Conclusion

            Now the technologies influencing the human resource function such as induction, recruitment and selection, and training and development. This will be the big effect to the human resource area because the process of the recruitment, selection and training do in the online database system. The HR executive must make sure all their employees or staff can know to use the computer and get the information on the time. Beside that with this system the organization can reduce the organization cost and increase the organization profit.

Reflection part 3 : Recruiting and staffing.

Interview section

            Recruitment is the process of attracting, screening and selecting qualified people for a position in an organization. That mean all people can came to the companies to do the interview section for the position organization offer. The Human resource department will give the personal form to all people come to screaming the position. Normally in the recruitment, human resource executive will be interview 3-5 people in one time. 

            Meanwhile the staffing is process after recruitment. The employees will be chosen the people have the criteria on the recruitment section to go the selection process. After select the employees they will be interview again related with the work job environment specific on the task. Different with recruitment the Human resource management will interview them with the basic question. In the selection, HR executive will be giving some case to employees to settle the case. This is traditional method in recruitment.

            But now, much organization will be use E-recruitment is online job application and processing system for employers to advertise their job opening and for candidates to submit their application via the internet to attracting the people outside to join their organization such as http://www.giant.com.my/jobs use the online system to give some information about empty position in their organization.  Organizations use e- recruitment system because the want help HR to choose the right person to fill the job vacancies in organization and reduce turnover.

            In E-recruitment the organization will input the accounting information system including the personal data element and the human resource research subsystem on job analysis and evaluation. In E-recruitment also the organization will state the criteria of the organization need such as education and experience. This will be easier to the organization get the right person come to recruitment. This will reduce the time to organization screening the employee. Next all of the data provided by input subsystem is held in computer storage. Lastly, the recruitment sub- system will be use by user.

            We can see the systematic system in the E-recruitment will give the advantages in the Human resource department to recruit new employee such as they will get the large target because when use the manual system the organization will state the job in newspaper but in the global era not many people like reading the newspaper they more refer online new. So with the e-recruitment the target of the recruitment will be large. Beside that save cost and time because the organization just only update the data. The organization save a lot on advertising, reduce mailing cost and reduce workload of HRD. So in generation Y know they more refer technology to get some information.

( word : 439)

reference

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

Reflection part 2: Online Induction system.

            For this topic, is the improvement from manual to online system for organization introduces the organization background. Before this induction we will use manually that when the new employees join the organization, organization will give the orientation week to new employee to explore the organization background and introduce them to the their department. But know in the globalization them just using web as the induction program for the new employee. That mean the new employee must explore own self to know about organization background.

            According Kelly Rainer (2007),Online induction system is an online employee induction system which is easily manage and reporting of the induction process of new employees to expose new employee in their new environment organizations and promotion requirement. The employee just insert their ID number in the organization portal to get some information about their department such as  department chart, the organization policies related with their work environment, and the some demonstration such as video about their job task.

            The program normally at the induction online is safety and health in workplace, employee conduct performance and development, employee involvement and condition of employee. For example induction of safety, health, fire and security just click this link:   http://www.riskcentral.com.au/online_induction.php .

            This program in the induction can get the more view to new employees to know about the organization and their task. With the induction online program the employee can manage their interpersonal development such as performance management. In the induction online every data about them will key in at web such as schedule for training, promotion, and task.

            But for my opinion we must use both of type that mean manually and online system because not all employees can use the computer. As we know, after the time worker the employees will be felling tired and they will not open the web to only search the organization website. If do the manual at least the new employee will know their department structure and can ask the some question to their senior about the work environment. Additional information, all the data for induction Online will provide from the Human resource department.

( word : 357)

Reflection part 1: Training and development (ELD)

                In Human Resource Management, training and development is important thing to organization to develop their employee potential and career path. Normally organization will plan and create the program to increase employee the knowledge, skill and ability. Basically, Kitpatrick model will be use for training and development. In kitpatrick model have four stages that are reaction, learning, behavior, and result. Organization will use this model to evaluate whether the training successful or not.

            But not explain about Kirtpatrick model because in human resource information system more about the system organization use for training and development that is ELD system. Before that, I will explain the meaning of training and development. According to Timothy (2003) training is significant way for people to learn in organization and focus to improve Knowledge, Skill, and Ability (KSA) of people in a defined area, individual competence and organization performance. Referring to Blanchard and Thacker (2004) Training also the systematic process of providing an opportunity to learn knowledge, skill, and attitude for current and future job.  ‘Systematic processes that mean procedure of training must be do with step by step. 

            For example step of training cycle, step 1 identification training need, step 2 designing and developing appropriate training to serve the need, step 3 implementing the plans according to plan, and the last step is evaluating the training program to determine whether the organization goal have been achieved. This step will be do like cycle and for the next training they will do the same step and so on.

            Now, development is emphases growth of employees and improvement of their potential. Normally, the organization will develop their employee referring the specific skill with their job task. Blanchard and Thacker (2004) the development it may include more advanced exposure to technique of goal setting, policy and procedure development, strategy planning, the principles and techniques of communication and motivation.

            Human resource department, they will be using the ELD system to key in the component for insert the important information about training and development. ELD system component is employee personal information, performance before training, training course, training transfer and program evaluation. With ELD system the training department can easier key in the information about employees feedback.

            The function of ELD system is Record all the information that related with purpose of training management, recording, storing and information HR analyze related with training, employee can see their Performance before training, Fulfill the new position and promotion in an  organization, and Employee will know what are the course will be conducted by organization.

            Beside that many advantage and disadvantages use the ELD system. The advantages of the ELD system is cost effectively, help empowerment and facilitation, and improve computer skill. Cost effectively that mean organization will get information with not out the cost meanwhile manually. For help manpower and facilitation is the employer teaches their employee to do the interpersonal development about their career. And improve the computer skill in the globalization computer skill is important because all the organization will be use computer is the method to distribute the information.

            Disadvantages in ELD system lack human contact because all information will be insert in database, employees just search the organization web site to see their training schedule and information with not contact the person in charge. Beside that, the disadvantage is the organization must make sure the employee need to know about the computer skill. So before use the system organization will give the training to their employees about computer base training.

            The conclusion is ELD system can help the organization making the important decision and the information of their employees can easy search with the simply data. Beside that, in the globalization online system is the suitable and effective.

(word : 626)

Reference:

P. Nick Blanchard and Thacher, "effective training system, strategies, and practice", four ed. Pearson.

Conclusion of HRIS

                The HRIS is important for the Human Resource Management to manage the function of HR such as payroll, selection and recruitment. With the technology, the HR department can share the information to improve the organization about innovative learning with the outside outlet. Beside that, with the system the Human Resource department more systematic  and improve the organization productivity.

WORD: 59

Reflection Part 3 Globalizing HRIS

Date:  Week 5 and week 6     

Value: D06 BK8 OR BK 6

Global Related with 3 element : Culture, Technology, and Business

            According Lodge (1993) globalization is “a process by global flows of people information trade and capital. It is accelerated by technology, which is driven by only a few hundred multinational corporations and may be harmful to the environment. There in lies the conundrum of whether it is wise to leave globalization in the hand of these few corporations, or might it not more sense greater involvement from the global community”.

            In the Lodge opinion about global we can related with the Human resource information system. The organizations just use the technology to sharing the information with the different outlet and different country just a second. Beside that they can use the technology to see the other branch management.

             In the globalization all the Global HRIS have 4 type of   HRIS organization Model that is Multinational, Global International, and Transnational model.  First is Multinational model more comprises a portfolio of separate, distinct organization that are delineated by national boundaries. Beside that, the Multinational Model less focused on centralized corporate direction.  Sensitivity to local unit needs play a paramount role this model suitable for strong Autonomous organization.

            Global Model, I understand is Direct to the HQ. That all organization management will refer to the HQ. Global model focuses on maximizing efficiency on building a single standardize organization within a uniform operating environment. For example the organization just use one free toll number for the organization so all about the organization will refer only one department that is HQ to give the information.

            International is the middle model that means they can share the information and learning with other country or outlet. For example, HSBC is one other organization use the international model for their information system that means they will use one of standard policy from the main outlet and will change refer the culture but the standard will be control by the centralized. Beside that the international model more about innovation.

            Transactional Model is implement from 3 model above that is Multinational, global and International. That mean the transactional model include the element need to be sensitive to the requirement of local business unit, the desire to obtain efficiency the result from centralized operations and sharing the information to be more innovative.

WORDS: 382

Reference

http://mfrstudio.board-realtors.com/t3-apakah-itu-globalisasi

http://www.pro-int.com/component/content/article/120

Karen Beaman,Alfred Walked.,Globalizing HRIS: The New Transnational Model;IHRIM journal Oktober-December 2000,p 30-43.

Reflection Part 2 IS for Competitive Force

Reflection part 2 of Human Resource Information System (Is Factor competitive advantages)

Date : week 3 & week 4
value : DO6. BK8 &BK 6
 

competitive force

            Refer to Business Dictinory.com, competitive force is factor that influences the competitive position of the company in the industry or market.  Competitive force include rivalry of competitors within this industry, new entrants into an  industry and its markets, Substitute products that may capture market share, Bargaining power of the buyers and supplier, global efficiency, local flexibility and innovation or sharing.

            Refer to the Porter Five force, for threat of entry of new competitor is more about profitable market that yield high return will attract the new firm such as the existence of barrier to entry (patent, right). The most attractive segment is one in which entry barriers are high and exit barrier are low. That mean the few new organization can enter and non performing firms can exit easily. The treats of substitute product or service that mean the new product have the same quality but the price is cheaper between the brand products. For example, as Panasonic and Global the function of product same but the price is different. 

            The third force  from Porter is the bargaining power of customer(buyer) that mean the customer have power to choose the product they want such as for the airline business many customer want more the cheaper price . For example for the Mas airline they have the quality service but the price is higher. For the middle community they can not buy the Mas tiket because the price high so the new airline such as air Asia give same  function and the quality of service quite same and also the price quite cheaper its suitable for all community. This will give the competitive to the Mas because in Malaysia majority of people in middle status.

            The bargaining powers of supplier that mean the supplier have the power to increase the price of the product. Actually, the product of supplier have the power to increase is raw materials, component, labor and service. For example in Malaysia on have 2 organizations selling aircraft tires, so the can demand the price to the customer because don’t have any organization have the material. Lastly, The Intensity of competitive rivalry, about the general product the organization provide to the customer such as hand phone, MP3. So the organization must competitive their product refer the innovation at the product every time. 

WORDS: 384

Reference

http://www.businessdictionary.com/definition/competitive-forces.html

http://www.12manage.com/methods_porter_five_forces.html

Reflection Part 1 of The web and Key Trends Changing Human Resource or introduction IS (Information system)

Date: 14 September 2011

Value : D06 bk 8

          The first time I attend the class I not sure What the Human Resource Information system? But after Dr. Nor Naha give the explanation Of information system that mean the organization use the technology such as web, or portal to give the information to the community about the organization.  For more depth and clear about the Information system Dr. Nor Naha give the group assignment and choose one information system familiar with you. So I use the Amway information system because I one of Amway members business for you all wants to see the Amway system information just click: https://www.amway2u.com.

Amway portal

            After do assignment I more clearly and can see the advantages of the information system such as for business can speed the time to give the information about new product to the customer,  for new joiner in this business can know about the organization profile, video demo for product and etc. Beside that, with the information system organization will be increase the productivity and profit because in the technology era the people like buy purchase through Online because easy and spend more time to go the shop.

            For Human Resource Information system, according Hedrickson (2003) said  “HRIS can be briefly defined as integrated systems use to gather, store and analyze information regarding organization’s human resource”. Hedrickson also said “HRIS is not limited to the computer hardware or software applications that comprise the technical part of system: it also include the people, policies, procedures and data required to manage the HR function” that mean HRIS not just technology but overall about management.

            Information System in Human Resource has Utility in Payroll, Recruitment and selection, and human resource development. For my experience in Practical training I practical in payroll section and I observe how they use the system to calculate the employees wages. Firstly, payroll will kit in the employees’ data to the system during the employees start working in the company at at.com system and every half a month and early month they will calculate overtime, check leave, and transportation before they key in to the payroll system. They will do used by procedure payroll system  before the document send to HQ the Human Resource Manager  and outlet manager will be sign first for not have mistake to pay the employees wages. Now, I more clearly and lucky because get experience to observe payroll system during the Practical training.

Function of HRIS

Word: 411

Reference:

www.amway2u.com

Hendrickson,Anthony R.,Human Resource Information System:Backbone Technology of Comtemparary Human Resource; Journal Of labor Research Summer 2003, vol 24 issues 3, p.381-394.