Human Resource Management strategy for organizational problem for NWC . Our goal was to propose a HRM strategy to solve the Internet filtering problem inside organizations .

1. Internet Inside OrganizationsFrom Controlling To Empowering Group 1 : Ana , Hesham , Jocelyn , and Mazen 10/11/2010 1 HRMT8504

2. Outline Stakeholders About the organization The Organizational Problem HRM strategy to solve the problem The strategy and the organization mission Strategy Implementation 10/11/2010 2 HRMT8504

3. Stakeholders Shareholders Directors Employees IT department 10/11/2010 3 HRMT8504

4. The National Water Company The National Water Company (NWC) is a Saudi joint stock company fully owned by the government . Provide water and wastewater services in accordance with the latest international standards . NWC focuses on : Providing drinking water of high quality. Providing all households with water and wastewater connections. The preservation of natural water resources Making maximum use of the Treated Sewage Effluent (TSE) 10/11/2010 4 HRMT8504

5. The National Water Company (cont.) NWC Mission Statement “ Is to provide exceptional water and wastewater services in a reliable, sustainable and cost-effective manner, focusing on the satisfaction of their customers , employees and communities, to deliver strong performance through a commercially viable organization” 10/11/2010 5 HRMT8504

6. Key Objectives & Strategies Short Term: Built the organization and expand locally Long Term Become a leading water utility in the region 10/11/2010 6 HRMT8504 The National Water Company (cont.)

7. The organizational Problem Employees are spending a lot of time on the internet doing unrelated activities which lead to low productivity per employee. FaceBook Twitter. MSN. Youtube. 10/11/2010 7 HRMT8504

8. Why it is a problem ? Consuming company time and resources without any benefits. Improper use of internet by employees will slow company network down. Loss of productivity and revenue to company. Misleading the company’s objectives. Illegal use might cause the company many problems. 10/11/2010 8 HRMT8504

9. What made the problem more complicated ? Bad solutions by Human Resource Department: Reducing bandwidth limit for all organization’s employees. Blocking lots of websites every day. providing a list of the employees with the websites that were visited by them every month to their managers ( privacy ). limit the internet browsing to 2 hours/day ! 10/11/2010 9 HRMT8504

10. Monitoring employee use of the internet Internet Restriction To regulate Internet access is by restricting access to some sites TCP/IP Header Filtering, TCP/IP Content Filtering, Proxy Filtering 2. Employee Monitoring A form of quality control An enabling tool for supervisors to better correct, improve, and evaluate employee performance measure efficiency Uncover employee disloyalty 10/11/2010 10 HRMT8504

11. Advantages and Disadvantages of Monitoring Protecting organizational assets block spam and viruses prevent the misuse of company facilities to be proactive in measuring productivity and employee outputs maintain confidentiality too personal employee privacy 10/11/2010 11 HRMT8504

12. Monitoring employee use of the internet in Philippine organizations This research investigates the use, restriction, and monitoring of Internet facilities provided to employees in Philippines organizations Methodology: Survey through telephone and email Respondents: Managers or Human Resource Managers in the organizations (567 organizations) 10/11/2010 12 HRMT8504

13. Study Results 58% of organisations blocked some internet sites (Government, Private, Non-Profit) 40-48% organisation having email and internet use policy Common websites blocked: 69% Pornography, 53% Gaming, 37% Social networking

14. Should Filtering Software be utilised in the workplace? This paper reports the findings of Australians about their attitudes on appropriate usage of the Internet and email in the workplace, and their opinions on filtering software Methodology: Online survey Respondents: 524 Australian (54 % male and 46% female) 10/11/2010 14 HRMT8504

15. Results Both qualitative and quantitative data were collected for this study 17 % non-work related Internet Material 19% non-work related Email Material 61% of sample states that “Offensive material” should be banned only 37% of the participants stated that they would like their employer to utilise filtering software to filter out offensive material 10/11/2010 15 HRMT8504 Study Results

16. Impacts on individual level Employees have objected the electronic monitoring because it: 1. Represents an invasion of privacy 2. Poses a threat to employee physical and mental health (by increasing stress ) 3. Diminishes the quality of work life 4. Is unfair and unethical. 10/11/2010 16 HRMT8504

17. HRM strategy to solve the problem Self- Monitoring( Direct ) introducing new policies regarding the allowed time to be spent on non-work related websites (Levels) Then Allowing employees to be aware of how much time they spent on the internet. Result : Employees have the control and judge themselves. 10/11/2010 17 HRMT8504

18. HRM strategy to solve the problem Task Oriented ( Direct ) Focusing on tasks by integrating the workflow system with the internet usage. Results: Encourage employees to finish their tasks and maintain high productivity levels. To give employees sense of control . 10/11/2010 18 HRMT8504 HRM strategy to solve the problem

19. HRM strategy to solve the problem Employees Engagement( Indirect ) Engaging employees in using the internet to support the organization objectives and to run it's services ( Social Networks ) Results: increase the level of trust and satisfaction. instant feedback can be generated. 10/11/2010 19 HRMT8504 Strategy Alignment HRM strategy to solve the problem

20. Our Mission is to provide exceptional water and wastewater services in a reliable, sustainable and cost-effective manner, focusing on the satisfaction of our customers, employees and communities …… 10/11/2010 20 HRMT8504 Strategy Alignment

21. Strategy Alignment Cost effective: Increasing employees productivity . Setting up the new support service is cost-effective . Satisfaction: Self-Control internet mechanism Increase customer satisfaction , and increase employees productivity Employees freedom 10/11/2010 21 HRMT8504

22. HRM activities affected Recruitment & selection Evaluation Employment Engagement Training & development Rewarding 10/11/2010 22 HRMT8504

23. Strategy Implementation Phase 1 : Data Collection Where do our employee spend the most time in ? How can we turn this activity in these sites to be for the company good ? Who from our employees are active in social network sites ? 10/11/2010 23 HRMT8504 Strategy Implementation

24. Strategy Implementation Phase 2 : Self-Monitoring and control To-Do's Adjusting the workflow system to be integrated with the internet. Introducing the new e-monitoring system. Define internet policies. Announce the new changes. 10/11/2010 24 HRMT8504 Strategy Implementation

25. Strategy Implementation Phase 3 : Kick-off ( BETA release ) Set Social Media strategy for the NWC Launch FacebookOR twitter account for one department for pilot test ( e.g. customer service ). 10/11/2010 25 HRMT8504 Strategy Implementation

26. Strategy Implementation Phase 4 : Evaluate and review the beta launch Number based evaluation : ( # of happy customers , # of replies , # of tweets OR posts ..etc ) How can we improve our existing position ? Adjust the plan 10/11/2010 26 HRMT8504 Strategy Implementation

27. Strategy Implementation Phase 5 : Official Launch Rewarding based on active participation in the company's social network sites . Measure the social media channel effectiveness compared to other channels . 10/11/2010 27 HRMT8504

28. Examples Facebook: The University of Western Australiahttp://www.facebook.com/UWAstudents Ernst & Young Careers - Australiahttp://www.facebook.com/eycareers Twitter : Dell : http://twitter.com/Direct2Dell Mobily : http://twitter.com/Mobily_1100 10/11/2010 28 HRMT8504

29. Examples 10/11/2010 29 HRMT8504 Ernst & Young Careers Facebook fan page >> << Mobily Twitter account

30. Herzbery’s Theory Herzberg's Motivators and Hygiene Factors It suggested that job satisfaction and job dissatisfaction are caused by different and independent sets of factors Motivator Factors: nature of job, achievement in the work, possibilities of personal growth and promotional opportunities Hygiene factors: working conditions, salary, company policies, job security, quality of supervision Herzbery’s Theory

31. Herzbery’s Theory 10/11/2010 HRMT8504 31

32. How companies are benefiting from Web 2.0 10/11/2010 HRMT8504 32 McKinsey Global Survey Results

33. Alampay, E. & Hechanova M 2010, ‘Monitoring employee use of the internet in Philippine organisations’,The Electronic Journal of Information Systems in Developing Countries, vol 40, Available from: <http://www.ejisdc.org/ojs2/index.php/ejisdc/article/view/648> [30 September 2010] Whitty, M 2004, ‘Should Filtering Software be utilised in the Workplace? Australian Employees’ Attitudes towards Internet usage and Surveillance of the Internet in the Workplace’, Surveillance & Society, Available from:< http://www.surveillance-and-society.org>. [21 September 2010] Business Technology Office 2010, How companies are benefiting from Web 2.0: McKinsey Global Survey Results, Mckinsey & Company, Available from: < http://www.mckinseyquarterly.com/Business_Technology/BT_Strategy/How_companies_are_benefiting_from_Web_20_McKinsey_Global_Survey_Results_2432>. [1 October 2010] 10/11/2010 HRMT8504 33 References