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.