Assignment 5
E-Compensation
Shannon Smith
Strayer University
HRM520
June 15, 2014
Dr. Leslie Wills
Web based vs. Standalone PC
Compensation is one of the most important parts of human relations. Compensation must conducted correctly and efficiently with little to none error. Reducing costs, enhancing service delivery and implementing systems that support a higher-performing workforce are all key themes in today’s HR department (2004). It is important for all employees to understand compensation and receive compensation without any unlawful discrepancies. Due to innovation, compensation is mainly conducted via software and internet. Due to innovation, human error has been reduced significantly which has been deemed positive for companies in regards to compensation. One of the new technological advances would be the web-based methods which have structured how compensation is being handled. Web-based solutions mechanize all of the administrative transactions. As a result, HR members are now freed to conduct other duties that would help drive performance for the company. In contract to the stand alone PC program, web-based solutions provide an array of advantages and processes. PC-based systems are stationery; this can become a burden to employees that are ready to go home and would not mind doing some work from home. In contrast, web-based compensation can be taken care of from home.
Some disadvantages that may occur when using web based compensation are the vulnerability to hacks. It is extremely difficult to monitor activity on a web based program versus a standalone pc program. Compensation includes extremely confidential information which can be detrimental if leaked. The cost of maintenance for web based processes can also be expensive. It is important that all systems and software is up to date therefore maintaining updates may be costly for the company.
After careful evaluation of both programs, I would recommend the utilization of the web based compensation
Shannon Smith
Strayer University
HRM520
June 15, 2014
Dr. Leslie Wills
Web based vs. Standalone PC
Compensation is one of the most important parts of human relations. Compensation must conducted correctly and efficiently with little to none error. Reducing costs, enhancing service delivery and implementing systems that support a higher-performing workforce are all key themes in today’s HR department (2004). It is important for all employees to understand compensation and receive compensation without any unlawful discrepancies. Due to innovation, compensation is mainly conducted via software and internet. Due to innovation, human error has been reduced significantly which has been deemed positive for companies in regards to compensation. One of the new technological advances would be the web-based methods which have structured how compensation is being handled. Web-based solutions mechanize all of the administrative transactions. As a result, HR members are now freed to conduct other duties that would help drive performance for the company. In contract to the stand alone PC program, web-based solutions provide an array of advantages and processes. PC-based systems are stationery; this can become a burden to employees that are ready to go home and would not mind doing some work from home. In contrast, web-based compensation can be taken care of from home.
Some disadvantages that may occur when using web based compensation are the vulnerability to hacks. It is extremely difficult to monitor activity on a web based program versus a standalone pc program. Compensation includes extremely confidential information which can be detrimental if leaked. The cost of maintenance for web based processes can also be expensive. It is important that all systems and software is up to date therefore maintaining updates may be costly for the company.
After careful evaluation of both programs, I would recommend the utilization of the web based compensation
References: (2004). Deriving Maximum Value From HR Automation: How Web-Based Compensation Planning and Benefits Administration Solutions Are Delivering Significant Workforce Benefits. Employee Benefit Plan Review, Vol. 58(8), 4-6. Gueutal, H. G., & Stone, D. L. (2005). The brave new world of eHR: human resources management in the digital age. San Francisco: Jossey-Bass. Heneman, R. (2000). Business-driven Compensation Policies : Integrating Compensation Systems with Corporate Business Strategies. eBook Collection (EBSCOhost), 1, 1. Kavanagh, M. J., Gueutal, H. G., & Tannenbaum, S. I. (1990). Human resource information systems: development and application. Boston, Mass.: PWS-KENT Pub. Co..