Summary

19 December 2011
01:28 a.m.

Summary.. summary.. ^_^

After learnt the entire topics, I got a knowledge pertaining to the topics. The topics make me more understand about the systems that use by personnel in human resource department in organization as well as to the employee in the organization. After learnt the topics, I thinks that the e-recruitment, online induction, and performance management system is very important because it can give benefits to the individual employee as well as to the organization.

The e-recruitment system is the online recruitment that can facilitate the recruiting the employee in the organization. In contrast, the online induction system is the tools that can use by the new employee in order to get and adapt the new environment in the organization and the performance management system is use by the organization to manage the performance in the organization more efficient and effective.

The application of the systems also can facilitate the work of the employee in the organization. However, there are several aspects need to be consider in order to develop and use the systems. Other than that, each of the systems has their own advantages and disadvantages. The application of these systems must be remain use in the organization so that the organization flow becomes more efficient and effective.

In conclusion, the topics learnt and information gathered in this reflection is important and useful to me for my future use when I get the job in the human resource field. The information gathered can help me to remember back what I have learnt before and it will benefit to me.

Performance management system

18 December 2011

15:17 p.m.

For the next class of HRIS I have learnt about performance management system. I think this topic quite difficult because the system that involves the management of employee performance. At that time, I am so curious about the topic and how the system work. As I know, performance management system is a predetermined set of guidelines for individuals employed by a company.

Other than that, Dr NurNaha asks the class about the differences between performance management and performance appraisal. I know the answer for that question and I answer it. Besides that, I can remember about the tools that be used to evaluate performance of the employee because Dr. NurNaha highlighted that aspect. There are several tools to evaluate performance that include balance scorecard, 360 degree feedback, and critical incident approach as well as Management By Objective (MBO) because it also one tool that use for performance appraisal.

One aspect that the important that I have learnt is the role of technology in supporting performance. There are three categories that include the web, third-party vendors, and ERP providers. In this topic also I learnt about the definition, stages, and performance appraisal, requirement of effective performance management, and performance standards and performance measures. Besides that, there are also having advantages and disadvantages of using the performance management system.

One of the advantages of performance management system is it offers an organization a systematic way to get employees to achieve goals. The one of the disadvantages is expensive and time-consuming. Besides that, in order to get an effective performance management system, several components need to be included. The components are performance planning, performance appraisal and reviewing, feedback on the performance followed by personal counseling and performance facilitation, rewarding good performance, performance improvement plans, and potential appraisal. This topic is important because it give me the insight about the performance management system.

 References:

1.      Percy B. Brown et al, ‘Telemarketing complex performance management system’, Nov. 17 1992

2.      http://www.ehow.com/about_5200107_definition-management-performance-system.html

3.      http://www.ehow.com/list_5852735_disadvantages-performance-management-system.html

4.      http://www.ehow.com/info_8271391_advantages-disadvantages-performance-management-system.html

5.      http://www.managementstudyguide.com/components-of-performance-management-system.htm

Online induction system

18 December 2011

10:45 a.m.

                                 

                                                   Example of online induction system

At that day, I am so curious on what topic I will learn in the class. Yes, I learnt about online induction system. I am so happy and exciting at that day because the topic is our group project topic. During the lecture, I give full attention and alert what the Dr. Nurnaha teach so that I will more understand and make the comparison and what elements that we need to incorporate and add in our system. This is because my group creates our own online induction system.

From the topic, I learnt about the concept or definition about the online induction system. Other than that, I also learnt about the components that need to incorporate in the system, advantages and disadvantages as well as the positive and negative implication towards using the online induction system by organization. What I have learnt, online induction system is a tool that can facilitate the new employee in the organization know about their new environment.

What I have learnt also, there are several components that need to put in the online induction system. It includes home page, about us, induction programs, employee, and frequently asked questions (FAQ). Each of the components has their function and information provided in order to help the new employee.

Dr. Nurnaha also provides us the example of online induction system together with their function on that day. I get the actual picture of online induction system. It has surprised me actually. From the lecture, I know a several advantages and disadvantages of using the system. The system has benefit to the organization as well to the new employee. One of the advantages is save cost and time and one of the disadvantages is technological issue by using the system.

Using the online induction system also give positive and negative implication. The information gathered in this reflection is important and useful to me for my future use when I get the job in human resource development field.

References:

1.      Salmon, G. (2002) E-tivities: The Key to Online Learning, Routledge Falmer: London.

2.      Salmon, G. (2004) E-moderating: The Key to Teaching and Learning Online, 2nd Ed., Taylor and Francis: Oxford.

3.      http://www.urbanelearning.com/induction-programs

4.      http://www.nursingsociety.org/Chapters/Resources/Pages/OnlineInductionSystem.aspx

5.      http://smallbusiness.chron.com/disadvantages-online-recruitment-748.html

Web-based Human Resource planning: recruiting and staffing

18 December 2011 
09:45 a.m.

                                                         Example of e-recruitment system

The next topic I learnt in HRIS class is an e-recruitment system or online recruitment system. Before this I have see about the application job by online and I do not know about what the system used for it, the function, and all about e-recruitment system but now I learnt about the e-recruitment system. From this topic, I learnt about the definition of e-recruitment system. E-recruitment system is an online job application and processing system that allows employers to advertise their job openings, and for candidates to submit their applications online.

During learn this topic, Dr. NurNaha also highlight several aspects in the e-recruitment system topic. One of the aspects is a word of ‘content management’. Dr. Nurnaha has asked in the class about the meaning of the ‘content management’. I am very worry because I do not know the answer. Content management is actually about the clear arrangement of data or information on the screen so that user can see the data or the information. Dr. also asks about Graphic User Interface (GUI) and I understand what is GUI.

From the e-recruitment system topic, I also learnt about the objectives, component, function and application, advantages and disadvantages, and implication on management of the e-recruitment system. With the more explanation and discussion of the topic by Dr. NurNaha, I clear and understand the e-recruitment system.

From this topic, I know the importance of the e-recruitment system which is can benefit to the organization. One of the advantages using the e-recruitment system is reduction in the time for recruitment (over 65 percent of the hiring time) and one of the disadvantages of using the system is screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations. This information gathered in this reflection is useful for me to my future use when I get job in human resource field.

References:

1.      Arboledas, J. R. , Ferrero,M.L. and Vidal-Ribas, I. S. (2001), ‘Internet recruiting power: opportunities and effectiveness’, University of Navarra, Spain.

2.      Casper, R. 1985, ‘Online recruitment’, Personal Journal, vol. 64, no. 5, pp.4-5

3.      Chaskelson, P.2000, ‘The pros & cons of online recruitment’, Accountancy SA, April.

4.      E-recruitment: Sarawak Government Job Application System, Available at: www. E-recruitment. Gov. my Accessed date: 5^th June 2006.

5.      http://recruitment.naukrihub.com/advantage-and-disadvantage-of-e-recruitment.html

6.      http://www.sains.com.my/sains/solutions/gov_recruitment.shtml

Summary

20 October 2011
Thursday 5.30 p.m

                                                           Summary2.. ^_^

 

The technology advancement of Information Technology has transformed the HR role to more efficient which the using of web-based HR information system. Besides that, the emergence of Information Technology (IT) in Human Resource Management (HRM) gives the positive implication to the HRM as well as to the organization. The application of HRIS is as a tool to the organization in order to gain the competitive advantage which the HRIS will use to help the organization implement the competitive strategies to against the competitive forces in marketplace. The HRIS not limit to the local but it will be globalize because the transaction across the border. The models of HRIS give the organization the direction in order to operate more efficient across the border and the new comprehensive of transnational model of HRIS make the transaction of each organization more flexible, efficient, sharing knowledge and innovation to the other company. 

The three topics that i have learnt before which the introduction of HRIS, competitive advantage, and globalizing of HRIS actually have generate my mind about the HRIS and I think the HRIS is really important tool to each organization. The emergence of IT in the HRM is as the platform in order to make the HR practitioner perform their task more efficient as well as to gain the competitive advantage in the marketplace. The models of HRIS also give the direction on how to implement and managing the HRIS system especially transnational model which is more flexible to each organizational to choose. Throughout this learning, I also have review some book and many journals relate to those topics to make me more understand on what I have learnt before and I feel satisfied with it. Now I know the importance of using the journals in my study.

On Globalizing HRIS

20 October 2011
Thursday 4.51 p.m

After I have learnt this topic of globalization of HRIS, I know little bit of what actually happen in globalization of HRIS. Actually I feel challenge learning this topic compare with the previous topic and this topic I think it quite difficult to understand, but I like this challenge because I can explore and gain more knowledge pertaining to the application on HRIS in local as well as across the border. After the more explanation by Dr. NurNaha last Wednesday, I got the picture and direction of this topic. I am very happy with that. The emergence of HRIS models is due to some factors such increasing globalization and accelerating change in the international business environment as well as the complexity of inter-organizational relationships between companies and their stakeholders. As I have learnt, there are four models of HRIS which are multinational, global, international, and lastly towards the comprehensive transnational model of HRIS. Each of the models has their own strength and weaknesses. Besides that, the organization will drive by three strategic needs in order to choosing of each model.

           

Strategic needs:

1.      The need for responsiveness through local differentiation

2.      The need for efficiency through global integration and

3.      The need for learning through leveraging worldwide innovation and knowledge sharing.

In order toward the new transnational model, the transnational model emphasizes three critical component which are innovation or sharing, global efficiency, and local flexibility. I think the transnational model is the good and effective model in order to managing and implement HRIS. The difference among the HRIS models is the technological architecture of the systems they use which include data warehouse model, single integrated system model, and standalone system model. I also learnt about the HR (Human Resource) service delivery model. Actually the information gathered in this reflection will help me in my future job in this field. InsyaAllah.

References:

1. Chris Brewster, Paul Sparrow, Hilary Harris. 2005. Towards a new model of globalizing HRM. The International Journal of  Human Resource Management Group. 16:6 June 2005 949-970.
2. Karen V. Beamen. 2003. The New Transnational HR Model : Building a Chaordic Organization. Edited by Row Henson. 2003.
3.  Karen V. Beamen.(1999/2000). On globalizing HRIS: Moving To A Transnational Solution. 

Information System for Competitive Advantage

20 October 2011
Thursday 4.15 p.m.

The second topic that I have learnt is about the Information Systems for Competitive advantages. What is a competitive advantage?. 

According to the Porter, he said that “competitive advantage is at the heart of a firm’s performance in competitive markets”. As I have learnt before, the Information Technology (IT) or the Information System (IS) is very important in order to helps the organization implement the competitive strategies to against the competitive forces and gaining the competitive advantage in the marketplace. Porter (1985) defines the competitive strategy as the positioning of a company in its competitive environment.

                       Porter’s five generic competitive strategies 

There are five generic competitive strategies which are cost leadership, differentiation, innovation, growth, and alliance strategy. Besides that, there are many ways of using IT to implement of each five generic strategy. The organization also can use others relevance competitive strategies in order to confront the competitive forces. 

As I know, there are also have five competitive forces that shape industry competition which are rivalry among existing competitors, threat of new entrants, threat of substitute products or services, bargaining powers of suppliers, and bargaining powers of buyers. The utilization of IT in strategic business also can help organization gain the competitive differentiation. In my own understanding, I come out with my own model of competitive advantages as an insight and a guideline for me ^_^.

         Implementation for    Competitive Strategies:           Confront         Competitive Forces:                                                                                                                                                                       

IT or IS                         cost leadership, differentiation,                      rivalry among existing competitors

                                     innovation, growth, and alliance                    ,threat of new entrants, threat of

                                     strategy.                                                       Substitute products or services,

strategic                                                                                             bargaining powers of suppliers,

business                                                                                             bargaining powers of buyers.

                                                                                                                                   gaining

           COMPETITIVE

           DIFFERENTIATION                                                           COMPETITIVE

                                                                                                          ADVANTAGE

* (Kindly refer to the hardcopy ya Dr.NurNaha because my models can't read here.. thank you Dr. NurNaha ^_^)

References:

1. Aerlines Magazine e-zine edition, issue 28
2. ECONOMIC AND MANAGEMENT OF COMPATITIVE STRATEGY. c World Scientific Publishing Co. Pte. Ltd . (http://www.worldscibooks.com/business/7171.html)
3. Dess, Gregory G., G.T. Lumpkin and Marilyn L. Taylor. Strategic Management. 2ed. New York: McGraw-Hill Irwin, 2005.
4. Michael E. Porter. (2007). The Five Competitive Forces That Shape Strategy. Copyright c 2007 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION .