CONCLUSION

After study all topics under Human Resource Information System (HRIS), I have learned many all new things that can be implement by HR workers. The system that I have learn actually can help HR practitioners implement all HR function by implement the system. In order to develop the organization and develop employee, the system will help and make sure that the employees easy to develop and it will help organizational growth as well as the employees. By implement the system in the organization, they easy to reach the goals, vision and mission. I think that, when I remember all this things, I will use and apply it when I get the opportunity to use the system in my real workplace later. It more interesting than other traditional methods that have been use in organization before the new technology become in this era. In my opinion, world today are use technology and this Human Resource Information System is the right and best system that all organizational should have and implement in order to achieve the organizational goals. I like to learn more about this, because since my school time, I like to learn and use technology, so by learn this subject, I know that the system like HRIS is systematic system that help people in perform well in the job. So that, I can conclude that this subject can make sure that you know and able to implement the system based on HR function and it will interest you to make your job efficient and effective.

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PERFORMANCE MANAGEMENT CYCLE

Performance management of employees is the process of involving the employees in process to achieve the organizational vision and mission. There are many ways can be implement in performance management, for an example like monitoring performance, planning work and setting goals, developing capacity, reviewing performance, and rewarding good work. We can know how the performance of employee are good manage when the commitment of employee are good like no absenteeism and no turnover, also give best attitudes to the company (Paul and Anantharaman, 2004) .The performance management have been implementing in order to employee development and accountability. There are five stages of performance management: monitor, develop, review, reward, and plan. Performance management can be measure by using the several methods such as ranking, behavioral checklist, forced distribution, graphic rating scale and others. When I learnt this, it’s similar with the performance management that I learn in another subject. Even there have the similar part, the content still have a different even a bit. The objective in performance management is same which is to measure the performance of employee. I think that, these is the best way need to manage in order to make sure the development and accountability of employees. This topic are interest to know and study because we easy to know whether our employee will develop their knowledge, skill and attitude or not.

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Resource: Paul, A. and Anantharaman, R. (2004), “Influence of HRM practices on organizational commitment: a study among software professionals in India”, Human Resource

Development Quarterly, Vol. 15, pp. 77-88.

ONLINE INDUCTION SYSTEM

This system is online employee induction system that easily manages and reports the induction process for new employees in expose to new working environment of organization and promotion requirement. Induction program are very important for the new employee to usual with the place, with this online induction system, the progress of induction become well going when the new employees are clear about the important of induction program and able to relate with company policies. When I learned this, I know how the induction program can be implementing by use the system by save the cost and time. Before the system use by the employee, they need to be exposed with the system and how to approach the system, so that the employees easy to access the system (MacDonald, 2003). New employees can know about the company well by looking at the system, because all information needed by staff is gathered in this system. The organizational mission, vision and policies can be clear expose for new employee who enter and use this system. At first, when I learn this topic, I confuse whether the induction program can be implement by use the system only. Because, before this induction program usually implement by doing practically and new coming need to spent a lot of money and time to finish their induction program. In my opinion, these systems are good enough when it will save inductor’s and manager’s time also this system are user-friendly online interface. This is new way in implement the induction program.

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Resource: MacDonald, J. (2003), “Assessing online collaborative learning: process and product”, Computers and Education, Vol. 40 No. 4, pp. 377-91.

WEB-BASED TECHNOLOGY & EMPLOYEE LEARNING AND DEVELOPMENT

There have several functions in Human Resource Information System (HRIS) like payroll, career planning & development, performance appraisal, selection & recruitment, training & development, benefit administration and compensation administration. In this chapter, I have learned about how the HRIS function can be related with Employee Learning and Development (ELD). ELD system is a plan that analyzes the career development, employee performance, performance appraisal and recommends a training program for the employee. I feel interest in study this part, because I know this system can make change the organizational in become well and better. According to Maurer et al. (2003), developing employees into more competent work force can be done in human resource development which is impact to competitive advantages. So that, employee development is important to implement. These systems are required to ensure that their employees can stay on competitiveness and perform well in their job. In improve and adjust an employee’s performance and organizational changes, this ELD system can be implemented. ELD system also is the part of training program, which is employee, can increase their knowledge, skill and attitudes in their workplace. There have five components in ELD system, first is employee personal information, second is performance before training, third is training program, forth is training transfer, and last is program evaluation. For me, ELD system are the right and best way to implement in develop the employee, because the advantages of the system is cost effective, helps empowerment and can improved computer skill.

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Resource: Maurer, T., Weiss, E. and Barbeite, F. (2003), “A model of involvement in work-related learning and development activity: the effects of individual, situational motivational, and age variables”, Journal of Applied Psychology, Vol. 88, pp. 707-24.

SUMMARY

         Human Resource Information System is the one way that can make help organization growth well, beside reduce of cost also time consuming. So far, when I have studied this three chapter of HRIS, I realize that all companies should use this information system to implement in their own HR activities such as planning, recruitment, selection, orientation, training, career development and others activity. Based on my understanding, Human Resource Information System has their own benefit and strength to the company for doing a great business based on networking relationship with others. Nowadays, all people use internet to communicate, to study and to search information. So that, by this system in organization that implement by human resource department, it’s very easy to all organization members know about their progress. Besides that, it can help their customer to make decision when they decide to make any transaction and purchasing in the company. Customer also more clearly with the organization services when they can access to the system and the procedure. For me, I will use this Human Resource Information System in my real working environment to make my work more productive and efficient. When I do my industrial training, at my work place they don’t have this specific system even they have system that connect with other branches. It might be limited access for customer and staff to make decision about the company service and transaction that company produce. So, Human Resource Information System are very important for organization nowadays in compete with others company and get more profit in achieve their goals.

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REFLECTIVE 3 : ON GLOBALISING HRIS ( PART I )

HRIS Models,

            All organization has their own vision, mission, and goals. HRIS models also can make sure that organization follow their strategic and standard to achieve their goals beside it can reduce the cost. Organizations also have their own types of business that is difference with others by focus on standard that they use to achieve their business goals. In this chapter, I have learnt about the types of model of Human Resource Information System. There are transnational, international, and multinational. During study this subject, it’s very difficult to me understand and make differentiate between this three models because the content look like same but actually there have difference meaning. I felt confusing when I need to choose which models for certain company that we discuss in lecture. In this Human Resource Information System, every model has their own strategies that they fixed for their own model and different with others. For this chapter, I still need more revision from others resource beside the lecturer itself. I think I need more explanation might be given to me understand, maybe the example base in real life situation. For certain company in Malaysia, we already know that our country have many foreign company, so that is hard to me differentiate each company by compare their models in HRIS. I will review again and make discussion with my classmate to share their opinion about this chapter and can make me more clearly about this chapter.

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Resources  : Lawler, E. E., & Mohrman, S. A. 2003. HR as a Strategic Partner: What Does It Take to Make It Happen? Human Resource Planning, 26(3): 15-29.           

REFLECTIVE 2 : USING INFORMATION SYSTEM FOR GAINING COMPETITIVE ADVANTAGES

HRIS, Competitive Forces and Strategies,

            Human Resource Information System can be managing to improve our organizational production and achieve the goal with efficiency. All organization has their own type of competitors, and by this Human Resource Information System model that the organization implements in their production, so that it can make sure that organization still can compete with others company in part of business. This part is very important to organization define their own Human Resource activities that can be implement in HRIS. This chapter, I have learnt about the competitive strategies and competitive Forces. For the competitive strategies, I have learned about the strategies or the way that company can use to compete with others organization and for the competitive forces, it’s the way that company use to develop their strategies. To make clear about this study, I can more understand by make an example of the company in Malaysia and compare with their competitive such as Celcom Bhd, compare with Maxis and Digi Telecomunication. The important thing in this subject when we able to make differentiate for organization base on their own competitive strategies and forces. By doing all this, the organization can more productive and easy to compete with others company. For future, I will apply this study when I work at my own company to compete with others by use the Human Resource Information System.

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Resources  : Fein Steve,  2001. Web-Based Human Resources. New York:McGraw Hill VIIX