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.

Reflective 3: Global HRIS

Reflective 3: Global HRIS

In this topic to discuss about the global programs are available, and from this topic include global human resources information systems (HRIS) in organization. Besides that have different human resources information models. There three different strategic need that drive organizations in selecting each model is a first they must need for responsiveness through local differentiation. Secondly the need for efficiency through global integration and the need for learning through leveraging worldwide innovation and knowledge sharing.

After that this topic explain about the types of model is a multinational model, global model, international model, and transnational model. Multinational refer to responsive approach to implementing and managing human resources information systems by being sensitive to local and relational different. Besides that this model more to the one that manages a portfolio of multiple, national human resources systems, allowing local operations a significant amount of freedom and organization. Multinational is taking to consideration for example HSBC bank.

Secondly is global model, this model refers to is one that takes an efficiency approach to implementing HRIS building a single, standardized, centralized systems. In the organization see a uniform global operating environment as the driving force. This model one sixe fits all and it forces a single view of HRIS on organization to the point that local needs are generally not adequately met.

Besides that international model ,is refer to sharing approach to implementing and managing human resources information system by transferring and sharing or adapting knowledge and expertise to local organization while continuing retain consideration influence and control over the local organizations. These models allow for exploitations of the parent company core competitions through the adaptation of technology business practices, product, services, knowledge and experiences. For example Caltex.

A transnational model is the transnational human resources information system one that embraces and exploits such paradoxes that often have contradictory implications. In their organization increasing complexity, diversity and volatility. Also that bring efficiency through an integrated network of competencies and process, provides flexibility through specialized roles and responsibilities, and creates a learning organizations through the facilities of multiple innovation process.

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Reflective 2: Is for competitive advantages

Reflective 2: IS FOR COMPETITIVE ADVANTAGES

For this topic more explain about using information systems for gain competitive advantages. And then the subtopic explains about roles of information systems and technology systems. There have three role first is a IT play a major role in reengineering cost businesses processes, cant substantially increases processes efficiencies, to improve communication and facilitates collaboration.

This topic also discuss about five competitive strategies: cost leadership, different strategy, innovation strategy, growth strategy, and alliance strategy. Cost leadership is a they become low cost and can help the supplier or customer reduce costs. Than can increase cost to competitor for the example Priceline use online seller bidding so the buyer sets the prices. Secondly differentiation strategy means differentiate a firm product it’s competitive. This strategy focus on particular segment or niche of market for example Moen uses online customer design.

After that innovation strategy a some of competitive strategies. The strategy means unique products, services or market. Innovation more too radical changes to business processes .for the example Amazon online, full service customer systems. Growth strategy is the company expands capacity to produces and expands into global market. These strategies see the diversity into new product or services. Last strategy is alliance strategy these strategies establish linkages and alliances with customer, supplier, competitors, consultant and each other companies. This strategy includes mergers, acquisitions joint ventures and virtual companies.

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REFLECTIVE 1 :The Web Key Trend Changing Human Resources

Reflective 1: The Web Key Trend Changing Human Resources

This topic expose about to use of computer –based information systems (CIBS) in facilitating the achievement of competitive advantages of an organization. This where the competitive advantage is achieve through the application of the advance technology. The courses discuss human resources information systems model and how the systems aids human resources practitioner in implementing HR task more efficiently through the use of information technology. The important thing you must study about information systems and information technology is to vital component of successful businesses, to help businesses expand and compete, to improve efficiency and effectiveness, to facilitate managerial decision making and workgroup collaboration. For the information system must be have a set of interrelated, system is a clearly defined boundary and working together. A system to achieve a common set objective and by accepting inputs and producing output. Systems also to in an organization transformation process.

This topic include the information system function is a major functional area of businesses, an important contributor to operational efficiency, employee, productivities, morale, customer service and satisfaction. Besides that information system a major source of information and support for decision making and system is a vital ingredient in developing competitive product and service in the global marketplace.

The information system activities are input, processing, output, storage, and control. The activities of input are input of data resources. They capturing and assembling element that enter the systems to be processed and data entry activities. Processing is a process data into information and transformation process that convert input into output. For example calculation, comparison, sorting and so on. Output is an output of information product and transferring transformed element to their ultimate designation. For example messages report, forms, and graphic images. After that storage is data resources for example data element and databases. The last activities in information systems are a control. Control is a of systems performances like monitoring and evaluating feedback.

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INTRODUCTION MY SELF

I am Lucy Anak Kawau but sometimes my friend call me . I think Lucy Ann is a cute name and I am 22 year old my birthday is 1^st September 1989 after ( merdeka). I have

1 brother and 2 younger brother and only me girl in my family so my parent love me so much. Studying primary school at Sekolah Rendah kebangsaan batu 15 jalan oya sibu and after that secandory school at sekolah menegah jalan oya sibu form 1 until form 5. Later I had further studies at sixth form for over a year at the same school.I am studying literature, we studied five subjects of general studies, business studies, Malay language, history and geography. As my sixth sense is very difficult because so many things to learn in a short time and not at all like the matriculation or diploma. Why i choose  human resources to as my course of study because i want to become a trainer and i like to be a good leader and i can manage a human.besides that, also I like to do work in groups. At the university a lot of work to be done in this group that a task can be performed with mudah.pada last semester I and some friends organized a carnival-career program for students layout. here I realized that working in groups is important. I love utm and student life so many challenges.