Summary

From the three to four topics I learned, I know the different types of system that useful to HR department to manage their information.

These all system makes the organizations more effective and efficient. A good and well plan system needs to take time to have dry run. It is to make sure that the system have no problem and are easily use by all types of users. Furthermore, the system help many organizations grows faster especially for the international company that have many workers. These systems can make the data more easily to manage and always up to date.

In my opinion, I think that this subject really essential because it is not longer a new issues in Malaysia. Many company use information system to run their daily business. I think that if this subject have more detail on teaching how to do a simple system is more interesting. In Universiti Putra Malaysia, the student has learned about how to do programming. Although this knowledge is not necessary to us but it may help us to know deeper on how to do a system.

Performance management system and payroll system

Today I learn about the performance management and the payroll system. For the performance management system, it is the process of involve employee in accomplishing organization’s mission and goal. It is include planning work and set goals, monitoring performance, developing capacity, reviewing performance and rewarding good work. It is different with performance appraisal. Performance appraisal is just evaluate using tools.

Waal. A.A and Counet,H. (2009) stated that there is an increase of the need for an efficient and effective performance management systems over the last decade. This is because it has been shown that the use of PMS improves the performance and overall quality of an organization. As a student, I really interested with this topic, last semester, I took this subject before and I notice that it is a very important thing that need to carry on by a company. Furthermore, it need to take care of many issue, such as privacy issue.

After quickly finish to teach the performance management system, lecturer start to teach about the payroll system. I think most of the company have own payroll system. I heard one of my friend told me that her company’s payroll is control by finance department, not HR department. This situation also mention by lecturer at today’s class.

I think it is a very essential system to all organization. For example, if a company has 3000 workers, without an effective system, I think that the executive will not calculate their salary in limited time. This will lead to many problems and must have many workers to calculate it, thus, when have an effective system will reduce cost and time.

Waal. A.A and Counet,H. (2009) "Lessons learned from performance management systems implementations", International Journal of Productivity and Performance Management, Vol. 58 Iss: 4, pp.367 – 390

Induction program

According to Lashley and Best (2002), the replacement of worker is major activity in many organizations. Lashley and Rowson (2000) claims that many organizations spend large amount of time and money to recruit new workers and keep losing staff. Bringing new staff into the firm is a stressful and uncertain process.

Recently I learn from HRIS class that there have system that induction program by system either online or computer based. This really let me surprised because in my mind that all induction program must be face-to-face training.

When I first day join the company during internship period, my company held induction program to all of the new employee include me. At the moment, there are 6 internship student attend the induction program, the program include introduce the management team, the company policy, requirement, and company background. The training is conduct in their training room. We also have a factory tour to let us know where is the place for each department, the location of factory’s canteen and assembly point when happen emergency.

Using the system, the company can save their workforce to conduct induction training. For long term, the trainer can save many time and avoid burnout. However, it may become the new worker not familiar the working environment although they know their rules and regulation. Thus, I think it is important to combine 2 types of training. That is computer based and classroom training.

From my little experience from internship, my company suffers from conduct induction program because of the new worker join in different day in a week. For example, 1 worker join at Monday, and other worker join at Wednesday. HR executive need to do the same training in different days. If they can use the system, I think their workload will be decrease.

Lashley. C., & Best. W.(2002), “Employee Induction in Licensed Retail Organisations”. International Journal of Contemporary Hospitality Management, 14/1, 6-13.

Lashley,C. & Rowson, B (2000) “Wasted millions: staff turnover in licensed retailing”, Proceedings of 9th Annual CHME Research Conference, University of Huddersfield.

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

An information system really help organization a lot, many things can be done easily and efficient. From the topic I learn, that is “Web-based Technology and Employee Learning and Development”. A system may consist many components. Swanson (1987) proposed a five-step technical training system model which is includes analysis, design, development, implementation and evaluation. However, in the information system, it will help in record every employee’s personal information, the training course, training transfer, and program evaluation.

When I learn this topic, it makes me remember that the system that used by the company which I attached to join their internship program. They have conduct many training to their staff either foreign worker or local employee. HR department will record their staff training record, their pre-test and post-test result. It is very important to record the training record so that it can make a reference to the upper management to make some decision.
However, all training they conduct is classroom type training. They only use their system to record their worker’s training record, personal detail and their percentage of KSA enhancement. Thus, I think that of the company want to use ELD system, the cultural of the company is very important.

The ELD system needs to support by the decision of upper management, their budget, and learning culture in the organization. It is important to create a learning culture in an organization by let them have self directed learning when use computer to learn. Serrat (2009) stated that a learning organization influence effectiveness in develop organizational.

I think that in the future, the ELD system will become more popular if compare to traditional paper-based ELD system because of their advantages.


Serrat, O. (2009). Building a Learning Organization. Knowledge Solutions, p.46- 53

Swanson, R.A. (1987), “Training technology system: a method for identifying and solving training problems in industry and business”, Journal of Industrial Teacher Education, Vol. 24, pp. 7-17.

Summary

To summarize the three topic I have learn, I want to mention about the important of the HRIS, we need to know about the importance to us than we will learn it. When we step on the real work life, we confirm need to use at least two or three of the information system. It can improve efficiency and effectiveness of the business processes. Furthermore, it can help in decision making such as promotion, training needs and others.

In the second topic, I know what is the competitive forces, for those company who want to survive, they need to develop their own strategies to counter these forces such as new entrants of the industry and markets, rivalry of competitors within its industry, substitute products that may capture market share. Bargaining power of customers and suppliers.

When I learn about the third topic which is the four model of HRIS, I quite interesting about the model of Multinational, I feel that it is very flexible and can fix all culture and situation according own country. Secondly, I also interest about the transnational model, it can act faster and sharing idea to each other. Just like a brainstorming session, we can gain more knowledge and idea, I think it is similar to brainstorming, make their organization grow up faster.

I become more interesting about this subject after I learn some basic of this subject.

On Globalising HRIS: Part 1

Dr. Nur Naha was on leave when we need to study about the On Globalising HRIS: Part 1

She ask us to download the article from the elearning and need to self study.

During the tutorial class, we learn about this topic, although tutor was very responsible and give many explaination, he use the white board until whole of the white board is full of his word,but i still blur about this topic, I only hear about the word: decentralised and centralised. I feel sorry about that I am not pay full attention to the class.

After Dr Nur Naha teach us about this topic, I feel that I can easily know what is the three model that is Multinational, Global and International. Before learn this topic, I did not know this three terms are different and I just simply use " International Company" to all of the company that have many " shop", " factory" or " office" at many country.

Lecturer also give us two articles, that is written by Karen Beaman and Alfred J. Walker. The other one is by Karen V. Beaman. According by Beaman and Walker ( 2000), multinational HRIS is decentralised that means within each independent or organization, many key assests, responsibilities and decision making are localized, the local business are free to control themself. It is more flexible to meet local needs and sensitive to individual cultural.

Global is centralized that means is totally different with the Multinational HRIS. Their strategies assets, resources, responsibilities and decision making are centralised. All system are standardized. It will lead to a problem, that is less flexibility. " One size fits all" will not meet all personal needs.

For International HRIS, it is between the concept of Global and Multinational. The system is standadized but can change a bit according the needs of the country and the culture of the society.

After learn these three models, Dr. Nur then explain about " Transnational" HRIS. Well, I think it is very effective and efficient because they can share their knowledge to each other according each strength. I think it is most suitable to facing the globalization. It can share their decision making and inovation across the organization.

I feel quite interest in this topic and feel shock because the company all of the world practice different model in their system, I wonder what factors they choose the model. Why some company choose the multinational model but other choose global, international and transnational, are they really know it is the best way to them?

Reference:

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

Competitive Advantage

After I learn Competitive Advantage(CA), I feel CA is a very important criteria to all organization to survive. Why I say like that? It is because all the organization will facing the same problem since globalization happen in this world. When Dr. Nur Naha teach about this topic, I notice that Information Technology (IT) is playing a important role for competitive advantages. According to Lengnick-Hall & Lengnick-Hall (2006), HRIS can increase the speed of information transactions. Beckers & Bsat (2002) claims that HRIS also can increase the competitiveness by improving HR operation and management processes.

To succeed, a business must develop strategies to counter these forces such as:

• · Rivalry of companies within its industry
• · New entrants into an industry and its market
• · Substitute products that may capture market share
• · Bargaining power of customers
• · Bargaining power of suppliers

Dr. Nur Naha let us do a activities to discuss the strategies according specific field. I am quite enjoy the activity because I can know the idea of my coursemate and each of us sharing idea, and I can learn more after the activity. This activity also let me realise that as a student, we cannot all depend on the note given by lecturer, however, we need to know the things that happen around us and know somethings about each field.

For examples: Laptop/PC market such as Sony Vaio, Acer, Toshiba, Lenovo, Apple……

These brands of laptop tend to try to attract their customers, for Sony Vaio, they try to make the laptop looks beautiful and many choices of colour. However, for Acer, they tend to sell their laptop at the lowest price with latest processer. Lenovo and Toshiba is well known as good quality. If we just depend on the note, we will not know about the different of each brand's. After the lecture, I feel that it is important to learn the things around us, such as the IT, electronic , chemical, medical, education, food manufacturer, and others.

reference:

Beckers,A.M., & Bsat,M.Z.(2002). A DDS classification model for research in human resource information systems. Information Systems Management, 19(3),41-50

Lengnick-Hall, C.A., & Lengnick-Hall, M.L. (2006). HR, ERP, and knowledge for competitive advantage. Human Resource Management, 45(2),179-194

Introduction to HRIS

Before the class start, I feel quite stress because all of my senior said that this subject is very difficult to understand and hard to score. So, when Dr. Nur Naha step into the class, I feel a bit helpless and I wonder what result will I get at last. After she introduce a bit herself and about what we will learn in this subject, I feel more stress because I do not know how to do the group assignment. Apart from the group assignment, I start to enjoy the lecture because I notice that the explanation from lecturer is clear and she always smile to us when she give lecture. During the lecturer, we learn about the The Web and Key Trends Changing Human Resources.

Nowadays, Human Resource Information System (HRIS) become more important among organization because it can help the organization more compete, efficiency and effectively. Tannenbaum (1990) defines HRIS as a technology-based system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization’s human resources. From the class, I know that IS has several components. According to the Hendrickson (2003), HRIS is not limited to the computer hardware and software applications that comprise the technical part of the system, it also includes the people, policies, procedures, and data required to manage the HR function.

To generate valuable output for computer users, the HRIS have to process that output, make the necessary calculations, and then format the presentation in a way that could be understood.

Input --> Processing Data into Information --> Output

According to the process above, we need to key in the input into the computer first. For example, a human resource executive uses their system to key in the individual training record of employee. Then, they will generate the data into chart or table such as the percentage of employee who already attend the leadership skills training.

After the class, I notice that a organization cannot survive without a effective human resource information system because it very help a lot such as storing information and data for each individual employee, providing a basis for planning, decision making, controlling and other human resource functions, meeting daily transactional requirement such as marking absent and present and granting leave.

Beckers and Bsat (2002) pointed out five reasons why companies should use HRIS.

These are:

• · Increase competitiveness by improving HR practices
• · Produce a greater number and variety of HR operations
• · Shift the focus of HR from the processing of transactions to strategic HRM
• · Make employees part of HRIS, and
• · Reengineer the entire HR function

Many scholars show many advantages of the HRIS, I also notice that HRIS really important to management when I was in the internship program at a international company.

When I step into the real work life, we cannot just depend all the paper file and store it in the cabinet, it will waste time and waste the space. We need to use the system well in order to have more effective job. I feel glad to learn this subject because I know it will help me a lot at the future.

Reference:

Beckers,A.M., & Bsat,M.Z.(2002). A DDS classification model for research in human resource information systems. Information Systems Management, 19(3),41-50

Hendrickson R. Anthony “Human Resources Information Systems: Backbone Technology of Contemporary Human Resources” Journal of Labor Research Vol. XXIV No.3 Summer 2003

Tannenbaum, S.I (1990)”HRIS information: user group implications” Journal of Systems Management, Vol. 41 No.1 pp.27-32, 36

About myself

I am just a simple girl who from Skudai, Johor Bahru. My name is Ng Xin Le. When I was small, my tuition teacher is an undergraduate from UTM, study Land Administration. I was so admire him because he was good in English and also IT. He helped my parent to solve computer’s problem and is a helpful person.

However, when I study Form6, my teacher and friend are so encourage me to study far from my hometown and can give me a chance to be independence. Thus, I try to apply USM, UUM, UM and UPM. With the 8 choices given, I majority choose other university and only choose one of the course from UTM, that is Human Resource Development at 5^th choice.

My first choice until 8^th choice is all about management or Human resource Management. It is because I like this kind of job very much. Why I say like that? Before I enter form 6, I was work at a small company as an admin clerk. I have a basic experience about admin and HR. I also observe my colleague from other departments. I felt that I have no interest to do their job such as accounting and purchasing.

At last, I study HR in UTM. I feel very lucky and glad that I learn many things from here.