recruitment and staffing systems

In our lecture for this week discuss about recruitment and staffing in human resources information systems. Before this we already know what a recruitment and staffing. Another that at the 2^nd year we already take human resources management subject so we already know what recruitment activities in organization.

    Another  than that  I already search more about recruitment and staffing in human resources information systems for example journal ,article and book. According to Sheila M. Roux et all (2008) say, recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment. Once candidates are identified, an organization can begin the selection process. This includes collecting, measuring, and evaluating information about candidates’ qualifications for specified positions. Organizations use these processes to increase the likelihood of hiring individuals who possess the right skills and abilities to be successful at their jobs.

       Refer to my references at journal by Poul R . Berntal (2008) say the best practice for electronic recruiting exchange information and network for recruiter for their organization to select the employee. After that he say,the Internet and employee referrals are the most popular and effective methods for recruiting. Why internet most popular ? it is because The Internet allows organizations to reach large numbers of candidates easily and efficiently thousands of candidates can visit a company web site and submit an application. Similarly, web-based recruiting companies work with organizations to advertise jobs and screen candidates. During our lecture I more focus in this topic because this topic comes out in final exam.

References :

1)      Recruitment and Selection Practices By Sheila M. Roux, Ph.D., and Paul Bernthal, Ph.D. (2008) © Development Dimensions International, Inc.

Payroll and Performance management systems

        In our reflection form week 13, we have replacement class for HRIS on Wednesday 5.00pm until 7.00pm at BK07 DO6. At this time my lecture teaches we are more about HR management and payroll process in human resources information systems. In this chapter, we spotlight the human resources (HR) management and payroll processes. My lecture say the payroll process maintains records of payroll taxes, fringe benefits, attendance/absence, time worked and employee paychecks.  After that we learnt more about comprehend the relationship between the HR management and payroll processes and management decision making. During our lecture we learnt about the function of the HRM process is to create information flows that support the following repetitive work routines of the HR department and decision needs of those who manage the HR department.

 After that we also learnt about performance management systems. Before this we already know about performance management because for the last semester my lecture Encik Husain already teaches our section for this subject. In my opinion performance is  the process of involving employees in accomplishing your agency’s mission and goals. During our class also we discussed  more about how to designing performance management systems.

 According to Gavin Lawrie (2003) performance management systems very important because this systems can .Use the Performance Management System to improve the awareness of managers as they execute the existing appraisal / goal setting system. After that this systems also can .Reduce the detrimental effects of incentive related pay by linking it to a few high-level goals, and simply use the Performance Management system as a tool to help management teams achieve these high level goals.

References :

1)     Journal linking corporate and individual performance systems 2003 By Gavin Lawrie

HRIS MODEL.

       This week we section 1 learnt more about human resources information systems. Dr Nur Naha will be start lecture at 2.30pm, today I’m so tired but I still go to class. I seat at the back but I’m still focus what DR ask in class what her teach during class. In this topic what component HRIS model consist such as input subsystems, HRIS database, and output subsystems. After that our lecture says input systems have 3 components such as accounting information systems. This part explains more detail about personal information and payroll related information. Our lecture says. For human resources information systems got HRIS database in addition, also in the second component that is handling the data. This means repairing or adding a new data normally used by the organization of a computer system or manually. While the third component is the output. Output function is to deliver information to users, such as written reports.

    By Abdul Aziz Yusuf (2004) states that there are four important elements in the process of human resource information system design that define the system requirements, business systems design, testing and evaluating systems, and repairs or system implementation. BASED ON I get the reference according to Abdul Aziz Yusuf (2004) stated that in terms of not only components of the computer system software and hardware but also includes human components, policies, procedures and data. Human resource information system structure can be formed in different ways. E.g. for end users who will use the human resource information system module approach is that this good  for allowing users to communicate with the desired data without viewing the other data. Adding that there are some features of the model approach is directed to a specific human resource functions, having input screen and a written report or analysis related specifically to the function.

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References: Abdul Aziz Yusuf (200) pengurusan sumber manusia: konsep isu dan pelaksanan (2^nd  Eds) penerbit Pearson Edison.