e-Compensation

E-Compensation
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Introduction
Over the years, internet has been integrated into most of the functions of human basic life. Most of the functions in business have adopted the web based platforms to maximize the benefits reaped from the interoperability of the internet connectivity and productivity. The human resources departments in most of the companies have adopted the use of internet platforms to take advantage of the connectivity (Shrm.org, 2011). One of the major functions that is carried out by the human resources department relates to compensation of the staffs at any given firm. Most of the firms have taken advantage of e-compensation platforms while others retain the older pc based systems (Oracle.com, 2014).
Web-Based Compensation Tool versus a Client-Server Based or Stand-Alone Pc-Based System
There are a number of advantages that can be derived from the web based compensation platforms. One of the aspects that make most of the human resources departments to opt for the web based is the fact that these systems have the ability to make correction on an automated basis. This means that the human resources managers are assured that the information on the database is correct as simple errors are easily corrected, from the automated mechanisms built into the systems. This makes the system quite easy to manage even with many employees and massive data to work with (Rosenau, Lal & Lako, 2012). Given that these webs based systems have out update functions, the managers are not tied down by manual installations and updating tasks which sometimes can be hectic. Web-based systems use online servers to store the information on the databases. This means that they take minimal space on the personal computers and can also be accessed from anywhere as far as there is an internet connection. This not only makes convenient but also efficient and increase the level of productivity for the human resources department and the staffs due to the easy access.
Although there are quite a number of advantages that make the Web-based compensation tools effective and productive for the human resources department and the firm in general, there are some crucial disadvantages associated with the use of the same. One of the disadvantages is associated wit the fact that these systems ten to have poor experiences of the users. This means that some of the staffs do not get to reap the full benefits due to user difficulties and therefore poor user experience. At the same time due to the dependence on the internet connectivity, any form of disconnection means that the human resources and the staff cannot access the database. It is also important to note that, due to the fact that the systems are based on the internet, they are prone to hacking and loss of sensitive personal and company data that could have catastrophic impacts to the firm and staffs (Successfactors.com, 2014).
Given the interoperability of the web based systems, in my opinion it is much more effective and efficient that the pc based compensation system. The web based system is much better given the fact that, it uses the online servers. These serves have the ability to accommodate massive data storage capacities, without imposing limits to the firms. A...