Conclusion

By learning human resources information system, I learnt about many systems. The application of the model and architecture of globalizing played an important role in developing a system for each element in human resource in an organization. I had learnt many systems such as induction system, performance management system, and compensation and benefit system.

Now, I realize that the HRIS become more important in the life of organization worldwide. I think the demanding of the organization to be a productive organization force them to make the web based system regarding Human Resources Management activities such as employee selection, training and development, performance management, compensation and benefit, and induction system in order to increase profit by using a low financial budget.  

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Role of technology in supporting Performance

Each enhancement in performance understanding should be reinforced through the use of technology. There are three categories of technology role in supporting performance. There are The Web, Third-party Vendors and Enterprise Resources Planning (ERP).

The Web is manage to be function as a system used by certain organization in order to provide a system of overall performance of the organization such as the performance appraisal and others. Without The Web, there is no role of technology in supporting performance. There are only coordinate manually by the Human Resource Management.

Next, I will discuss about Third-party vendors. Here, the third-party vendor does not have any relationship with the organization who wants to apply the technology. They can be outsourced technology assistance which provides the organization with the focus/ specific area of Human Resource Management. We know that there are several elements include in the Human Resource Management such as Performance Appraisal, Induction System, Benefit and Compensation System, Performance Management, Selection and Recruitment.

The last category is Enterprise Resource Planning (ERP Providers). Based on Internet encyclopedia, ERP is defined as “An enterprise planning system is an integrated computer based application used to manage internal and external resources, including tangible assets, financial resources, material and human resources”. During 1990, ERP market was dominated by few vendors namely SAP, BaaN, Oracle, People Soft and JD Edwards, who were also known as big five of ERP market. 

As a conclusion, we can see that there are many leading-edge technologies in supporting performance. They have their own strength and weaknesses. By the way, it is up to the organization to make a decision. In my opinion, there are factors that affect the choosing of Third-party vendors or ERP Providers. The organization also must to take an account towards their financial sources and the suitability vendors for organization system.

Reference:http://www.managementstudyguide.com/erp-vendors.htm 

Did you provide interesting benefits to them???

Assalamualaikum w.b.t. This week, I would like to share about benefits system as I have learned it. So, according to the topic, I want to share some idea on how to provide the interesting benefits towards employee. Before we go into the topic deeply, let me explain a little bit about benefits system.

Benefit system is program that an employer uses to supplement the cash compensation that employees receive. It includes health and welfare plan and retirement plan designed to help protect and ensure employees’ financial security as well as program providing pay for time not work such as sick leaves. There are several types of benefits which are supplemental pay, insurance benefits, retirement benefits and executive services. Each company needs to provide benefits towards their employee. There are some reasons on the existence of benefits. It is one of the strategies on how the organization attracts employees towards them.

Nowadays, there are many workers who take an account towards the family-friendly benefits provided by the organization. It is because workers are facing with the work-family conflict in their life. There is some of family which consists of multiple roles. So, this situation had cause overlapping in each role they are present. Therefore, the organization needs to be more creative in order to attract the employee to stay at the company.

There are some advantages that can be taken as consideration in benefits. It is subsidized child care, sick child benefit, flexible work scheduling, elder care, and others. Flexible work schedule suggest that the organization provide their employee with flextime, workplace and compressed workweek schedules. All of these benefits should be provided in order to make sure that the organization can increase the job satisfaction among employee. The criteria of benefits choose by the organization must be fit with the company.

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It is good to have E-Induction System?

Kelly Rainer (2007) stated that online employee induction system is easily manage and reporting of the induction process of new employees to expose new employee in their new environment organization and promotion requirement. All the system and information needed about the company will be share with the new employee.

There are some components that will include in the system. The example of the component is the induction programs. In this program, all the element in the human resource management system will be include such as performance management, training and development, compensation and benefit. The content of the induction system also need to be specific to the organization where the vision, mission, board of director, the product of the organization and else shown.

 The information that viewed in the system must be regularly up-date to avoid any misconception among employee. The building of the system also helps the employee to know the upper management in the company without meets them face-to-face. It also can be function as a medium on how new employees get to know other employees although there are not in the same department.

There are some advantages and disadvantages of e-induction. One of the crucial advantages are it is easy to access with the online induction online software as the employee just need to log in their username and password and they can explore the information and the related document easily. However, there is limitation if this system are using toward the employee who does not have the basic about computer system. The cost of the company will be increased by sending the employee to attend a training regarding computer system.

       "We call traditional induction the fire-hydrant approach: you get a lot out but lose a lot of it, too. The approach we take is to provide something people can track and refer back to, rather than something they do just once." says Emil Reisser-Weston, director at bespoke specialist e-learning WMB. "This company has been involved in e-induction for two years and is one of several that provide organizations with tools and expertise to create online induction courses.

        So, there are many ways on how e-induction can be applied which is manually or web-based system. In my opinion e-induction is an easy system that can be applied by the organization in order to save the time provided in conducting an induction program towards new employees. But, bear in mind that the organization must be up-to-date in term of the system.

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Critical Analysis and Summary

Alhamdulillah, after attend to the HRIS class for seven week, there are many new knowledge that I learn. Starting from the topic of “Introduction of the Human Resources Information System”, I had make a clear understanding about what it is all about. By doing the reflection on the blog has make me more understand about some topic that unclear to me in the class.

In my opinion, the using of web-based system was really relevant to most large organization. It is not only give benefit to the organization but the applicant out there. The organization need to build their own system based on their strength, weaknesses, opportunities, threat and others external factors that will attach to their company. This can be done using SWOT and PESTLE analysis.

Then, by using the transnational system that consist of three models can help the organization to manage their web-based system in a systematically way. Neither Model Multinational, Global Model nor International Model will suit the needs of the company. It is based on their strategic needs whether their organization will suits with local differentiation strategy, globalizing strategy or accommodate their company by adapting the company with the centralized objective without abandon the local autonomy.

I am realizing now that the HRIS become more important in the life of organization worldwide. I think the demanding of the organization in turn to get the competent workers and increase their company’s production force them to make the web based system regarding Human Resources Management activities such as employee selection, training and development, performance management and others related information.   

In my observation, I can see that the popularity on using the data analysis using the internet increased from time to time. So, it is possible to say that all it will accommodate the organization around the world will use web based system as a whole in the organization in future. It is because it will accommodate employees and increase employee efficiency and productivity of the organization. However, bear in mind that the system may be need to update regularly to avoid the system out-dated.

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Web Based Human Resource Planning: Recruiting and Staffing

In the era of technology, many people are exposed to the application of internet and technologies. Therefore, there are many organizations that had starting to take employee using of internet instead of traditional way like newspaper, radio, television and other medium. Nowadays, many organizations had used the web based system in order to make ease their work. Same goes to recruiting and staffing process of human resources. The numbers of applicants become huge and there make difficulty for the company to select the competent workers accordingly.

What is E-Recruitment system?

E-Recruitment system is an online job application and processing system for employers to advertise their job opening and for candidates to submit their application through internet. By this system, organization could help their human resource management to choose the right people to fill in the blank position in the organization. Besides, the numbers of turnover in the company also can be decreased because the position had be filling with the right and determined workers.

Advantages and Disadvantages

Economical problems had cause many organization need to reduce the cost and time in term to get a large target in a short time given. So, E-Recruitment had give a big effect on getting a large numbers of qualified applicant towards the position. The organization also can reduce the cost in term of advertising and burden of the HRM loads. By using E-Recruitment, the organization can provide the useful information without worried about the costing of the space needed for the information provided in the advertisement.The important thing is that the process of selection and staffing can be made easier without need a high budget, space, and man power.

Instead of advantages, there are also disadvantages that contribute to failness of web based system. First, the human resources management manpower also will face the difficulty to update the information. We can see that sometimes there is job vacancies advertisement that had been fulfill by candidates but still advertised in the organization web page.

Globalizing HRIS: The New Transnational Model

For this entry I have prepared an important element that include in HRIS subject. Without these elements, the system cannot be operating systematically. So, we will be discussing about HRIS Model. The selection of the model is based on three different strategic needs as shown below:

Ø The need for responsiveness through local differentiation

Ø The need for efficiency through global integration

Ø The need for learning through leveraging worldwide innovation and knowledge sharing

According to the different strategic needs, one huge model have been developed in order to make sure that system used can be used based on the need and availability of the organization. The model called as Transformational Model. In the Transnational System, there are three main models that can be selected in operating the program which is Model Multinational, Global Model, and International Model.

What is Model Multinational ?

This model takes a responsive approach to implementing and managing HRIS by being sensitive to local regional differences. This model less focused on centralized corporate direction. This type of organizational model can be suitable for large company. The disadvantage of this model is it can cause the multi-headed leaders which can contribute to chaos towards the organization.

What is Global Model ?

This model takes efficiency approach to implementing and managing HRIS by building a single, standardized centralized system. In this model, most of strategic assets, resources, responsibilities and decision making are centralized. It is focusing on a single standardized organization within a uniform operating environment.

What is International Model ?

This model takes learning and sharing approach to implementing and managing HRIS by transferring and adapting knowledge and expertise to local organization while continuing to retain considerable influence and control over the local organization. It means that international model function as balancing between local autonomy and the central objective.

Three models that had been discussed above are basic model of Transnational System. The transnational system consist of three components which is global efficiency, local flexibility and innovation/sharing. Then, all this three components are function to make up more systematically system of Transnational. It will react as a whole system and will function based on the need of the organization involved. 

As a conclusion, the model suits according to the need of the company and the situational condition faced by the meantime. As I had remember my Organizational Development lecturer says that there are no best ways to solve the problems. Same goes to these three models. There is no best model but it based on the condition of the organization.