SUMMARY

            As an overall, the possible outcome of Performance management system will clarify job responsibilities and expectations, enhancing individual and group productivity, developing employee capabilities to their fullest extent through effective feedback and coaching, driving behavior to align with the organization’s core values, goals and strategy. Besides, providing a basis for making operational human capital decisions (e.g., pay) and improving communication between employees and managers.

            Web-based technology and employee learning and development (ELD) system that use for the system help organization to improve employee motivated to fulfill the future need of the organization. While, the online induction purpose to expose the new employee about the organization’s structures, functions and information fast and faster and through the easy way. A good provided an online induction system should be clear term of communication, not overload information, ensure the quality of the emotion contract and accommodated the entire policies and procedure and be realistic an organization  objective.

           

            For the reflexions, were help me to more understand all about HRIS subject. Insyaallah, when I become work at organization future will apply the application of HRIS.

ONLINE INDUCTION SYSTEM

          Today's media savvy young people are more in-tune with web-based activities, and staff induction is no different. These activities call online induction system. It is an online employee induction system which is easily manage and reporting of the induction process of new employees to expose new employee in their new environment organization and promotion requirement. It is system also reduce cost and reduce manual administration by implementing online induction with multibase’s online Induction manager.

          Induction employee programs will make to build effective integration of employees and aligned change management system. It programs divided for 4 principles consist condition of employees, safety, health, security and fire, Employee’s Conduct Performance and Development, and Employee’s Involvement. These parts give briefing for the new employee to know that what programs already have done for them. Their induction programs are an essential investment to return high levels of productivity for the employee. So, there are some benefits of a Induction employee programs include:

·         Cost effective way to manage training

·         Effective way to broadcast new compliance data

·         Use of video to develop your CEO company welcome

·         Induction completed before employee commences onsite

·         Additional courses completed on Day 1 for the new hire

·         The ability to revisit the learning for future reference

·         A range of learning pathways to suit staff learning styles

·         Detailed tracking, assessment and reporting

·         Real-time feedback to the new employee

·         Virtual office tours

·         Virtual scenarios to assess application of policies

·         Interactive office maps to assist in locating people and resources

·         Simulation of work practices

·         Distribution of company documents

·         Reduction in the cost of managing face-to-face induction programs

·         Seamless integration with your HR on boarding software

            From my point of view, Online induction programs are easy to implement and when managed properly, can not only discharge your responsibilities as an employer but provide you with a useful tool for managing your valuable human resources, now and in the future.

WEB-BASED TECHNOLOGY AND EMPLOYEE LEARNING AND DEVELOPMENT (ELD)

Actually, a strategic approach to human resource development is necessary to address these business challenges ( Tannenabum, 2002). The application of Web-based technology and training and development in particular requires a framework to ensure that the learning tool is targeting result that aligned with the organization’s strategy.           

            Web-based technology have given training and development organization an opportunity to create powerful learning experiences that employees can utilize to better accomplish their objectives. The role of the Employee Learning and Development team (ELD system) in organization is to promote and support employee and organizational growth, development and empowerment by providing innovative, quality workplace learning programs, resources and services. Meaning that, the ELD system plan role of plan and observe the employee training, career development and the employee’s performance. So, through the internet, it can cater to various individual or cultural leaning style and that learning include with study of background information, viewing of diagram or image, and interactive “leaning by doing” to enhance learning and employee development.

            The word of training, learning, employee development and performance is the main issue of concern in the organization especially among managers. It is because, that issue becomes effect term of employee satisfaction, employee commitment, productivity organization and so on. So, with ELD system, manager become easy to arrange their all this thing because this system able to function same like manual programs but more efficient and fasters.

            What I understand, this system help and encourage manager to create the system that could generates of several of report performance, and plan any training and development planning with using the web rather than traditional ways. The purposes of the take the performance report are to improve, give feedback and comment from upper manager, peer, and customer an employee performance. Besides, the implement of training course to educated employee how to improve their learning skill via the computer. Other than that, training course also available easily updated by organization and do not keep report by manually system.

For the employee development, this program can increase employee’s knowledge, skill and attitude to preparing of employee self with the better future work. The entire Organization planning program also can appear that the employee can keep on competitiveness among the peer in the organization and employee itself will perform in their work on an organization.

            As conclusion, implement of the system can help make the process easier to implement, facilitate timely information sharing, and enabling a consistent coordination between elements and the organization.

Long L. Lori et.al (2003). The role of Web-based Distance learning in HR development. Journal of management development. Vol. 23 No. 3, 2004.

PERFORMANCE MANAGEMENT SYSTEM

            Definition of performance management is the process of involving employees in accomplishing organization mission and goals. Effective performance management system have well-articulated process for accomplishing evaluation activities, with defined roles and timelines for both managers and employees. Its system that can fulfill organization need like how this system will serve organization needs. For example, performance management system can support pay decisions, promotion decisions, employee development and reduction in force.

            Based on my understanding, when a performance management system is used for development, the appraisal information is used to guide the training, job experiences, mentoring and other developmental activities that employees will engage in to develop their capabilities. So, Based on my opinion, the important thing to know the purposes of the performance management system should be determined by considering business needs, organization culture and the system integration with other human resource management system. This entire thing, it’s important to consider that the implement of performance management aligned our organization need and objective. This is because many factors will impact the effectiveness of an organization’s performance management system, but three are most important. First, the system needs to be aligned with and support the organization’s direction and critical success factors. Second, well-developed, efficiently administered tools and processes are needed to make the system user friendly and well received by organizational members. Third, and most important, is that both managers and employees must use the system in a manner that brings visible, value-added benefits in the areas of performance planning, performance development, feedback and achieving results.

As conclusion, security and privacy concerns associated with employee record keeping, interfacing with information systems online in other functional areas, career path for HRIS employees, and lack of cooperative relationships between employees and organization are additional problems confronting the organizations.

SUMMARY

            After six week, and then write the 3 topic in this blog, so from that I can conclude as a whole HRIS is a systems that help the managers to improving the efficiency of HR administration by reducing cost, enhancing the reliability of reporting, and improving service to internal customer.

            So, let me summaries the first topic that write in this blog is “Competitive Advantage”. This topic state that the SWOT and PESTEL analysis. In the organization, SWOT is a strategic planning tool used by business managers where the strengths, weaknesses, opportunities and treats a business faced are identified. Meanwhile, the purpose of a SWOT analysis is to guide business planning and help an organization achieve their goals. A PESTLE analysis is a useful tool for understanding the ‘big picture’ of the environment in which an organization is operating. Specifically a PESTLE analysis is a useful tool for understanding risks associated with market (the need for a product or service) growth or decline, and as such the position, potential and direction for an individual business or organization.

For the second topic about “HR System Architecture”. From this part what I learn that the human recourse activities can perform at three levels. That mean not all activities in the organization can performed at the same level of management. So, some activities either can manage with globally, some being manage regionally, and some managed locally depend on situation in the organization. When organization wants to functions effectively and efficiently, that organization should know what types of activities they should choose.

Finally, that topic of “Web Based human resource planning: recruiting and staffing” which able to give benefit to the manager because it will indirectly enhance productivity in organization. Through internet recruitment, it’s able to find the right people to fill job vacancies in organization.

Now, I have gain a lot of knowledge about HRIS by doing this reflection in this blog and at the same time I felt enjoy share my knowledge with other via my blog. 

WEB BASED HUMAN RESOURCE PLANNING : RECRUITING AND STAFFING

            Human Resource Planning is a systematic approach to ensure that the right people will be in the right place at the right time. It is a process of deciding what position the organization will have to fill and how to fill them. So, the responsible of HR department to provide the information and data to an organization on when, where and how many employees need to be recruited.

            HR people must know how to manage their web sited to show clear with possibility employees to key in data on your web. So, retention of the best employees starts with the effective recruitment and staffing process, strategies, policies and procedures. So, recruitment and staffing provide overall framework for the process of planning, recruitment, selection and hiring employees. The goal of recruitment and staffing is to identify the smartest and most versatile employees organization can find.

             Actually, recruitment refers to the process of attracting eligible candidates and the process of generating a pool of suitable candidates for available job. It’s is also the process begins when the new recruits are sought and ends when applications are received. Therefore, the purposes of recruitment are attract suitable candidates to apply, discourage unsuitable ones, and provide job information.

            Staffing is the process of selecting and train individual for specific job function and charging them with the associated responsible. So, this part try to tell as a matter of fact the recruitment and staffing overall is a process that the organizations use in recruiting the new employees and do the performance evaluation through web. So, nowadays the organization must have system to recruit and staffing for show employee what descriptions of job and know what the qualification of position organization offer and responsibilities that organization need. So, organization must have E-Recruitment system to easy their implement of recruit and staffing process.
           So, there is no doubt that, process of recruitment has been made easier with the advert of the internet.  So, in this case E- Recruitment has been formed where people across the globe can apply online. Today, most of the companies and other organization has been use online recruitment because it’s easier receive application on-line which are faster and no burden of storage. Besides that, many employers also have included employment and career information as part of their organization web site. So, with this web site can encouraged many of job seekers to send their resumes via e-mail or complete on-line applications.

But, like with other system, e-recruitment system also has advantage and disadvantage when we use this system. The advantage of implementing this system include that its save cost and time. Internet recruiting is cheaper than newspaper advertising, employment agencies and other external source. It’s also save considerable time when applicants can respond quickly to job posting by sending e-mail and recruiters can respond to qualified candidates more quickly. The system also able to reach the large target. Job literally are post global, so potential applicants in other geographic areas and countries can view job opening posted on the web.

The disadvantage of this system actually also can give effect both of parties like in an organization and applicants. By using internet recruitment, employers may get more unqualified applicants. So, one third of HR recruiters found that, internet recruitment created additional work for HR staff members. Besides that, applicants may have limited internet access, especially individual from lower socio-economic group. So, this is not fair for everyone.

In this chapter I already learned how e-recruitment system implementing in the organization. Generally, we can see that the employers much get benefit in organization when they using internet recruitment. This is because e-recruitment can decrease their burden and make the job so easy to do. In addition, the management also becomes more effective and efficient when they use this system.

           

HR SYSTEM ARCHITECTURE AND SERVICE AND MODEL

There are three basic system architecture commonly use in the HRIS model. That system is:

·         Standalone system

·         Data warehouse model

·         Single integrated system model

Standalone system

Standalone system is the most basic model which each operating unit runs its own independent system with no worldwide standard in place and no link each other. The system that they use is not be standardize. Usually, standalone system model is a single function run in a particular way which identify multinational model that is ultimately localized and highly decentralized. That mean, implementation that Standalone System Model which each operating units in different country has their own operating system and has authority to modify the company policy according to local need and legal requirement. But, the weaknesses in this model are quite difficult to analysis data because it work alone and their system not be similar with HQ or other.

Data Warehouse Model

Data Warehouse Model is more advance than Standalone Model. Key word to more understand the Data Warehouse Model, it’s is use more to the sharing of knowledge, share all application and use the same system. So, all users know how to use the data in the system and understand each element in the data. This model can be increase resource in order to reduce the cost with standardized data that because organization can be sharing knowledge each other without boundaries. So, this model concept is similar with International HRIS model which this kind of system is allow for share anything through the adaptation  term of technologies, business practices, product, services, knowledge and expertise.

Single Integrated System Model

            The Single Integrated System Model is only focus at headquarters and connected with every region in the country. So everything will store at headquarters.  This model more to advance than Standalone system and Data warehouse Model. They have connected with other and be cooperate. They have networking of each others. The data will automatically updates in anywhere throughout the organization and data get from the main warehouse.

Conclusion

As a conclusion, one of the critical factors to the company must decide about their type of HRIS model to adopt in the organization. The three models that have a own advantage and disadvantage features, so that company need to choose the right system at their organization. During the company decide to choose any type of model, the selection can be made based on the situation. Because of that, the company can choose either one that HRIS models or more than one depend on condition that faces by company. Successful implementation requires careful attention to every step when we choose that model. However, done well, the implementation process is full of opportunities to improve the organization system and the performance in the organization mere effectively.

COMPETITIVE ADVANTAGE

SWOT ANALYSIS

The SWOT analysis is the foundation for developing strategies and tactics that then become the road map for writing business operating plan.

SWOT is commonly used as part of strategic planning and looks at:

• Internal strengths
• Internal weaknesses or Limitation
• Opportunities in the external environment
• Threats in the external environment

So, first when we want to setting the objective, we should be done after the SWOT analysis has been performed. The first thing to do the SWOT analysis is identify about the Strength. Strength is characteristics of the business, or project team that give it an advantage over other. Second part of SWOT is weaknesses or limitation. Weaknesses or limitation look by characteristics that place the team at a disadvantage relative to other. Next, opportunities are external chances to improve performance (e.g. make greater profit) in the environment and the last part of the SWOT analysis considerable about the Threats. The Threats are external elements in the environment that could cause trouble for the business or project.

Besides that, The result of the SWOT analysis also can divided to positive and negative factors for management to address:

	Positive factors	Negative factors
Internal factors	Strengths	Weaknesses
External factors	Opportunities	Threats

Overall, Strength and weaknesses we can relate with the present situation and opportunities and threats related to changes in the environment which will impact the business.

  

PESTLE ANALYSIS

PESTLE analysis stand for:

•         POLITIC
•     ECONOMIC 
•     SOCIAL
•     TECHNOLOGYCAL
•       LEGAL 
•      ENVIRONMENT

PESTLE Analysis is usually used to help organizations identify and understand the external environment in which they operate and how it will operate in the future. It is also are useful tool for understanding the ‘big picture’ of the environment in which an organization is operating. At the same time, it’s also could be as a guideline strategic of decision making. Specifically a PESTLE analysis is a useful tool for understanding risks associated with market (the need for a product or service) growth or decline, and as such the position, potential and direction for an individual business or organization.

Typical PESTEL factors to consider include:

Factor	Could include:
Political	e.g. EU enlargement, the euro, international trade, taxation policy
Economic	e.g. interest rates, exchange rates, national income, inflation, unemployment, Stock Market
Social	e.g. ageing population, attitudes to work, income distribution
Technological	e.g. innovation, new product development, rate of technological obsolescence
Environmental	e.g. global warming, environmental issues
Legal	e.g. competition law, health and safety, employment law

Introduction Session

My name is Fazeni binti Ghazalli. I was born in Ipoh , Perak on 08^th September 1989. I’m 23 years old. I was born in a simple family which consist my father, mother, elder brother, 2 younger’s brother and younger sister. My Father name is Ghazalli bin Dahalan who work as a driver lorry and my mother name is Ramlah binti Ahmad and she as a housewives. My hobbies are travelling, reading and swimming. My favorite food is Laksa and Tom Yam. My Favorite drink is milo and apple juice.

During my primary school, I was study at S.K Pengkalan Pegoh, Ipoh (1996-2001). Then I further my study at S.M.K Lahat (2002-2006). After that, I’m take Form Six at Sekolah Menengah Kebangsaan Kampung Pasir Puteh. After STPM, I was selected to join Industrial and organizational Psychology Program under Faculty of Management and Human Resource Development at Universiti Teknologi Malaysia. At first, I do not know anything about Psychology Industry course but as I learn more and more about this subject, I’m beginning to get more interested in this field. Now, I can understand actually, Psychology Industry is most important thing in Organization to manage employee at the organization.

Talk about subject of Human Resource Information System (HRIS), this subject more focus on system. Actually, HRIS is systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies. Besides that, this system able to supply data and submitting returns to government and other statutory agencies.