Conclusion for the last three topics

In conclusion, HRIS is important to determine the success of the organization. Therefore, we must know how the functions of HRIS through HRIS model. HRIS model can helps us to more understand the flow of HRIS system is functioning. In addition, it will help the employees become more competent because they can develop their computer skill and bring a lot of benefits to the organization. Organization also can become more competitive if compare to an organization that do not use HRIS in their organization because it save a lot of cost and time by using advance technology compare to paper-based. Besides that, ELD is important to an organization because the ongoing success of every organization is depending on the employees in an organization. Employees play the role as an organization competitive advantage. By the way, employees can enhance their performance for their organization by develop their skills and competencies through ELD system. Therefore, employees that have low performance can be developing through training to become an asset to an organization rather than become a liability. One of the most important HR function in organization is measure performance of the employees by using performance management system. Performance management system allows organization to identify the low performance employees and give reward to the employees that have good performance. Every employees will know the standard that their needed to perform to achieve the goal of organization.

(233 Words)

Total (1518 Words)

Performance Management System

In one organization, even the employees had attended the training to develop themselves with knowledge, skills and ability, but how we know that the employee is competent or not? Can we measure the desire and expected performance of the employees and identify the performance of the employees? Therefore, that is why the reason of performance management system is exists to help an organization to measure the performance of the employees.

            Before that, we should understand what is the different between performance, performance management, and performance management system? There are a lot of people confuse about this three terms. According to Skrivastava (2005), performance is a behavior or action that taken by one’s to perform or respond to specific problem so the problem can be solved. In the other hand, performance management is a systematic process of measuring the employees in an organization and develops certain employees in order to achieve the goals of the organization (Johnson, 2009). The last one is performance management system which also measures the employees’ performance by using the technology such as system in computer.

            In my opinion, performance management is important is very important because the employees that have low performance will affect the productivity of the organization. If the employee is not competent enough, he or she should be send to the training and develop his or her skill, knowledge and ability. The performance management system can helps an organization a lot because can easily identify the performance of employees in more accurate statistical information.

            Performance management has five stages. The five stages are plan, monitor, develop, review, and reward. In the first stage, organization has to plan the goal and the result that expected from the employees. The second stage is monitoring the performance of the employee by giving feedback to the employee in two way communication. The next stage is reviewing the overall performance of the employees in rate the employees. At last, employees that has good performance should be rewarded such as monetary, non-monetary or recognition.

(335 Words)

Johnson, R. L. , Penny, J. A. , and Gordon, B. (2009). Assessing Performance: Designing,

Scoring, and Validating Performance Tasks. Guilford Press: New York.

Skrivastava, D. K. (2005). Strategies for Performance Management. Excel Books: New

Delhi.

Web-Based Technology and Employee Learning and Development (ELD)

With the existing of employee Learning and Development (ELD) systems, the function of managing human resource training and development will become more effective and efficient. Why organizations have to focus on ELD? The reason is very simple because an organization successful is depends on employees. The employees play an important role in an organization.

The used of ELD system is to plan the training to the employees while observe the employee training, career development and the performance of the employees in the organization. In addition, it also can analyze the career development needed among the employee. Besides that, after the performance of the employees had been observed, a suitable training program can be recommended to employees through ELD system. Furthermore, the success of the program also can be identify and analyze through the ELD system.

In my opinion, HRIS helps a lot in managing employee learning and development. Every organization has to use this system so that our country will become more competent. As we know, there are a lot of foreign organizations that play the role of competitive force to our local organization. Therefore, our local organization must always develop employee more effective by using ELD system.

However, not every employee will become asset to an organization. Most of them will become burden or liability if employees do not competent enough in perform their job. Therefore, ELD play an important role to develop an improve employees skills and knowledge to perform better in their job. ELD is important to the ongoing success of every organization. According to the article of “Winning Leadership Solutions”, employees are the organization competitive advantage. Employees can develop their skills and competencies to enhance their performance for their organization .

In the real working life situation, every multinational organization needs to have ELD system to become more effective. It is because ELD have brought a lot of advantages to an organization. The first advantages that it brings to the organization are it allows employee can easily access their information. Its mean that every employee can know the information about them that related to the training. In the other hand, it also not costly because all the data are using computer system that can easily change and update the information without wasting material such as paper-based if compare to previous HR function.

Nowadays, many employees do not know how to use computer. This is the common problem that face by most of the company. If the employees are force using computer to check their information, they will learn better and improve their computer skills. In my previous experience, I worked as part timer in a watches shop. I realize that many of the employees do not know how to use the computer even the simple software. Therefore, it cost a lot of trouble to the organization because the workers are not efficient enough to perform the job that related to the computer.

(486 Words)

Reference:

Winning Leadership Solutions: Employee Training and Development

          Retrieve on December 17, 2011 from

          http://www.managementtrainingconsultant.com/Default.aspx?tabid=61

HRIS Model

I think we all know and more understand about what is HRIS based on the previous class. HRIS is a kind of technology that managing human resource by using software or system. Since we know the role of HRIS, but do we know how its functions? Now, I would like to discuss about HRIS model which can help us to know more about how HRIS can function so effectively. If we know how the HRIS model is functioning, it will be very useful for us because once we work in an organization, there will be an opportunities to face this kind of system that need us to handle. Therefore, we must become a competent employee that full of knowledge because nowadays is this advance technology world.

First of all, HRIS model consists of 3 set of components which is Input Subsystem, HRIS Database, and Output Subsystem. I think is quite hard for us to understand without the graphic of the HRIS model. Below is the graphic showed the HRIS model.

Figure 1: Resource Flow of HRIS Model

The figure 1 shows the resource flow of HRIS model by Raymond (1995). As you can observe through the HRIS model, it has three set of components which are Input subsystem, HRIS database, and Output subsystem. In Input subsystem, there are three main subsystems which are data processing, human resource research, and human resource intelligence. Some input data might include software that can transform the data into the format that needed and required. The second one is HRIS database, all the data and information can be store in computer storage. The software such as Database management system (DBMS) can help to perform the maintenance processes. The last one is output subsystem which contain all the output related to HR consists of workforce planning subsystem, recruiting subsystem, workforce management system, compensation subsystem, benefit subsystem, and environmental reporting subsystem.

By learning HRIS model can be useful for our future job because we are in the field of human resource. In my pass experience, I work internship at training centre which called “Education and Training Professional (ETP)”. In that time, I do not know about all kind of HR system that used by the organization. But after I been introducing to the system which used for managing human resource in many kind of thing such as attendance, performance and others, I more understand the important and benefits that we can get through the HRIS.

In my opinion, the function of the organization will become more effective with the existing of HRIS. Besides that, we can save a lot of time in insert the data through computer if compare to record it in paper. Therefore, I think HRIS is very important for the organization to be more competent and more competitive.

(464 Words)

Reference:

Raymond, M. , and Gerardine, D. (1995). A Resource-Flow Model of the Human

Resource Information System. The Journal of Information Technology Management. 6: 1-15.

Information Systems and HRIS in Action

Introduction

My name is Hong Boon Seng. I am from Kuching, Sarawak, Malaysia. Currently, I am studying Bachelor Human Resource Development at University Technology Malaysia. The reason I continue my study is because I believe I can gain more knowledge and skills in the future use.

I’m taking the subject of Human Resource Information System (SHP 3423) in semester 5. This subject is all about the application of using technology in dealing with human resource matter. Since technology had become more advance, most of the people prefer using technology system to replace bookkeeping or hardcopy in recording the employees information. The reason is because they believed that technology in HR can handle and manage the data or information more effectively.

In my opinion, HRIS can help me to learn more about the technology system that can apply into the workplace in future. If I get the job in my area of studies, I can easily understand the use of HRIS in handle human resource matter in more effectively ways. HRIS can help the organization to operate in more efficient ways and allow the organization to gain more profit. Furthermore, the organization that using HRIS can compete with other organization in this competitive business market.

Content

Chapter 1 - The Web and Key Trends Changing Human Resources

In the first week and second week, I had learned the key trends that changing human resource and the historical evolution of HRM and HRIS. Basically, the historical evolution of HRM is highly related to the key trends that changing the human resource which changing from caretaker to strategic partner. Let us see the stages of it evolution.

In the stages of Pre-world War II, personnel of HR only involved in clerical record keeping of employee information. In this time, there is no computer technology to record keeping the information.

The second stage is Post-World War II, employees is believed are motivated by social and psychological factors. The data of job analysis and classification data were inserted to the computer. However, record keeping was still done manually.

The next stage is social Issue era, the terms of personnel department start change to human resource department. Follow by the born of field on human resource management. Computer technology also starts used by HR department to process employees’ information.

Next is Cost-effectiveness era which force HR department to created technology that more powerful and cheaper. One of the systems that are cheaper is computer-based HR system that changes the transactional activities to transformational activities.

At the last stage are Technological Advancement Era and the Emergence of Strategic HRM. In this stage, the increase use of technology had added value to the organization. Furthermore, it had led to emergence of the HR department as strategic partner.

Why HRIS is needed? Nowadays, markets become more complex and more dynamic. Human cannot control the entire operation of the business effectively due to the complexity and changeability of the markets. According to Aaronson (2010), HRIS is very important to organization because is provide many benefits to the organization. The main application of HRIS is it can store the information or data of the each employee’s. HRIS allow employee to view the information of their sick leave, attendance and so no. Furthermore, employer also can effectively keep track of their employees’ needs, and fulfill their employees’ needs.

Chapter 2 - Using Information System for Gaining Competitive Advantage

In week 3, I had learned the role of information technology. According to Michael (2008), the competitive forces are explains in below:

1) Rivalry among existing competitors

The existing of competitors is increase day by day. Most of these competitors have equal size and power in the markets. The exits of the competitors force the organization to do activities such as discount of products introduce of new product and improve their services.

2) The power of buyers

If the buyers in the markets have the power, they can demand the high quality product in low price. If the prices are low in other markets, then the organization has to decrease the price because the customer has the power of negotiation of the price.

3) The Power of suppliers

If the power of suppliers is high, then they can increase the price higher. If the organization does not want to get supplier from the supplier, they may change to other supplier, but the price offer by other supplier may more high because the organization have no choice in choosing the supplier.

4) The threat of substitutes

When the substitute product is high in market, then the organization with the same product with suffer the profit lost. It is because the customer may switch to the substitute product if the price is low.

5) The threat of new entries

The new entry in the markets may make the existing company suffer from profits lost because the customer has more choice in the markets. The new entries may lower the price to catches customer and it will led to lost of the company in the markets.

Due to the five competitive force that influence the organization. There are five main competitive strategies that commonly used by organization to encounter these forces. The five strategies are shown as below:

1) Cost leadership

In this strategy, the organization can sell their product by change their product into low-cost product. One of the ways to decrease the price of the product is using online to sell the product.

2) Differentiation strategy

This is the strategy where the organization sells the different product from other. Most of the customer will more interest in buying different product that produce rather than the product that their always saw in the market.

3) Innovation strategy

This strategy is where the organization make innovation on the existing product to become more advance or better that the original product. The innovation on service such as online service also can increase the profit of the organization.

4) Growth strategy

In this strategy, organization may expand their organization such as open new division or expand into global markets. By using this way, the productivity will increase due to the diversity of the people in the markets.

5) Alliance strategy

Alliance strategy allows the organization to merges with other organization to produce better product. In the markets, if one product cannot survive, it must using merging product or organization to produce better service and product.

Chapter 3 - On Globalizing HRIS: Part 1

In week 4, I had learned few HRIS models from this topic. The models that I had learned from Lecturer are Multinational Model, Global Model, International Model and Transnational HRIS.

The first model that I would like to share is Multinational Model. The organizations that use this model are concern about the local and religion difference when they are managing the HRIS. It is because people around this world have different cultural; therefore, they understanding toward certain organization operation will be different. This model is highly decentralized and independent local business (Beaman, 2004).

The second model is Global Model. The organizations that use this model are managing the HRIS by using a standard system of the organization. It is mean that the organization have their own independent system to manage their organization that are standard in all the division around the whole place in this world. It is highly standardized to minimize the needs of business (Beaman, 2004).

The next model is International Model. In this model, the organization is concern about the knowledge sharing to local organization. According to Bartlett (1987), information sharing is in high demand in the reality world. The examples of knowledge that adapt by the organization to local organization are such as expertise, product, service, and knowledge.

The last model is Transnational Model which are the combinations of three models from above. The organization that used this model is flexible to local needs, competitive in business world, and sharing knowledge across local business (Beaman, 2004).

Summary

In conclusion, HRIS had changing from caretaker to strategic partner of the organization. The used of information system is become important to the organization to help and support the business to function more effectively. Besides that, employees also can access their information easily to gain their performance in the job or workplace. Furthermore, using the five main competitive strategies such cost leadership, differentiation strategy; Innovative strategy, growth strategy and alliance strategy overcome the competitive force in the markets. The competitive forces in the market are rivalry among existing competitors, the power of buyers, the Power of suppliers, the threat of substitutes, and the threat of new entries. HRIS also can increase process of business more efficiently, improve the communication among the employees and worker, and increase the facilities collaboration within the organization. In addition, there is a lot of HRIS issue that occur in all the time, therefore, the organization have to use four types of HRIS model to manage the HRIS issues. The four models are multinational model that emphasize on global needs, global model that emphasize on efficient needs, international model that emphasize the knowledge sharing expertise to local organization and transnational model that have the combination on the three model.

                                                                                                                                             (1496 Words)

Reference:

Aaronson, J. A. J. (2010). What is HRIS and Why is it Important?

http://www.aboutemployeebenefits.co.uk/what-hris-why-important.html

Bartlett,C.A. (1987). Managing across Borders: New Organizational Responses.

http://www.carlospitta.com/Courses/Negocios%20Internacionales%20y%20E-Business/Readings%20and%20Papers/Parte%207/Managing%20Across%20Borders.pdf

Beaman, K.V. (2000). On Globalizing HRIS: Moving To a Transnational Solution.

http://www.jeitosa.com/wp-content/uploads/2010/10/On-globalizing-doc.pdf

Beaman, K. V. (2004). Sourcing Strategies for the Transnational Organization.

http://72.249.20.152/resources/karen_beaman/OutsourcingandTransnationals.pdf

Porter, M. E. (2008). The Five Competitive Forces That Shape Strategy.

http://www.ascendcfo.com/pdfFiles/HBR-The%20Five%20Competitive%20Forces%20That%20Shape%20Strategy.pdf

http://www.sagepub.com/upm-data/25450_Ch1.pdf

http://is.tm.tue.nl/

http://www.quickmba.com/strategy/porter.shtml

http://e4sw.org/papers/JIBS.pdf

http://hbr.org/products/8494/8494p4.pdf

Chapter 3 - On Globalizing HRIS: Part 1

In week 4, I had learned few HRIS models from this topic. The models that I had learned from Lecturer are Multinational Model, Global Model, International Model and Transnational HRIS.

The first model that I would like to share is Multinational Model. The organizations that use this model are concern about the local and religion difference when they are managing the HRIS. It is because people around this world have different cultural; therefore, they understanding toward certain organization operation will be different.

The second model is Global Model. The organizations that use this model are managing the HRIS by using a standard system of the organization. It is mean that the organization have their own independent system to manage their organization that are standard in all the division around the whole place in this world.

The next model is International Model. In this model, the organization is concern about the knowledge sharing to local organization. The examples of knowledge that adapt by the organization to local organization are such as expertise, product, service, and knowledge.

The last model is Transnational Model which are the combinations of three models from above. The organization that used this model is having a independent network. Besides that, it also concern to the local needs and sharing their knowledge in the organization.

Reference:

http://e4sw.org/papers/JIBS.pdf

http://hbr.org/products/8494/8494p4.pdf

http://www.jeitosa.com/wp-content/uploads/2010/10/On-globalizing-doc.pdf

Chapter 2 - Using Information System for Gaining Competitive Advantage

In week 3, I had learned the role of information technology. Basically, the role of IT is divided into three categories which is increase process of business more efficiently, improve the communication among the employees and worker, and increase the facilities collaboration within the organization.

The competitive forces are explains in below:

1) Rivalry among existing competitors

The existing of competitors is increase day by day. Most of these competitors have equal size and power in the markets. The exits of the competitors force the organization to do activities such as discount of products introduce of new product and improve their services.

2) The power of buyers

The power of buyers also refers to the bargaining power of customer. If the buyers in the markets have the power, they can demand the high quality product in low price. If the prices are low in other markets, then the organization has to decrease the price because the customer has the power of negotiation of the price.

3) The Power of suppliers

The power of suppliers also refers to the bargaining power of the suppliers. If the power of suppliers is high, then they can increase the price higher. If the organization does not want to get supplier from the supplier, they may change to other supplier, but the price offer by other supplier may more high because the organization have no choice in choosing the supplier.

4) The threat of substitutes

Substitutes product is mean the product have same or similar function as in the product in the markets. When the substitute product is high in market, then the organization with the same product with suffer the profit lost. It is because the customer may switch to the substitute product if the price is low.

5) The threat of new entries

The new entry in the markets may make the existing company suffer from profits lost because the customer has more choice in the markets. The new entries may lower the price to catches customer and it will led to lost of the company in the markets.

Due to the five competitive force that influence the organization. There are five competitive strategies that can use by organization to encounter these forces.

The five strategies are shown as below:

1) Cost leadership

In this strategy, the organization can sell their product by change their product into low-cost product. One of the ways to decrease the price of the product is using online to sell the product. By using this way, it will automatic increase cost to competitors.

2) Differentiation strategy

This is the strategy where the organization sells the different product from other. Most of the customer will more interest in buying different product that produce rather than the product that their always saw in the market.

3) Innovation strategy

This strategy is where the organization make innovation on the existing product to become more advance or better that the original product. The innovation on service such as online service also can increase the profit of the organization.

4) Growth strategy

In this strategy, organization may expand their organization such as open new division or expand into global markets. By using this way, the productivity will increase due to the diversity of the people in the markets.

5) Alliance strategy

Alliance strategy allows the organization to merges with other organization to produce better product. In the markets, if one product cannot survive, it must using merging product or organization to produce better service and product.

Reference:

http://www.ascendcfo.com/pdfFiles/HBR-The%20Five%20Competitive%20Forces%20That%20Shape%20Strategy.pdf

http://www.quickmba.com/strategy/porter.shtml

Chapter 1 - The Web and Key Trends Changing Human Resources

In the first week and second week, I had learned the key trends that changing human resource and the historical evolution of HRM and HRIS. Basically, the historical evolution of HRM is related to the key trends that changing the human resource which changing the human resource from caretaker to strategic partner. Let us see the stages of it evolution.

In the stages of Pre-world War II, personnel of HR only involved in clerical record keeping of employee information. Besides that, labor welfare and administration departments were set up to record health, safety, work hours and payroll. In this time, there is no computer technology to record keeping the information.

The second stage is Post-World War II, employees is believed are motivated by social and psychological factors. Furthermore, compensation programs also been designed and trade unions started formed by the employees. The data of job analysis and classification data were inserted to the computer. Nest, personnel department used computer to billing and inventory control. However, record keeping was still done manually.

The next stage is social Issue era, the terms of personnel department start change to human resource department. Follow by the born of field on human resource management. Computer technology also starts used by HR department to process employees’ information.

Next is Cost-effectiveness era which force HR department to created technology that more powerful and cheaper. One of the systems that are cheaper is computer-based HR system that changes the transactional activities to transformational activities.

At the last stage are Technological Advancement Era and the Emergence of Strategic HRM. In this stage, the increase use of technology had added value to the organization. Furthermore, it had led to emergence of the HR department as strategic partner.

Why HRIS is needed? Nowadays, markets become more complex and more dynamic. Human cannot control the entire operation of the business effectively due to the complexity and changeability of the markets. Therefore, information system is become important to help and support the business to function more effectively. Besides that, information system also helps organization to become more competitive in the markets.

HRIS is very important to organization because is provide many benefits to the organization. The main application of HRIS is it can store the information or data of the each employee’s. Using HRIS allow employee to view their performance. Besides that, it also allows employees to view the information of their sick leave, attendance and so no. Furthermore, employer also can effectively keep track of their employees’ needs, and fulfill their employees’ needs.

Reference:

http://www.sagepub.com/upm-data/25450_Ch1.pdf

http://is.tm.tue.nl/

http://www.aboutemployeebenefits.co.uk/what-hris-why-important.html

WEEK 3

In week 3, I learned about the title of using information system for gaining competitive advantages. Through the lecture in class, I know that there are five most popular strategies that can be use to make an organization competitive. The five strategies are cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy. Besides these five strategies, there are other strategies that can be use.

Dr. Nur Naha explains a lot for us by using many examples for our understanding. Besides that, Dr. also wants us to think the company that using competitive strategies. This activity is very good for us to think deeply and apply our general knowledge in the topic.

The master tutor also explains about this topic for those who do not understand much. He used a lot of example such as using Air Asia as example for explaining the topic.

In generally, I understand about most of the company or organizations are using certain competitive strategies to enhance their competition with other organization. The organizations have to use some of the strategies to continuous competition so they will not lose their customer and gain profit. Nowadays, there are a lot of competitive force such as rivalry of competitor, new entrants, substitute products, bargaining power of customer and suppliers.

            One of the most effective strategies to compete with other organization is using IT. IT helps a lot in improving efficiency of business practices. For the example, Air Asia have their own webpage that can allow them manage their promotion and service through online easily.

CHAPTER 1

The topic I had learned in this week 1 and week 2 is about the introduction to HRIS. Lecturer had given us 2 set of notes which are Chapter 1 notes and PowerPoint of chapter 1.

Chapter 1 is about the evolution of human resource management and human resource information system. Basically, I had learned few topics from chapter 1 which are The Historical Evolution of HRM and HRIS, HR Activities, Interface between HR and Technology, A primer on HRIS, e-HRM and HRIS, Why do We Need HRIS?, Different types of HRIS, System Development Process for an HRIS, A Model of Organizational Functioning.

In the PowerPoint, it has a little different from the Chapter 1 notes. From the PowerPoint, I had learned how the new technology transforming HR, The function of Information System, the components of IS, IS activities, IS business Environment, and why HRIS is needed.

            HRIS is a new topic for my understanding. That is why is hard for me to understand in more detail after I had read the notes. Lecturer explains each slide for us to understand the concept of HRIS. Furthermore, Lecturer also provided suitable example. The master tutor helps us to understand in more detail by providing many examples. Besides that, he also discusses the questions that related to the topic for our further understanding.

            In the class, I had learned the theory and the meaning of some terms and some key words. In addition, I can understand the meaning of HRIS by linking the examples provided by lecturer and the master tutor.

            Lecturer also wants us to discuss types of information system in group work. I think this is a good way for us to gained more knowledge because we find the information by ourselves and we will more understand the concept and theory.