ANALISA KUALITAS WEB EMPLOYEE SELF SERVICE (ESS) PADA PT. PLN UIPJBB MENGGUNAKAN METODE WEBQUAL 4.0 DAN IPA

PT PLN (Persero) West Java Development Main Unit (UIPJBB) has used an information system to make it easier for employees to access information and personnel activities such as attendance, leave, CV, information on the stages of requesting an Official Travel Letter (SPPD), and other related information. with staffing by using a web called Employee Self Service (ESS). The quality of ESS web services has never been measured based on user perceptions and levels of importance or expectations. This study intends to analyze the quality of the ESS web using WebQual 4.0 as a questionnaire consisting of three dimensions in the form of Usability, Information Quality, and Service Interaction dimensions, as well as using the IPA method to analyze the level of conformity, compliance (GAP), and quadrants. The results of the level of conformity obtained from 22 statements were still below 100%. The test result statistic shows Asymp.Sig. (2-tailed) worth 0,000 means that there is a gap between Importance and Performance on the ESS website of PT PLN (Persero) UIPJBB. The average of the overall level of conformity is obtained 93.53%, which means that the performance on the web ESS is still below Importance and users are still not satisfied. While the results of GAP analysis are -0.262 <0, then the quality of performance is still lacking and cannot meet the interests of users.

EMPLOYEE SELF SERVICE (ESS) ONLINE IN PT. DATA UTAMA

PT. Data Utama is a company that organizes professional - international trade shows that have500 permanent employees, 50 contract employees and 10 daily employees. PT. Data Utama hasmany divisions / department, one of which is the Human Resources Department (HRD) whichhas many documents for all employees. One of the duties of HRD is to manage the employee'sApplication for Permit (SPI). During this time in managing SPI, the HR department stillcollected SPI forms from employees. In the process of applying for permits and taking leave ofleave, the manual process still uses the application letter submitted to the supervisor. Then theSPI that has been approved by the employer, therefore needs to submit an SPI form to the adminsection of the HRD for ratification of the employee permit application. This causes the work ofemployees & HRD to be ineffective and inefficient. For this problem, an online Employee SelfService (ESS) information system was created. The study was conducted using surveytechniques, where primary data collection was taken by distributing questionnaires to severalparts of PT. Data Utama. The expected results are knowing that this application can facilitatethe management of employee permit applications, so that from the input process to the searchfor data that becomes easier, faster and more efficient.

E- HRM Practices in the IT Industry with Special Reference to the State of Karnataka

Human resource management is constantly evolving into a technology-based service provider to their employees. In today’s organizations, employees see the face of HR as an Intranet portal rather than a human on the other side. This transformation of Human Resource services through technology is now being coined as E-HRM or electronic human resource. The Use of E-HRM in today’s Organizations, are in many function areas such as training and development, performance management systems, hiring and employee self-service. Organisations who adopt HR technology tools outperform those that do not. Interestingly early on the HR department was the last recipient of IT benefits in any organization, it started from keeping the database of the employees. In the present scenario employees are considered as the strategic partners of the organization and the use of high-end software have changed the face of HR departments and a new term has been coined as E-HRM. This present paper tries to evaluate the role of E-HRM in IT companies and also to measure the acceptance and effectiveness of the same at the different levels of management.

Implementasi Sistem Informasi SDM Menggunakan OrangeHRM di SMPIT Al-Qudwah

Sistem Informasi Sumber Daya Manusia merupakan sistem yang digunakan untuk mendukung pengelolaan sumber daya manusia. OrangeHRM merupakan salah satu sistem informasi sumber daya manusia yang dapat digunakan untuk membantu pengelolaan SDM. Penelitian ini bertujuan untuk mengimplementasikan OrangeHRM di SMPIT Al-Qudwah dengan menggunakan modul PIM (Personnel Information Management), ESS (Employee Self Service), Leave (Cuti), dan mengetahui pengelolaan SDM sesudah menggunakan OrangeHRM. Tahapan penelitian ini yaitu mulai dari studi pendahuluan, analisis dan perancangan, implementasi sistem, uji coba, penarikan kesimpulan dan saran. Hasil penelitian ini menunjukkan bahwa OrangeHRM dapat implementasikan di SMPIT Al-Qudwah serta pengelolaan SDM sesudah menggunakan OrangeHRM menjadi lebih mudah serta cepat dari segi waktu. Hal tersebut didukung oleh hasil presentase “Setuju” bahwa penggunaan OrangeHRM mempercepat pengajuan cuti dari segi waktu, mempermudah pengajuan cuti dan pencarian data pegawai, serta menghemat pengeluaran kertas yaitu sebesar 97%. Kata kunci : Manajemen SDM, OrangeHRM, Cuti, SMPIT Al-Qudwah

Pemodelan Employee Self Service Sistem Sebagai Penunjang Human Resources Department

The background of this research is based on the operational needs in human resources department to organize all the data and business processes that occur in this division. The role of the Human Resources division significantly to manage labor resources that contribute to the implementation of the organization’s operations. The objectives in this research is to build a model of information system that can support the operation in employee management system, which consists of employees’ personal data, attendance report, and document about employees competence. The method of this research refers to model lifecycle database [1]. The results achieved in this study was the establishment of a model of information systems and database design that can support the operations of the Human Resources Department that can be operated and controlled directly by the relevant employees, so that the operational process can be performed effectively and efficiently. Keywords: information system, human resources department, database lifecycle.

Employee Self-Service Portals

This article begins by discussing how the role of human resource management has changed in recent years, and the implications of this for human resource departments. Providing employees with the information they require about their employment relationship is then explored by investigating how information technology can improve the quality of this information flow. The role of employee self-service portals is outlined, covering the range of information they currently provide and the future role of employee self-service portals. Acknowledging that employee acceptance is crucial to the success of employee self-service portals, implementation issues are discussed. Technology acceptance by employees is necessary, and the article ends by discussing this important key to successful employee self-service portal implementation.

Early User Involvement and Participation in Employee Self-Service Application Deployment

This chapter theoretically and empirically addresses the notion that user participation and involvement is one of the important factors for IS success. Different models and studies are reviewed to define and classify types of early end-user involvement and participation. Next, five case studies are presented of Dutch governmental organizations (Ministries) that have recently deployed an employee self-service application. Based on interviews with developers, project managers and users it can be showed that the deployment success of such systems is positively related to the extent of early user involvement and participation. In addition, it was found that expectancy management is important to keep users informed about certain deployment decisions. In this way, employees can truly use the self-service applications without much support from the HR-departments.

Early User Involvement and Participation in Employee Self-Service Application Deployment

This chapter theoretically and empirically addresses the notion that user participation and involvement is one of the important factors for IS success. Different models and studies are reviewed to define and classify types of early end-user involvement and participation. Next, five case studies are presented of Dutch governmental organizations (Ministries) that have recently deployed an employee self-service application. Based on interviews with developers, project managers and users it can be showed that the deployment success of such systems is positively related to the extent of early user involvement and participation. In addition, it was found that expectancy management is important to keep users informed about certain deployment decisions. In this way, employees can truly use the self-service applications without much support from the HR-departments.