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Summary of Human Resource Information System (HRIS)

The Human Resource Information System (HRIS) course exposes to me using of Computer-Based Information Systems (CIBS) in facilitating the achievement of competitive advantage of an organization. This is where the competitive advantages is achieved through the application of advanced technology. This course are discusses about the Human Resource Information System (HRIS) model and how the systems aids human resource practitioner in implementing HR task more efficiently through the use of information technology.

The role of HRM as a strategic partner continues, however, sophistication in the use of computer technology to improve the delivery of HR programs and activities. The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT), and the combination of these two fields into human resource information systems (HRIS).

To remain competitive in today’s global environment, organizations are searching for more efficient and effective means of acquiring and maintaining a highly qualified workforce. With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.

To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS.

Reflection 6 : Online Induction

Information system become significant in this globalization era and it encompass a various field such business, employment as well as education. The application of information technology is vital in order to make our work or task more efficient and effective as well as give benefits to the organization. According to Kavanagh (1990), Information system is define as a set of interrelated components work together to collect, retrieve, process, store and disseminate information for the purpose of facilitating planning, control, analysis, coordination and decision making in business and other organizations. With using the information technology, we or organizations can develop and introduce their comprehensive online induction course for their new staff or employee which using the application of IT in induction course it will save money and not waste the time. This system is necessity to the new employee in order to facilitate them learn about the overall their organization.

The online induction course is necessity to the new employee because this system can help the new employee know the company direction. The new employee can search and find the overall corporate information about their organization in term of the company vision, mission, and objective on the online induction system. So that the employee will get insight about the reason of the company existence and it will directly the new employee to become discipline, motivated, and values in doing their job and it also will directly improve the organization performance.

Besides that, the new employee will immediately get the feedback from the organization towards their incurious and the new employee will clearly get the picture about their organization. Finally, the online induction course system is vital because this system provides the general picture to the new employee of the organization to get the direction of the company or organization.

(388 words)

Resource:

J.Kavanagh, Michel, Gueutal, Hal G., Tannenbum, Scott I. (1990). Human Resource Information Systems: Development and Application. PWS-KENT publishing Company Boston, Massachusetts.

Reflection 5 : Web Based Human Resource Planning: Recruitment and Staffing

On this topic will discuss the effects of technology on the recruitment and selection processes in organizations. According Breaugh and Starke (2000), the recruitment objective are include cost of filling a job opening, speed of filling a job opening, psychological contract fulfilment, employee satisfaction, retention rates, quality of applicants, and diversity of applicants. Candidates will fill out all the forms by giving their personal information and employment history as well as what type of employment they are seeking. The company will match them up with any available jobs they have that match the criteria that we are looking for. The staffing is the process of selecting and train individuals for specific job functions and charging them with the associated responsibilities. Another factor that may affect the acceptance and effectiveness of online recruiting is the attributes of the Web site. The best Web site design is user friendly; they can easily navigate and browse through multiple Web pages to find information. Usually, organizations have always used social relationships and networking, including employee referrals, to attract talent. Selection systems are information management system for organizational decision making and administration. Recruitment and Selection system created comprehensive assessments that fit specific job requirements. The customisation for job specification can be quickly and accurately completed by using job analysis toolkit. Each formula provides a systematic assessment and automatically generates online questionnaires that can be directly accessed through company's website. These automated systems also will quickly notifying the applicants of their application status. The main objective recruiting and staffing is to help the human resource management to find the right the people to fill the job vacancies in organization and to decrease employee’s turnover. The advantages of recruiting and staffing, which are reach the large target, reduce cost and time, make selection process easier, get information quickly, streamline the recruitment process, provide useful information, maintain qualified workers, employees forecast, and respond accordingly to the external environment. However, recruiting and staffing have disadvantage which are information overload, limited to user to access, challenges to update information, missing of the information, too computerize, lost of information, time and cost consuming, internet Vulnerability and user lack of computer knowledge.

Of this title, there are three important things I learned, online recruitment can help organizations reduce the costs of recruiting, decrease the cycle time of filling job vacancies and generate large quantities of applicants.

(394 words)

Resource:

Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26, 405-434.

Reflection 4 : Performance Management

As we know, performance management is a continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organizations. Performance appraisal is the systematic description of an employee’s strengths and weaknesses. This is important component of performance management, but it is just a part of a bigger whole because performance management is much more than just performance measurement. In performance management, they have five stage which are monitor, develop, review, reward, and plan. The performance plan should be a written document and describes more about performance behaviour and development objectives. In performance planning, like most management processes, must be constructed in such a way that any manager can do it, regardless of management style or skill. The best manager, when they have involved the employee collaboratively in all phases of the PM process. In performance planning, behaviour that is expected to lead to desired outcomes are added. In stage 2 and stage 3, monitoring is including measuring performance and giving feedback. Monitoring and tracking performance against standards and progress toward goals. For develop, they can use coaching, training, challenging or visible assignments. It is can help to improving work processes. Performance review refers to summary of performance over a period of time. They have to evaluate performance results and behaviours, face to face with a written record. On this stage, they have to focus on discussion the overall team performance including results achieved by team as a whole. The future involves a discussion about goals and developmental plans the team and its members will be expected to achive during the next review period. The last stage of performance management, they have to give reward to someone are giving a good performance. It is can help them to satisfaction in their job. It is difference with performance appraisal, part of guiding and managing career development. Performance appraisals refer to analysis of an employee’s recent success and failure to complete their job. Performance appraisal can control their behaviour, feedback, and give rewards.

(342 words)

Resource:

http://en.wikipedia.org/wiki/Performance_management

http://en.wikipedia.org/wiki/Performance_appraisal

Summary

The Human Resources information system (HRIS), I learned the basics in HRIS are to understand and explore how computerized information can help human resource (HR) professionals to achieve a specific objective of human resources. Therefore, to change human resource functions for the better, this course reveals the use of much computer-based information system (CIBS). Therefore, managers and indirectly, they can access information at any time and without using a paper process. Competitive Forces are important factors that affect the competitive position of companies in the industry or market. Among the factors is the bargaining power of buyers and suppliers, competition between the companies available, the threat of new entrants, and substitute products that may capture market share. There are five competitive strategies which are cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy. According Christopher B. and Sumantra G. (1991), have three models which are multinational, global, and international model. What I learnt from this topic, there are three different strategic needs in determining the model of a company which are responsive to location, global efficiency and knowledge sharing. In addition, transnational model is the combination of these three models. In the transnational, there are three components that consist of global efficiency, local flexibility, and innovation and sharing.

Resource:

Karen V. Beaman (2003). The New Transnational HR Model: Building a Chaordic Organization. Pp1-27.

Karen Beaman and Alfred J. Walker (2000). Globalizing HRIS: The New Transnational Model. IHRIM Journal, pp 30-43.

Walker A. J. (2001). Web-based Human Resource: The technologies and trends that are transforming HR. McGraw-Hill Professional.

Michael E. Porter, (2008). The Five Competitive Forces That Shape Strategy. Harvard Business Review.

Reflective 3

Globalising HRIS

As we know, this globalising is control the world economy, technological, sociocultural and political forces is run and controlled by multinational companies and international institutions. The globalising is becoming has becoming famous in the recent year. According Christopher B. and Sumantra G. (1991), have three models which are multinational, global, and international model. What I learnt from this topic, there are three different strategic needs in determining the model of a company which are responsive to location, global efficiency and knowledge sharing. Multinational model, it manages a variety of portfolios, national HR system, allowing local operations of a large freedom and autonomy of an organization. Company are used this model, can make decision decentralized and they less focused on centralized corporate direction. Beaman (2000), global model is a single, centralized, and standardized system which mange and implement HRIS efficiently. Actually, these model are not good system because, they are no power to make decision and minimize the needs of local, national, regional business units and they must adapt their environment to different environment. International model, they are learning and sharing knowledge to managing HRIS by adjusting the knowledge and expertise to local organizations. They also maintain a large influence on the control of local organizations. These models are balance between local autonomy and central oversight. In addition, transnational model is the combination of these three models. In the transnational, there are three components that consist of global efficiency, local flexibility, and innovation and sharing. Global efficiency means that one single system that best practice around the world and they use this system to get more efficiently for their information system. Local flexibility, this aspect means the flexibility of the HRIS that can local can use that for their organization. This means they are more concern about their needs. When responsive on their need, we need to legitimate diversity and appreciate multiple perspectives. By innovation, they not only do for their product and service only but also their processes. To share the information they must use the best sources that all organization can use such as internet, so from the internet they can easily sharing their information and their expertise.

Of this title, there are three important things I learned, that is four types of HRIS model (Multinational, Global, International and transnational), three different strategic needs and three critical components of transnational HRIS.

(389 words)

Resource:

Karen V. Beaman (2003). The New Transnational HR Model: Building a Chaordic Organization. Pp1-27.

Karen Beaman and Alfred J. Walker (2000). Globalizing HRIS: The New Transnational Model. IHRIM Journal, pp 30-43.

Reflective 2

Using Information System for Gaining Competitive Advantage

Competitive advantage is to allow it to generate greater sales or retain more customers than the competition. There are many types of competitive advantage is the company's cost structure, product offerings, distribution network and customer support. Information technology plays an important role in enhancing the efficiency of the process, improve communication and facilitate collaboration among employees. Information technology strategic is information system that uses technology to help an organization gain competitive advantage on the world stage. While, Competitive Forces are important factors that affect the competitive position of companies in the industry or market. Among the factors is the bargaining power of buyers and suppliers, competition between the companies available, the threat of new entrants, and substitute products that may capture market share. There are five competitive strategies which are cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy.

To make clear about this study, I can more understand by make an example of the company in Malaysia and compare with their competitive such as Kentucky Fried Chicken (KFC), compare with Radix Fried Chicken. KFC is a chain of fast food restaurants offers a line of grilled and roasted chicken products, side dishes and desserts. Meanwhile, Radix Fried Chicken is a restaurant owned by the HPA is offering these products which are halal chicken food, free from the use of antibiotics, free from the use of beta agonist (enzyme from pigs), the slaughter and others. The importance on this subject, when we can make a difference in the basic organization of their competitive strategic and force with their competitors. By doing all this, the organization can more productive and easy to compete with others company.

(278 words)

Resource:

Michael E. Porter, (2008). The Five Competitive Forces That Shape Strategy. Harvard Business Review.