Conclusion

From the discussion in previous chapter, we go to the conclusion part. Globalization nowadays have been supported by any factors in technological advancement and the manpower of human capital. Any manual or traditional approach that usually using before already been replaced by the automatic and digital process. For example, E recruitment. Nowadays many companies already move from manual recruiting such as interview and the candidates go one by one to particular company to the simpler one such as e-recruiting. Basically e-recruiting based on internet which is many people can access the  information about the available job anytime and anywhere. Even there are no boundaries such as across region or country we still can reach them.

If the technological advancement already increase, now the human capital or human resource need to be develop. Learning and Development is a part of Human Resource Information system that the function is for develop our human capital.  ELD have same function and impact of important it in the part of ELD same as payroll, recruitment, performance appraisal etc. Basically, learning is as natural as breathing. We all have a natural awareness-attention-action-achievement learning cycle. Learning occurs by immersion so what we are immersed in is the key to understanding this natural inclination to engage with our environment.

And also if we already have the technological advancement and human capital, we need to make the simply way of managing using  performance management system. PMS is needed which is able to pursue all maintenance efforts made by the organization, which is synchronized to the   organizational strategy. Performance management involves more than simply providing an annual review for each employee. It is about working together with that employee to identify strengths and weaknesses in their performance and how to help them be a more productive and effective worker. Learn how to develop a performance management system so that you can help everyone in your organization work to their full potential.

Performance Management System

In late 1970’s Dr Aubrey Daniels  coined the term performance management, as  a science imbedded in  application methods  for  managing both  behavior and   results within  an organization. In essence, performance management is a shared process of the day-to-day management of employees based on their agreement of objectives, knowledge, skills and competence requirements. Performance management is a continuous process of setting employee goals, monitoring their progress against the goals, evaluating outcomes, and then recognizing their performance.

 A performance management system is needed which is able to pursue all maintenance efforts made by the organization, which is synchronized to the   organizational strategy. Performance management involves more than simply providing an annual review for each employee. It is about working together with that employee to identify strengths and weaknesses in their performance and how to help them be a more productive and effective worker. Learn how to develop a performance management system so that you can help everyone in your organization work to their full potential.   According to wikihow There is a steps to develop Performance Management System:

ü  Evaluate your current performance appraisal process. Look at what type of feedback you are providing to your employees. Determine if there is anything you need to change or add to the evaluation itself. You may decide to build on what you already have or to develop a new system altogether.

ü  Identify organizational goals. Performance management systems help rally staff members around your organization's goals because they help staff know how they are to be involved in reaching that goal. Take the time to clarify what your goals are for the next year as a company.

ü  Identify processes or procedures that could be simplified or done more effectively. Declare your sales goals for the next year or new products you would like to develop. Share your hope for better communication between departments and staff members.

ü  Set performance expectations. As you sit down with each employee, clearly lay out your expectations for them. Acknowledge what they are already doing well. Use this to encourage them. Share some weaknesses that you have observed in them and in their work habits, and how overcoming those would help their performance in the company. Identify specific things you would like them to accomplish over the next year, or whatever time frame works best for you. Prioritize these so the staff member knows which is most important and make sure to give them a deadline for each task.

ü  Monitor and develop their performance throughout the year. As employees begin to work on their performance, keep an eye on how they are doing. If they appear to be struggling to meet performance expectations, talk with them and see if you can offer any support or coaching.

ü  Evaluate their performance. At each performance review, let the employee know how they are doing. It is often helpful to assign a numeric value on a scale, rating the employee from "not meeting expectations" to "meets expectations" to "exceeds expectations." Provide feedback on their performance. Be as specific as possible, noting key examples of when they demonstrated a certain quality. Talk about the consequences or rewards of their performance. Let them know if they are on probation, are getting a raise in pay, changes in vacation days, or any other relevant action. Discuss any problems they may be having. Listen to their concerns or worries as you talk through potential solutions.

ü  Set new performance expectations for the next year. Some items may be the same. However, since these are also based on organizational goals, you will need to re-examine your goals for the upcoming year.

Employee Learning and Development

Learning and Development is a part of Human Resource Information system.  ELD have same function and impact of important it in the part of ELD same as payroll, recruitment, performance appraisal etc. Basically, learning is as natural as breathing. We all have a natural awareness-attention-action-achievement learning cycle. Learning occurs by immersion so what we are immersed in is the key to understanding this natural inclination to engage with our environment.

Learning and development is about enabling all individuals to successfully achieve future goals. Learning and Development system can help us to plan and observe employee training, career development, and the employee’s performance. ELD can help us to recommend us about training program that suitable with our situation in the company.

According to Time for People – Mediation and Learning Consultancy, Learning and development is important because:

ü  People need to have the opportunity to grow and develop throughout their careers/lives

Every employee work not only about money, they want to build their own career and skill to have a better quality in the future.

ü  Organization can only grow and develop through their people

Our company can be bigger one of the factors is the human capital in that company. If the Human resource in particular company don’t have enough capacity and quality to build their selves bigger, how company can develop their business and achieve longterm and get their vision and mission.

ü  Successful organizations ensure their people have the appropriate levels of skills, knowledge and attitude to fulfill their roles

Company cannot be selfish only allocate their profit and money for the needs of company or particular people in higher position. The great organization is the company that give attention and concern about the growth and development of their material or energy to produce the objective or we can say as employee itself.

ü  When money is short, only those organizations that are the most efficient and effective will survive – those organizations will need the most efficient and effective people.

ü  Only organizations that can respond to their environment, their customers  and change accordingly will move forward – these organizations will need people that can learn and grow.

e - Recruitment and Selection

E-Recruitment is the process of personnel recruitment using electronic resources, in particular the internet. In my opinion e-recruitment will help us as a employee who seek job or company who seek employee to meet in the right time, with the right people and the right place.

 Nowadays many companies already move from manual recruiting such as interview and the candidates go one by one to particular company to the simpler one such as e-recruiting. Basically e-recruiting based on internet which is many people can access the  information about the available job anytime and anywhere. Even there are no boundaries such as across region or country we still can reach them. As we know, our business scope now already touches the globalize so the e-recruiting and selection really help and simplify the process of recruiting and selecting.

Usually we found before the traditional ways to seeking job for candidates or company seek for candidates employee using newspaper, magazine even manually straight to the random company if may they have a unfilled position in their organization. But now there is a lot of advantageous of e-recruiting such as;

1.       Reduced time-to-hire; company no need to spend their money to rent the space in newspaper or hesitate with the size of advertising that they put in newspaper.

2.       Reduce cost of hire, according to byet e-recruiting website, company can save till 90%of company’s usual payment to advertise at newspaper.

3.       Wider reach for employers, company can wider their possible candidate to around the world. Unlike traditional methods which are usually restricted by career level, geography, industry or other parameters online recruitment portals typically have current and active talent databases that cover all career levels, industries and regions.

4.        Branding opportunity for employers; Employers can use their job ads to project a consistent brand and company image/values to prospective job seekers. With the heat on for top talent, candidates can be very particular about who they work for and these company descriptions often serve as a basis for their application decisions.

www.byet.com