.pdf

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"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: July 2, 2020]

"The terms offer and acceptance." freeessays.club, 17 May 2016

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