SUMMARY

After covering all of the topic in HRIS, now I really understand the importance of technologies to the management in the organizations. Technologies modern are really improving the management of human resource. Human Resource Information System (HRIS) is important for storing information and data employees, planning, decision making and controlling management. Firms should have competitive strategies such as cost leadership, differentiation strategy, innovation strategy, growth strategy and also alliance strategy to ensure they are not left behind by their competitors.  Firms can use IT to implement the strategies by substantially reduce the cost of business process, develop unique new markets and integrate into other products or services. Multinational, Global, International and Transnational are four types of HRIS Model which were differs according to its degree of centralization, its level of responsiveness to local issues and its ability to leverage and shared innovation and learning worldwide.

A lot of benefit for using online recruitment where the organization can reach the large target, easy meet high quantity and quality of applicant, reduce cost and time and also workload of HRD which make the recruitment process more effective and efficiently.ELD system allows employee in the organization access the training and development systems that related to them and explained the level of performance by each employee before attending the training.  The system consist details information about the program such as provide module, training methods, length of time and venue. In addition this system will also show the results of the program evaluations which are summative evaluation and formative evaluation. ELD software application can facilitate the entire training and development process in terms for record all the information related and to make a need analysis of the training.

With the existence of the new technologies, it totally help all the process of projects and task in the organization were conduct smoothly and efficiently especially in HR Department such as for management, payroll, recruitment, induction program and also controlling quality and productivity of the organization.

ONLINE INDUCTION SYSTEM

Online induction system is an online system that manages and reporting induction program for new employee in order to exposed them to the new environment and culture of the organization. This system will provide the overview of employee’s rights and policies of the company with the guidelines. The main function of online induction system is to increase the level of understanding of vision, mission and objectives among new employee in the organization. Through this system, it will help new comers to recognize and memorize easily about the management chart such as top, middle management and their own colleagues and also gain knowledge and skills framework outline needed for their job. Besides that, the function for online induction system is to develop training to the employee. One of the application in the online induction system is T&D. According to Blanchard and Thacker (2010), training is the organized and systematic process of providing an opportunity to learn KSAs for current or future jobs.

There have a lot of benefits by using online induction system which it is really can save cost and time. The new employee can access the system anytime at anywhere to get useful information related to either their job description or information about entire organization. This system is very flexible and easy for new employee to access the system which just key in their ID and password. In addition, online induction system also gives advantage by engage new employees with the attractive and use-friendly online interface. Uses online induction system really can help the organization to save the budget and cost for conducting induction program since that conducting manual induction program is really need high budget. Besides that, this system is easy to compliance, manage and report.  

The disadvantage for this system is lack of supervision where the system should supposedly need person in charge to manage and update the system for every time. Lack of supervision will cause the system become not aligned with the mission of the induction program. Disadvantage for online induction system is also high probability to lose the data. It might be cause of virus or spyware will caused the information were corrupted or lose. Technological complication also one of the disadvantage for online induction system where let say the internet connection were down so it is hard for the new employee to access and upload the information provided in the system.

After study this topic I really understand what is actually online induction program and I get opportunity to learn about the component and application in this system which give me wide exposed in HRIS field. Technologies really help in supporting effective management in organization.

P.N. Blanchard & J.W. Thacker. (2010). Effective Training. Pearson Education

Web-based Technology & Employee Learning and Development (ELD)

ELD System is about process that include plan, observe and analyze the employee training, career development and employee’s performance. Then after analyze career development, recommend the training program and analyze the program. The main purpose of Employee Learning and Development (ELD) in the organization to improve employee’s performance and also organization’s itself. In order to improve the employee’s performance, the organization should provide training program, to increase the employee’s knowledge, skill and attitudes towards their current work. ELD also to ensure the employees keep on competitiveness and help them to manage their stress due to overload.  

ELD system allows employee in the organization access the training and development systems that related to them and explained the level of performance by each employee before attending the training. ELD system will show whose the employee that having good working performance in period of time and this will give high opportunities to that employee to fulfill the new position and promotion selected by the management. In addition the system consist details information about the program such as provide module, training methods, length of time and venue. The systems will also show the results of the program evaluations which are summative evaluation and formative evaluation. According to Easterby-Smith (1986), summative evaluation establishes whether T&D program was effective, efficient, has added value and has meet its objectives while for summative evaluation, it is assess how training, learning and development can be improved. ELD software application can facilitate the entire training and development process in terms for record all the information related and to make a need analysis of the training.

Advantages for ELD system are first, ELD system really high cost effective and accessibility which employee for entire the organization can get the information about the training just only assess the system and it is really not costly. Then, ELD system really helps to empowerment and facilitation which provide information to employee to make their self assessment and at the same time give opportunity for the employees to enhance own interpersonal development. Other benefit for ELD system is it will improve computer skills for the employee. Since that the employee must face the computer during the training session, so it is automatically can improve their computer skills.

Since that ELD system really has a lot of advantages and very useful but it does not mean that the system does not have any negative perspective.  Disadvantage for ELD system are, certain contents are not suitable to employees which not all the employee have the same problems and other disadvantage is lack of human contact which it is too computerization and lack face to face communication. According to Nunes, McPherson, Annasingh, Bashir and Patterson (2009), lack of human touch is about lack of interaction with knowledgeable trainers and the lack of socialization with fellow learners.

By studying ELD system, now I really acknowledge that providing training and development program are really important to ensure that every employee are more motivated, innovation and will create learning organization. Without ELD system, it is hard for the organization to manage the T&D program. 

J.M. Nunes, M.A. McPherson, F. Annasingh, I. Bashir & D.C. Patterson. (2009). The use of e-learning in the workplace: A systematic literature review. Impact: Journal of Applied Research in Workplace E-learning.

M. Easterby-Smith. (1986). Evaluation of management, training, and development. Aldershot, UK : Gower.

WEB BASED HUMAN RESOURCE PLANNING : Recruiting and Staffing

E-Recruitment system is an online job application where candidates can submit their application via the internet and for processing system for employer to make advertise about job opening. The mission of the recruitment and staffing systems is to help HR Management to find out the right people to fill the job vacancies in the organization and to decrease the employee’s turnover. According to David (2008), online recruitment has opened up the opportunity simultaneously to post jobs to multiple channels such as job-boards, the corporate website, universities and recruitment agencies. The main components in this system are input, HRIS database and output. Input components contained Accounting Information System and HR research subsystem such as job analysis and evaluation.

There have a lot of advantages by using online recruitment where it can reach the large target. It is easy for an organization to meet high quantity and quality applicant either the applicants are from local or oversea. Online recruitment also can reduce cost and time which can reduce cost of newspaper advertisements, reduce mailing cost and also reduce workload of HRD. The organization can advertise the job vacancies through publish the available position on company’s website.  According to Cober, Brown, Blumental, Doverspike and Levy (2000), cost of traditional system of recruitment was $8000 to $10000 per position compared with only $900 for online recruitment. Other than that, online recruitment can make the selection process become easier, more efficiency, get information quickly and easy for streamline the recruitment process. Chapman & Webster (2003), online recruitment can decrease cycle time and increase the efficiency of the process by allowing organizations to spend less time gathering and sorting data.

However online recruitment also have disadvantage where it can caused information overload, limited to user to access, missing the information, lost of information and too much computerize. Due to online recruitment had provide a lot of information, it can caused the applicants dealing with so many application including the unsuitable ones and have high probability for them to lost some needed information. This can encourage applicants to apply for jobs without assessing their own qualifications for each job and cause large of number of applicants for every job openings. Online recruitment also limit user to access where it only limit for the employee in the organization to access and need password. Besides that, online recruitment also have high risk in missing of the information where risked by the virus and spyware and caused the information will be missing and corrupted.

This topic give me explanation the intersection between the use of technology for recruitment and use of HRIS in organizations. Too many advantages that I got for online recruitment from this topic.

D. S. Chapman & J. Webster. (2003). The Use of Technologies In the Recruiting, Screening and Selection Process for Job Candidates. International Journal of Selection and Assessment. 

P. David. (2008). Online Recruitment Connects 3 with Top Talent. Human Resource Management International Digest. Emerald Group Publishing Limited.

R.T. Cober, D.J. Brown, A.J. Bluemental, D. Doverspike, D. & P. Levy. (2000). The quest for the qualified job surfer : it’s time the public sector catches the wave. Public Personnel Management.

SUMMARY

Technologies modern are really improving the management of human resource. Human Resource Information System (HRIS) is important for storing information and data employees, planning, decision making and controlling management.  As the existence of new technology modern had made the role of HR department become enlarge and new specific jobs in HR department are created. The work trend in HR had changed such as in recruitment, HR planning, career planning, skill inventory, salary administration and leave and absence recording. These means that new technology made the management of employee productivity running smoothly and process of measuring human capital interventions become more effectively. 

Competitive forces can be occurred when existence of rivalry of competitors within its industry, new entrants, substitute products that may capture market share and also bargaining power of customers and suppliers.  Firms should have competitive strategies such as cost leadership, differentiation strategy, innovation strategy, growth strategy and also alliance strategy to ensure they are not left behind by their competitors.  Firms can use IT to implement the strategies by substantially reduce the cost of business process, develop unique new markets and integrate into other products or services. 

There are four types of HRIS Model which are Multinational, Global, International and Transnational which were differs according to its degree of centralization, its level of responsiveness to local issues and its ability to leverage and shared innovation and learning worldwide. Global Model minimized the needs of local, national and also regional business units which suitable for organization which needs to deliver a single standardized. International Model are about learning and sharing approach to implementing and managing HRIS which is transferring and adapting knowledge to local organization while continuing to retain considerable influence. Transnational Model brings efficiency through an integrated network of competencies and processes. It also provides flexibility through specialized roles

ON GLOBALISING HRIS ( PART 1 )

Below are four types of HRIS Model which were differs according to its degree of centralization, its level of responsiveness to local issues and its ability to leverage and shared innovation and learning worldwide.

Multinational Model.

Related to manage a portfolio of multiple, national HR systems and allowing local operations a significant amount of freedom, autonomy and control their own business. Anything goes in HRIS are no resemblance to one another.  Key assets, responsibilities and decision making are localized and most sensitive to individual cultural and national differences. However the disadvantage of this model is the decentralizations are very extreme. Organizations can turn into multi-headed monsters which can cause needless re-invention.

Global Model

Implementing and managing HRIS by building a single, standardized, centralized system which are “one-size-fits-all”.  This model minimized the needs of local, national and also regional business units. Global Model is suitable for organization which needs to deliver a single standardized product or services such as software providers. The disadvantage to this model is the tendency to force diverse operating units into such rigid structures that they rebel, causing renegade or covert behaviours to develop outside the established standards (Karen, 2000).

International Model

Takes learning and sharing approach to implementing and managing HRIS which is transferring and adapting knowledge to local organization while continuing to retain considerable influence. It is strikes a balance between local autonomy and central oversight. This model focuses on sharing cross-border learning and innovation. The whole organizations will get benefits when something advanced made in one country are shared together immediately across all the others.

Transnational Model

Embraces and exploits such paradoxes.  This model brings efficiency through an integrated network of competencies and processes. It also provides flexibility through specialized roles and responsibilities and will create a learning organization through the facilitation process.

After study this chapter I got new knowledge about the model of HRIS. All the models can be chosen depend on the function of it. So I hope i can adapt this knowledge for my future job in HR field.

Baeman, K. & Walker, A.J. (2000). IHRIM journal

USING INFORMATION SYSTEM FOR GAINING COMPETITIVE ADVANTAGE

Competitive forces can be occurred when existence of rivalry of competitors within its industry, new entrants, substitute products that may capture market share and also bargaining power of customers and suppliers.  Due to these forces, corporate leader of firms must plan strategies to penetrate the market and to minimize the differentiation quality of their product compared with their competitors. Developing an effective strategy required that executives and corporate leader have the strategic insight and comprehensive understanding of the product-market domain (s) they operate within (Frank Huber, 2001).

The existences of new entrants will create new competition. Competitions not only exist within the similar industry but it is also can be happen within different industries which have similar functionality. For example industry in spectacles and contact lens. Both of them are sharing the mission of their product but their products are totally different. Bargaining power of customers will give high opportunities for customers to be demand in making choices, make price become cheap and increasing level of services and quality. It occurred such as when the products are widely available. 

Firms should have competitive strategies such as cost leadership, differentiation strategy, innovation strategy, growth strategy and also alliance strategy to ensure they are not left behind by their competitors.  Firms can use IT to implement the strategies by substantially reduce the cost of business process, develop unique new markets and integrate into other products or services.  The competitive advantage can be achieved if the organizations able to develop an overall cost leadership without ignoring quality and service (Hooshang M. Behesti, 2004). He describe that the competitive advantage of being the low cost producer of a product is that even in strongly competitive markets, the firm will earn above average returns.

This chapter give me wide exposed about the competitive advantages.  In positive views competitive will help us to develop ourselves and push us to think the effect for short and long term to ensure successful in our life.

Hooshang M.B. 2004. Gaining and sustaining competitive advantage with activity based cost management system

Frank H., Andreas H., Robert E. M. (2001). Gaining competitive advantage through customer value oriented management. MCB University Press.

WEB AND KEY TRENDS CHANGING IN HR.

Information System (IS) is a components of people, hardware, software, data resource and communication networks which its purpose are as a major of functional area of business, major source of information and support for decision making, vital ingredient in developing competitive products and services in the global marketplace. The technology are really changes and of course improve the management of HR. Human Resource Information System (HRIS) is important for storing information and data employees, planning, decision making and controlling management.  An effective HRIS can provide a set of tools for achieving support of the business of human resources (James A. Rodger, 1998). Based on (Philip Stiles, 2009) here are two arguments about promise of technology at the transformational level. First, HRIS support a more strategic role through the provision of better data to inform business decision. Second, the move towards greater embracing of technology allow HR professional to have more time at the strategic level. 

As the existence of new technology modern had made the role of HR department become enlarge and new specific jobs in HR department are created. The work trend in HR had changed such as in recruitment, HR planning, career planning, skill inventory, salary administration and leave and absence recording. New technology made the management of employee productivity running smoothly and process of measuring human capital interventions become more effectively.

By studying about web and key trends changing in HR, now I am more cleared about what it is HRIS. HRIS is really needed and important in the organization to ensure all the process, management, controlling quality and productivity of the organization conducted well. Without HRIS all the procedure and activities will run smoothly or could be exist any problems. New technologies totally help all the projects or task in the organization efficiently.

  
J.A. Rodger, P.C. Pendharkar, D.J. Paper & P. Molnar. (1998). Reengineering the human 
              resource information system at Gamma. MCB University Press.
 
  
Philip Stiles, (2009) "The promise of HR technology". Strategic HR Review, vol. 9 Iss: 1, pp

ABOUT ME...

Assalamualaikum and hye everyone.. My name is Farhi Amalina binti Jamian. I come from Johor Bahru and I was born in Hospital Sultanah Aminah Johor Bahru. After I had finished my secondary school at Sekolah Menengah Teknik Johor Bahru, I had continued my study at Johor Matriculation College for one year and I took Science Physical course. After that I further my study in University Technology Malaysia Johor Bahru as a Bachelor of Science (Human Resource Development). I’ve changed my field of study from Physics course to Human Resource (HR) because for me it seems that nowadays market for job in management field are highly demand. So I take this opportunity to grab the jobs that related to the department of management.

Since I’ve study in HR course for two years and now I’m in final years, too many things that I had learn. This course teach me how to manage people especially employee in the organization, how to be a good counsellor, work in team group, leadership, psychology and also give me opportunity to conduct my own training to the employee in the organization. After doing my internship at Jabatan Tenaga Kerja Johor Bahru (JTKJB) I’m more cleared about HR field. 

One of the subjects that I take in this course is Human Resource Information System (HRIS). This subject is exposed students about the Computered-Based Information System (CIBS) which it is really needed in the organization to facilitate the achievement of competitive advantage through the application of technology modern. Besides that, this subject also explains about the HRIS model which can make all the activity, works, process are run smoothly and efficiently.

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hye I'm new blogger and actually I create this blog to fulfill my task for HRIS course. Waa that sound look interesting and currently I've to summarize every chapter for this course..  ^^

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ni blog saya