Saturday, July 13, 2013

Information and Technology Revolution toward the Human Resource Management and Policies

By Raul Bernardino
Introduction:
Nowadays, the on-line education or virtual classes becomes an alternative option for those who have the commitment with family, job, time constrain, and including the migration of the intended person from one location to another destination. The on-line educations pretty much use the technology such as internet communication, videoconferencing, etc. Therefore, it is important for the audiences or participants to have internet access facilities in which to allow the participants to connection, communicate, coordinate, and collaborate their thoughts from anywhere at any time.  They (the audience) also demand to have a proper and portable computer in order to be success.

 Another way of doing the on-line education is through teleconferencing such as audio and video, television, and radio broadcasting. However, these types on on-line or on-air learning process have to be scheduled and have no flexibility time. 
The on-site training is can be tailored depends of the needs of the team members or the individuals. This also can be an interactive mode of the training and provider can be adjustable with their curriculum and the company needs. This can also helpful for the company providers to make a clear assessment and plan for the company employment training design.

 The on-job training is another method of capacity building or empowering the company employees. The employee will do a similar job in another company. The employee has a mentor or a coach to monitor the performance during assignment or on-job training.
In order to be effective and efficient in the upgrading of the company Human Resources (HR) capacities which is within time compression, the pass education is nearly becomes obsoleted. Education is continuously learn and unlearn. The training or education to the employees have to be in line with the company strategy and objective, including in line with the internal HR policy and best practices around the world.

 The advantage of on-line education: For instance, one of top on-line education which is the Laureate on-line education, whereas has a partnership with Liverpool University.  It is well known online degree provider with the high quality standards. The most advantage that I can felt and a proud of are:
-      Flexible time: where, I can still perform my daily tasks in normal hours and during my leisure time, I can do my master degree;
-      Discuss issues with the classmate and lecture simultaneously; This mode is similar to normal or traditional class however, it is in an asynchronous mode (not in the same time; there were delay of communication however, it reached to the objective and have the same result);
-      The quality of the virtual classes same as the traditional classes; even more better than traditional classes because, we have to meet the dead line and bring the high quality and values from different perspective (different cultures and approaches from all over the world to one single channel) into the virtual class discussions and assignments;
-      Build a good virtual team work;
-      Still live with the family;
-      Manageable cost for education (pay per modules, etc);
-      Curriculum's are updates;
-      Saving cost for accommodation and trips;
-      Learn process focused on the module subject, but it is also about commitment and time management;

 The disadvantage of on-line education: The only disadvantages that, I can see are:
-      Not meet physically or in person with other the classmate and lectures;
-      Not real time communication; what I meant here is that the participant are everywhere with different geographical locations and time zones, it very hard to have a real time session during running the class.  I am not talking about teleconferencing  because it’s a real time and interactive session;
-      Stressful in Time Management: what I do mean here is that, sometimes team work (group member) does not know or see that other team members are studying in our leisure time. They just come across and asking for a work that are related to the problem and solution. We can’t void them and therefore, we have to readjust schedule with our own the priorities and group priority.

The advantage of on-site Training: The advantages of having the on-site training in the company are:
-      Cost Saving: Rather than send ten employees out of the company to have  training, it is better to have one trainer to be on-site and delivery training;
-      Trainer and trainees have seen job world or environment;
-      Schedule Control: the company can schedule the training according the availability of the team or employees and demand of the work;
-      The training provider can have direct assessment to the company needs; and rebuild the proper curriculum and training design to the company;
-      Hands on Training: more real practical because it is closed to the normal work station;
-      Flexibility: Company can shift the employees for the training; training can be anywhere in the company building;

 The disadvantage of on-site Training: The disadvantages of having the on-site training are:
-      Employees can’t not concentrate to the training, it is because they are visible to the other colleagues during the training sessions; they can be asked by colleagues to solve their problems (IT issues or colleagues meet the dead line and the participant of the training have to review document or report before it submit to, etc.);
-      Company have not enough resource to run a training (e.g. training need ten computers for participants to practice)
-      Extra cost for rent venue or computers;

The advantage of on-job training: The advantages of having on-job training are:
-      In the general, the on-job trainings are more cost effective, because the employee still doing a same job and learn from the most experience coach or mentor
-      The coach or mentor can demonstrate how the job should be delivery, base on the best practices;
-       It is also low cost because the trainees can learn from the valuable practitioners;
-      This can be applying also to the job rotation and possible in small number of participants;

 The disadvantage of the on-job training: The disadvantages of the on-job training are:
-      We can’t predict the start point of training; it may delivery in the different levels;
-      We can evaluate the trainer capacity of delivery and how much it is being absorb by trainees
-      It is also may high cost because employee have to stay in apartments or hotels including the travel cost
-      Can’t apply in the big group of participants;

 In conclusion:
The comparison method of the learning process above does not necessary means to apply in all company. It is relatively depending on the company environments, needs, and it is including company decisions.

 In order to make best options for the company to be selected, the training assessments to the employees have to be done in first place. Therefore, numbers of studies or assessments of the needs in the business or company including the cost analysis and the training impacts as well as the training design or planning.

Simon, Herbert (1957) “felt that management theory should base around on the questions of choice and decision making as the core of the management. He also argued that it was the art getting things done.”

The company or corporate has to decided which option are most cost effective and have the high positive impacts in future.

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