Web Based Compensation and Planning

A compensation and benefits plan can help an organization to attract high quality worker.
Nowaday, employees look for compensation that goes beyond cash when considering whether a
job offers them security, stability and a bright future. Hence a well-considered benefits and
compensation can also retain quality employees in the organization.
Compensation is different from benefits. It is an earned income for work performed.
Examples of compensation include wages, salaries, tips, bonuses, and commissions. Benefits are
cash and non-cash rewards in addition to compensation. Benefits include health insurance, paid
time off, wellness program, pension, and others.
Jonathan Lister (2010) stated that a strategy plan for employee compensation and benefits
determine how much an organization want to pay the employees and what type of employees the
organization want to attract.
As mentioned above, a strategy plan for compensation and benefits play a large role in
attracting competent employees. Wage at or above the prevailing wage in the market allow the
organization to demand employees with more experience and positive work histories.
Nevertheless, having more qualified employees will lead to high productivity in the organization.
In addition, the strategy plan for compensation and benefits also include reward for the
employees based on workplace performance. For example, the commission-based system
rewards employees for total amount of sales or for consistent positive feedback from the
customers. This benefits system should be easy for employees to understand and attainable to
encourage the employees to work hard to achieve the goals.
Besides that, compensation and benefits system is useful in retaining the quality
employees. Compensation based on seniority with the company shows new employees that the
organization values employees who choose to remain with the company for long-term period.
This will encourage new employees to make a commitment to build a career with the
organization and to prevent employees from jumping to other companies.
In summary, benefits and compensation system to attract, retain and motivate the quality
employees is important and cannot be underestimated.
Reference:
Jonathan Lister (2010). Retrieved from:
http://smallbusiness.chron.com/strategic-plan-employee-compensation-benefits-15613.html

Web Based Occupational Safety and Health

Occupational safety and health (OSH) is a cross-disciplinary area concerned with protecting the
safety, health and welfare of people engaged in work or employment. The goals of occupational
safety and health programs include to foster a safe and healthy work environment. OSHA may
also protect co-workers, family members, employers, customers, and many others who might be
affected by the workplace environment
Occupational safety and health can be important for moral, legal, and financial reasons. All
organisations have a duty of care to ensure that employees and any other person who may be
affected by the companies undertaking remain safe at all times. Moral obligations would involve
the protection of employee's lives and health. Legal reasons for OSHA practices relate to the
preventative, punitive and compensatory effects of laws that protect worker's safety and health.
OSHA can also reduce employee injury and illness related costs, including medical care, sick
leave and disability benefit costs. OSHA may involve interactions among many subject areas,
including occupational medicine, occupational hygiene, public health, safety engineering,
industrial engineering, chemistry, health physics, ergonomics and occupational health
psychology.
"Occupational health should aim at the promotion and maintenance of the highest degree of
physical, mental and social well-being of workers in all occupations the prevention amongst
workers of departures from health caused by their working conditions the protection of workers
in their employment from risks resulting from factors adverse to health the placing and
maintenance of the worker in an occupational environment adapted to his physiological and
psychological capabilities; and, to summarize, the adaptation of work to man and of each man to
his job.
The main focus in occupational health is on three different objectives:

the maintenance and promotion of workers health and working capacity;

the improvement of working environment and work to become conducive to safety and
health and

development of work organizations and working cultures in a direction which supports

health and safety at work and in doing so also promotes a positive social climate and
smooth operation and may enhance productivity of the undertakings. The concept of
working culture is intended in this context to mean a reflection of the essential value
systems adopted by the undertaking concerned. Such a culture is reflected in practice in
the managerial systems, personnel policy, principles for participation, training policies
and quality management of the undertaking."

Occupational Safety and Health Management Systems

In Malaysia, the Department of Occupational Safety and Health (DOSH) under the Ministry of
Human Resource is responsible to ensure that the safety, health and welfare of workers in both
the public and private sector is upheld. DOSH is responsible to enforce the Factories and
Machinery Act 1967 and the Occupational Safety and Health Act 1994.
In 2001, the International Labor Organization (ILO) published ILO-OSH 2001, also titled
"Guidelines a on occupational safety and health management systems" to assist organizations
with introducing OSH management systems.These guidelines encourage continual improvement
in employee health and safety, achieved via a constant process of policy, organization, planning
& implementation, evaluation, and action for improvement, all supported by constant auditing to
determine the success of OSH actions.
The ILO management system was created to assist employers to keep pace with rapidly shifting
and competitive industrial environments. The ILO recognizes that national legislation is
essential, but sometimes insufficient on its own to address the challenges faced by industry, and
therefore elected to ensure free and open distribution of administrative tools in the form of
occupational health and safety management system guidance for everyone. This open access
forum is intended to provide the tools for industry to create safe and healthy working
environments and foster positive safety cultures within the organizations.[citation needed]
OHSAS 18000 is an international occupational health and safety management system
specification developed by the London-based BSI Group, a multinational business chiefly
concerned with the production and distribution of standards related services. OHSAS 18000
comprises two parts, OHSAS 18001 and 18002 and embraces a number of other publications.
OHSAS 18000 is the internationally recognized assessment specification for occupational health
and safety management systems. It was developed by a selection of leading trade bodies,
international standards and certification bodies to address a gap where no third-party certifiable
international standard exists. This internationally recognized specification for occupational
health and safety management system operates on the basis of policy, planning, implementation
and operation, checking and corrective action, management review, and continual improvement.
[citation needed]
The British Standards - Occupational Health and Safety management Systems Requirements
Standard BS OHSAS 18001 was developed within the framework of the ISO standards series.
Allowing it to integrate better into the larger system of ISO certifications. ISO 9001 Quality
Management Systems and ISO 14001 Environmental Management System can work in tandem
with BS OHSAS 18001/18002 to complement each other and form a better overall system. Each
component of the system is specific, auditable, and accreditable by a third party after review.

Conclusion

The U.S. civilian workforce employed approximately 140 million people in 2009. These workers
spend a quarter of their lifetime, and up to half of their waking lives, at work or commuting.
Despite improvements in occupational safety and health over the last several decades, workers
continue to suffer work-related deaths, injuries, and illnesses.The workplace, therefore, provides
a unique forum for public health action. The workforce, like the U.S. population at large, is
becoming increasingly diverse. These demographic changes result in new safety and health
issues. For example, some workers such as racial and ethnic minorities, recent immigrants,
younger and older workers, workers with genetic susceptibility, and workers with disabilities are
more likely to have increased risks of work-related diseases and injuries. Workplaces are rapidly
evolving as jobs in the current economy continue to shift from manufacturing to services. Major
changes are also occurring in the way work is organized. Longer hours, compressed work weeks,
shift work, reduced job security, and part-time and temporary work are realities of the modern
workplace and are increasingly affecting the health and lives of workers.

Web Based Employee Learning and Development

Learning is the process of acquiring knowledge, skills and ability to perform effectively
at current position and future development. The employees should develop themselves
continuously as the rapid change of the world speed up the track of today world with innovative
information technology. The employees need to update and improve their knowledge, skills and
ability to ensure their competency and perform better in their work.

The implementation of web based employee learning and development in organization

facilitate employees learning process and development. Web based employee learning and
development assist the organization in their entire training and development process with
systematic management. The learning and development software can be used in identification of
training needs, instructional design, training implementation and training evaluation as well as
career development.

The application of learning and development software record, store and analyze the
employees personal information and performance level of employees. This application helps the
management of organization easy to make decision on appropriate training program for
employees based on their needs and gaps between their current performance and expected
achievement. The information collected in software as guideline to organization when
considering the criteria in training program such as delivery method, training module, budget and
so on.

E-learning is one type of learning and development method software facilitating the
learning process. E-learning allow the employees access about their performance, identify

training programs provided by organization, social networking, expose to new knowledge and
update information, carry out their work effectively and supportive help center to get advice and
opinion. The e-learning methods essential for computer based training, distance learning, online
learning, employee e-portfolio and others. The effectiveness of e-learning method regarding to
the organization specific learning and development needs.

The implementation of training with web based learning and development system enable
the employees access to the details of training program such as contents, delivery method,
trainers, duration which satisfy with their needs. Thus, organization is able to evaluate the
performance of employees effectively. The organization used the learning and development
system to assess the transfer of learning, improvement and adjustment for future training
program.

Furthermore, learning and development software application enable the employees to

overview their performance and make further development. The employees look for the
opportunities to improve their performance based on the information about training provided as
well as career development in organization which to be promoted to higher position. The
management also proficient in selecting qualified employees to fulfill the right position and
enhance employability among employees.

(414 words)

References:
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Future Directions. 2nd ed. New York: SAGE Publications.
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Development. Journal of Management Development. 23(3): 270-284.
3. Preston G. et al. (2010). Web-based Lecture Technologies: Highlighting the Changing nature of
Teaching and Learning. Australasian Journal Educational Technology. 26(6): 717-728.
4.

Strother J. (2002). An Assessment of the Effectiveness of E-learning in Corporate Training

Programs. International Review of Research in Open and Distance Learning. 3(1). 1-17.
5. Werner J. M. and Desimone R. L. (2009). Human Resource Development. 5th ed. United
States: South-Western Cengage Learning.