CONCLUSION PART 1

As a conclusion, Human Resource Information System (HRIS) is new knowledge that I have learn in this semester. The system is an appropriate and effective system for organization management and operations. The purpose of this system is to help the organization run their integration of information smoothly. But, if the organization not careful and failed to organize well, the result will become nightmare to the organization.

HR Recruitment and Staffing describe how the e-recruitment help employer to employed qualified employee and staffing them. While in the HR Performance Management System, consist of set of tool that helps manager to analyze and take an action towards employee’s performance. Lastly, the Web Based Employee Self Service is an e-system that provides facilities for employees to update their data without requiring the monitoring from employers.

All the system has advantages and disadvantages in return, it depend to the organization how to manage it.

 150 words

TOPIC 3 : WEB BASED EMPLOYEE SELF SERVICE.

Web based employee self service (ESS) in my opinion can be defined as electronic systems that facilitate employees to access the information and HR service in the organization or electronic support system (e-support), where employees can access the information and complete the task though the internet or organization on line application, without requiring any supervision and assistance from the organization’s representative. Comprise in the aspect of:

ü  Communication,

ü  Service facilities

ü  Personnel data

ü  Employee development.

 Employees also can keep abreast with the organization development. For example: employee can get the info on the new policy OSH of the organization without requiring any assistance from HR.

This portal can be accessed online 24 hours a day and 7days a week. Employees are able to update their record and information themselves easily without having to do manual and wait for email response. For example: employees update her/ his latest education and skills in the portal, for the benefit of her/ his self to get the opportunity for promotion or salary. ESS can be used not only for the employee in the organization but can also be applied to prospective employees who wish to apply for a job within the organization through the online application in the portal at the organization’s website. 

According to Anheier and Doherty, 2001: Guetal and falbe, 2005: Walker, 2001, in order to complete the application and forward the resumes, applicant who have applied for online job have accessed the HR portal in the organization’s web (Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions)

With no doubt that ESS has several advantages to the employees and employer. First, its help improve the efficiency and quality of services and information to the employees along as manager, in solving the daily business and make changes from time to time. Second, enhance the employee’s satisfaction because they free to access the application at anytime and everywhere, for those who always working outstation this will increase their productivity because its help them to get the latest information and update their current situation to the organization, without any difficulty.

The disadvantages of ESS are employee will feel their information will be abused by certain parties and cause a biases. Also, safety of the information is not reliable, because the system can be hacked. This will gave negative effect to employees and employer. 

400 words.

REF:

·         Maimunah Aminuddin, Human Resource Management - Principle and Practices, 2008,  Selangor, Oxford Fajar Sdn Bhd.

·         Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions, Los Angeles, Sage.

TOPIC 2 :

HUMAN  RESOURCE  PERFORMANCE  MANAGEMENT  SYSTEMS.

Based on my understanding from my previous Performance Management subject, performance is ongoing process of identify, measure and develop the individual and team’s performance, align with the organization’s strategic goals. To ensure every employee performs their excellent jobs, organization must have performance management system. 

A performance system consist of objectives for individual, training, monitoring employee’s performance, performance appraisal and follow-up action based on employee appraisal. Employee performance management system refer to ensure every employee works in their best ability align with organization goals and reach their maximum job potential. While performance appraisal is a technique used to evaluate employee performance or job related.

Information in performance management system (PMS) related to salary, performance feedback and identifying employee strength and weaknesses. The purpose of PMS is:

ü  Achieve strategic objectives – align organization goals with individual goals and PMS can influence the consistent employee’s behavior.

ü  Administrative – the information help in decision making such as employee’s salary, promotion, retention, recognition, layoff and many more. It’s really useful in reward system.

ü  Informational – inform employees; how they are doing and the expectations.

ü  Development – feedback; useful for managers to coaching the employees and employees get information about their career.

ü  Organizational maintenance – prepares useful information in workplace planning and related to training needs, performance evaluation and effectiveness of HR.

ü  Documentation – collect valid information for documentation purpose and decision making.

The advantages of implementing the PMS is increase motivation, self esteem and development, can understand the employees, clear job description and specification, fair management, clear organization goals, competent workers, identify good and worst employee’s performance and reduce employee intention to leave organization. On the other hand, the danger that need to be consider is increased employee turnover, inaccurate information, low self-esteem related to feedback, costly and long period (time), effect relationship, unmotivated, burnout and dissatisfaction through assessment, and more.

The good system comprises strategic objectives, easy to use system, specific, meaningful, reliability, validity, acceptable and fair, open system, accurate, standard, ethicality and practical. It’s good for the organization to implement suitable and know how to manage effectively the performance system, this because the result will give effects to the employees, employer and the organization. 

The example of PMS is Enterprise Performance Management System, help organization in business strategy, information and give a set of balanced KPIs data. In conclusion, PMS provide broad and complete of information for organization to manage the employees effectively.  

400 words.

REF:

·         Maimunah Aminuddin, Human Resource Management - Principle and Practices, 2008,  Selangor, Oxford Fajar Sdn Bhd.

·         Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions, Los Angeles, Sage.

·         Herman Aguinis, Performance Management, 2009, New Jersey, Pearson Prentice Hall.

TOPIC 1 :  HR  RECRUITING  and  STAFFING.

The recruitment and staffing process must be done carefully to ensure the organization employed the qualified worker with high knowledge, skills and attitudes. From my understanding, it’s including:

ü  Recruitment

ü  Staffing

ü  E-recruitment

According to Aminah Aminuddin (2008), recruitment is the process of attracting suitable people to apply for the job vacancies. Meanwhile, staffing is about process of selecting and train the most suitable candidate to fill the available vacancy with the accurate qualifications. Lastly, e-recruitment is the process of recruiting the qualified employee, by using the electronic resource such as internet system. 

In order to get the qualified and competent employees, organizations also expand their search for applicants in domestic border, using the e-recruitment. By using e-recruitment, employer can advertise the job vacancy at their organization in the organization website and job seekers can fill-in the online application and submit resume via internet.

Based on Breaugh and Starke model (2000), the objectives of recruitment are:

•          Cost – by using the e-recruitment, it can reduce organization cost from advertise the job vacancy by using traditional methods such as newspaper. But organization need to consider overall cost related to process of recruitment system before implementing it.    
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•          Speed of filling the vacancy – decrease cycle time by approve the right applicants and increase the efficiency process of gathering and sorting data.
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•    ·   Psychological contract fulfillment – employee satisfaction and belief. Failed to fulfill,  increase employee turnover. 
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•      Quality and quantity of applicants and variety of applicants – number of qualified participants and the diversity background of applicants.

Tracking software is an example of HRIS, that automates the recruiting process by organize the applicant’s information and availability into HR database. It is commonly used by the organization nowadays; because of its advantages such as reduce cost and fast to get the qualified applicants. It is beneficial to both side, employee or applicants can get information consist of job vacancy, job description, resume and get to know company culture and management. While for organization, they can access the applicant’s information, make an analysis and staffing the right staff. 

The system is a brilliant invention of human, so it also has the disadvantages such as expensive to maintenance the system, need an expert to monitor, and must make sure that they know the function and how to use the system effectively.

 As conclusion, different organization might need different type of recruitment system to enhance their productivity.

400 words.

Ref:

·         Maimunah Aminuddin, Human Resource Management - Principle and Practices, 2008,  Selangor, Oxford Fajar Sdn Bhd.

·         Michael J. Kavanagh, Mohan Thite and Richard D. Johnson, Human Resource Information Systems- Basic, Application and Future Directions, Los Angeles, Sage.

·         Douglas H. Reynolds, John A. Weiner, Online Recruiting and Selection Innovations In Talent Acquisition, Google Books.

Introduction...

Hello..

Thanks to my parents because give me such beautiful name. My name is Nor Aina Nazirah Binti Mohammad Nasir, usually everyone call me “Aina”. Just make it short and simple, same with my personality. I’m very simple, easy going person, love nature, friendly and playful, but at the same time I very strict in my work or tasks. I’m from Dungun, Terengganu.

I’m undergraduate student of Degree in Human Resource Development, this is my 3^rd year in UTM. I’m taking HRIS subject for this semester and the task is creating blog for reflective HRIS. According to Kavanagh et al. (1990), HRIS is a system used to acquire, manipulate, analyze, retrieve and distribute information related to the organization’s people. Consist of hardware and software. 

Thanks to lecture create this real experience learning method. This is my first time experience in blogging. I hope it will increase my knowledge and technology skills.

.... thank you...

Assalamualaikum.....

hai everyone...welcome to my sharing learning blog...

smile..... ^_^