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 .

Introduction to Human Resource Information System (HRIS)

20 October 2011
Thursday 4.04 p.m.

What I have said before, this semester I have taken the Human Resource Information System (HRIS) subject. When I was registered it, the question pertaining to this subject always come out in my mind. What is HRIS? What its functions? How it is? Why need to study this subject? and others. I am so curious at that time. And it begins when I have entered the Dr. NurNaha lecture for the first meeting. When I met Dr.NurNaha for the first time, I look her face very serious, I feel scared but actually she is a very nice person ^_^ I am very happy and comfortable with her. I like the way she smile and deliver her lecture. In the first meeting I have learnt about the introduction to HRIS. After learnt this topic, I know what actually the HRIS. What is HRIS?

 What is HRIS?

HRIS is actually the combination of the Human Resource Management (HRM) and Information Technology (IT). The HRIS system is very important in order to help the HR practitioner to perform their task efficiently. What is IS?. IS is a system, whether automated or manual, that comprises people, machines, and methods organized to collect, process, transmit, and disseminate data that represent user information. The emergence of that technology has transformed the HR role to be more efficient. I also learnt about the historical evolution of HRM and HRIS. The application of IT in HRM role is begin from Pre-World War II, Post-World War II, social issues era, cost-effective era, until technological advancement era and the emergence of strategic HRM which is the utilization of this advance technology become more significant in each HRM role in each organization. The evolution era of IT in HRM has realized me towards the importance of utilization of IT in HRM in order to make the HRM more efficient.

Reference:

1. J.Kavanagh, Michel, Gueutal, Hal G., Tannenbaum, Scott I. (1990). Human Resource Information Systems: Development and Application. PWS-KENT publishing Company Boston, Massachusetts
2. J.Walker, Alfred, Perrin, Towers. (2003). Web-Based Human Resources: The Technologies and Trends That Are Transforming HR. McGraw-Hill Companies,Inc.

Introduction

20 October 2011
Thursday 3.40 p.m

                                            My beloved family and i (the left one) =)

My name is Nurhidayu Binti Abd. Hamid. I am 22 years old. I live at Kampung Parit Bunga in Muar Johor. My hobby is surfing internet, I like cooking as well as bakery. I like to eat Laksa Penang, Tom Yam, and any kinds of soup.

                                                   

                                           i like cooking and bakery so much.. ^_^

I think that something special about me likely is I have mixed blood which is mixed parentage of Malay, Chinese, Bugis, and Jawa. Sometimes people said my face look like Chinese and some of them said my face look like Korean girl. I have my own both life goals, short and long term life goals. My slogan is ‘strive for victories’. For my education background, when I was at primary school I study at Sekolah Rendah Kebangsaan Parit Bunga Muar, Johor from standard one to two. When I was in standard three until six, I study at Sekolah Rendah Kebangsaan Perempuan Sultan Abu Bakar 2 (SAB2) also in Muar, Johor. For the secondary school, I study at Sekolah Menengah Perempauan Sultan Abu Bakar (SM (P) SAB) until form six. When I was in form six I took art stream. 

                                               My secondary school.. i love it.. ^_^

Now I further my study at University Technology Malaysia in Skudai, Johor in Bachelor of Science of Human Resource Development. I am third year’s student of Human Resource Development and I will finish my study in next year 2012. Now I am in semester five and this semester I have take Human Resource Information System (HRIS) subject. HRIS education is significant in order to help me to understand the concept and it application in human resource function. Actually HRIS is the combination of Human Resource Management and Information Technology which this system is significant in human resource function and also give more benefit to the HRM as well as to the organization.