Conclusion of all conclusion ;)

Generally, this subject meant a lot for me. The Human Resource Information System subject is one of the subjects that are very different as compared to other subjects. The scope of study, the elements of technology, the human resources management and so forth that have been thought in this subject is very interesting. It makes me think further prior to understand a certain topics. So, the subject is enhancing my critical thinking ability.


On the other hand, this subject makes me feel that learning is fun! This is because of the activities that have been performed in the class. Besides hearing to the lecture, we managed to discuss a certain topics in the activity. Moreover, this class is a two-way communication class. Not only the lecturer is giving the lecture, the students are encourage to give their opinions whenever they feel want to.


It just that it is quite tough for me to understand all the topics in this subject directly, as I did not learnt the human resources management subject. It takes some time for me to inculcate my understanding in whatever I learnt in the Human Resources Information System as I have to understand the basic of Human Resource Management before understanding it in the context of information system.


In this wide opportunity, i should thanks Dr. Nur Naha Abu Mansor and Mr. Ibrahim for all the knowledge shared to us as a whole, and specifically, to me. THANK YOU VERY MUCH, lecturers! All of your effort would be meaningful for me to apply one day. This infinite thanks would never ever afford to recompense all the knowledge and sharing that Dr. had give to us. THANK YOU once again, Dr.!   


In conclusion, this is an interesting subject to be learnt, and I definitely will suggest to others to learn this subject! =)

a step closer, insyaAllah!

  

Online Induction System

Online induction system is a system in which helps a company in managing the company’s induction program. The induction program may be performed online or traditionally; which is face-to-face induction program. The online induction system also helps in term of sorting out the induction program that has been attend by the employees. The management may use the induction system to check on their employees’ attendance on the induction programs.

All systems may have their own advantages and disadvantages. Same goes to this online induction system. Generally, the technology aids in many aspects of human’s life. As example, in this online induction system, management can easily check on the system to view induction program that have been attended by their new employees. This can save a lot of time of the manager as compared to the traditional method.

  

Then, online induction system also can be used for the employees that promoted to a new post in the company. When an employee is promoted to a new post, they usually have to attend induction program on the new post. By the induction system that equips the induction training, the employees did not need to attend the face-to-face induction training. This can save the company’s cost to send employees for training. 

Despite of the advantages of the induction system, there are also disadvantages of the system. The employees in the company can cheat the system, in which they actually did not attend the induction program in the system on their own. They may ask their colleagues to attend the induction program in the system. As the system only require user ID, sometimes it cannot detect whether the person is the real or not. 

Then, it is also a burden to a small organization to have own online induction system. This is because the system is too costly for the small scale organizations. The system is only affordable by the financial established company. Besides that, other than the installment cost, the companies with online induction system also have to think about the maintenance cost. The maintenance cost may be resulting from the system jammed, overload of information and any other difficulties on the system.

In conclusion, the system can be effective and profitable when it is well-managed and the system can also be unprofitable when there is problem caused by the system.

Performance Management System

Employee performance management is the process of involving employees in accomplishing the mission and goals of a certain company. Employee performance management includes planning work and setting goals, monitoring performance, developing capacity, reviewing performance, and rewarding good work.


It is important for a company to have their performance management system, either manually or technologically. This is because a good performance management system of a company will increase the performance of employees in the company due to their satisfaction to the job and also the company.


The performance management system will helps the organization to record the performance of the employees in the organization. One of the most popular applications of performance management is performance appraisal. In the performance appraisal system, it is easy for the management to review the performance of their employees. Further action could be takes whether to reward the employees due to their excellence or to punish them due to their bad performance on a certain job. 


Technologically, this performance management system helps much in the management of performance of the employees. Without the system, it is quite hectic to organize the performance management for a company that consist more than hundred employees. With the system, at least all are organized in a system that enabled the upper management reviewing it whenever they want. Moreover, the system could also help the management to take fast action after reviewing it, in order to increase the performance of the company.


As conclusion, the system will be beneficial if it is well-managed. All the weakness could also been settled before any problem exist. 
 

who will get higher? 

Employee Learning and Development

Employee learning and development system can be regarded as a system in which plan and observe employees’ training, performance and career development. By this system, all employees’ learning and development can be directly viewed by the management.  


There are many way of conducting learning and development program. One of it is via online system, which will be discussed further in this writing. The other one is via traditional method of training, which is the face-to-face training program. 

In this competitive era, everyone compete one another, as the result of the advancement of the technology. Everyone is trying to be the best in whatever they do. So as to the organization, by the same token the company that making big business. The companies have to stay competitive, in order to gain benefits for the company itself. 


In order to have a competitive company, the employees must be equipped with enough knowledge. Here comes the function of employees learning and development. It is important for the company to equip the employees with the knowledge as to provide competent employees for the company.


Nowadays, employee learning and development system assist company a lot. By having the system, management can easily check on their employees, whether the employees had attended enough learning and development program for the time being. Action could be taken to the employees that refuse to attend any learning and development program.


All this while, company did not have any option to apply the training program on their employees, other than the face-to-face training. With the advancement of technology, now employers can easily conduct training for their employees. Other than that, the employers can also observe whether the transfer of training happened in the company.


In my opinion, technology aids in many aspects of our life. Same goes to the organizations. Everything goes easy with the advancement of the technology. It depends on the human capital whether to take advantage to the maximum level or just utilizing it in the minimum basis of requirement. 

Conclusion

Up till now, we have learnt many topics in this subject. Overall, I can say that this subject is comprised of 2 major parts. The first part is about information system and the second part is about human resource management elements being integrated with information system.

For the first part of this subject, we learnt about the basic of information system. It includes the introduction to the information system, competitive advantages and system architecture. Then we move on into a new area of information system, which is the mixture of human resource management and information system – yielding human resources information system (HRIS).

Then, the second part of this subject is about the HRIS. The examples of topics are web-based recruiting and staffing, web-based performance management systems, web-based employee learning and development and etc.

From this subject, we managed to learn about two different things at the same time. As an Industrial & Organizational Psychology student, it is important for us to know about the human resources management and basic of information technology and information system.

In this era of globalization, information technology is not a big deal for a teenage student like us. By learning this subject we have been exposed to the information system and how the system functions by knowing its architecture.

The knowledge of human resources management is obtained in the same time when we learnt this subject. The knowledge is important for us to be engaged in the industry and organization, especially in the human resources field.

As conclusion, this subject gives many advantages for us. It is very good to learnt about other subject that is not in the same area of our study to gain as much knowledge and experience as possible. By learning this subject, we can relate the usage of HRIS in the real world.

The best!

              

Web-based recruiting and staffing

This chapter is about the web-based human resource planning – recruitment and staffing. In this chapter, I learnt about the things that are related to the e-recruitment system; which is an online job application and processing system for employer to find new employees.

Many subtopics have been taught in this chapter. The components consist of input, HRIS database and output. The function and application, the advantages and disadvantages, and the implication of using web-based recruiting and staffing on management are the other subtopics that I had learnt.

The e-recruitment system was developed to find right people for the organization in the easiest way. This is because the e-recruitment system is enabling the organization to reach a large target of job applicant. Furthermore, the system can reduce the cost and time to find a larger pole of job applicant.

Moreover, the system also gives advantages on the management. HR administration can release their burden because e-recruitment system requires less effort than manual recruitment. Then, the system is also helping the management to be cost effective and efficient. High quality applicant can be reached easily as the job applicant by e-recruitment comes in a larger pole. And the most important thing is that the administrator can easily update the information whenever they need new employees.

But there may be slight disadvantages of the e-recruitment system. From the view of the organization, the system can be a big problem if the information in the system is lost due to the virus and spyware. And it is costly for the company to repair the whole system.  

By learning this topic, I found out that this e-recruitment system brings many positive effects to the organization. It is good for all company to have their own e-recruitment system to make sure that they choose the right people for the company. 

Google? Yahoo? xxx?

On Globalizing HRIS

In this topic, there are 3 main inputs that will be highlighted; which are strategic needs in selecting models, types of models and critical components in a model.

Firstly, let me introduce the types of models. To understand this chapter, student should be able to understand all the types of models in HRIS. Basically, there are three types of models in HRIS. The models are multinational model, international model and global model. All these three models have their own characteristics.

Multinational model is a HRIS model that is very sensitive to the local and regional differences in managing HRIS. This type of HRIS model is usually being used by a local company in a country.

For the international model, it manages HRIS by transferring and adapting knowledge and expertise to local organizations while continuing to retain influence and control over the local organization. This model is the intermediate between multinational and global model.

The global model of HRIS is a model where it builds its single, standardized and centralized system. This type of model is often called as one size fits all models as it did not satisfy the local needs. This type of model is usually being used by enormous company in the world, which constitute branch in every country over the world.

Recently, changes in business environment forcing the occurrence of another HRIS model – transnational. This is a model which increased its complexity, diversity and volatility in managing HRIS. It also can be said as the combination of all three HRIS models before.

In order to select the most suitable HRIS model for an organization, there are three different strategic needs that should be taken into consideration, which are:

• The need for responsiveness through local differentiation
• The need for efficiency through global integration
• The need for learning through leveraging worldwide innovation and knowledge sharing

Lastly, the three critical components that should be possessed by the models are:

• Global efficiency
• Local flexibility
• Innovation and sharing

Able to do it?