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.

......

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..  ^^

test

ni blog saya