For the conclusion of The Human Resource Information system (HRIS) is very important now day. It is because this system can help the company to manage their organization especially the large company. It is because the large organizational have much information, so, from HRIS it can help the organization to kept the data with systematic into the system. The HRIS has many advantages for the organization. The advantages are will give employee satisfaction by delivering HR services more quickly and accurately and also can motivate employees in adopting change, such as increased automation across and between functions. Sometime the system is difficult to employee to use. The employer and employee do not know how to use this system, so the organization needs to send them to training. The organization need to spend a lot of money to send their worker to send the training at the sometime this system always up to date base on globalization.
Friday, 19 October 2012
Thursday, 18 October 2012
Human Resource Performance Management System
Performance management systems (PMS) are usually entirely internal to the organization, but data must be linked to several other systems, like rewards, staffing, training and development, and career development. Performance management system (PMS) is a systematic process where the organisation involves its employees in improving organisational effectiveness by focusing them on achieving the organisation's mission, strategic goals and objective. PMS is a tool to implement strategy. It is a useful tool to communicate organisational goals and objectives, reinforce individual accountability for meeting those goals, to identify the individual and organisational performance results. It involves the three stages which are planning, performance observation, and providing positive feedback or corrective feedback. The purpose of PMS is to get employees to improve their performance and to achieved the organizational goal.
Performance planning must be constructed in such a way that any manager can do it, regardless of management style or skill. The manager must first define what the performance means in the case of specific direct report. According (Evans, 2001) this definition based on a cascade of goals beginning with the organizational strategy and operating plan, with the immediate source being what the manager is expected to accomplish during the period and ending with the direct report’s expected part of the accomplish. When performance dimension, measure and standard have been developed, the manager must communicate them to the direct report. The manager must make certain that the direct report understands measure and standard.
Data input for PM system include data organization, job and individual –level data. Organizational –level data consists of links to organization and unit goals and strategies and business plans. Job-level data is a significant part of the PM. Key task, responsibilities, and outcomes should flow from job data sets to individual performance plans. Most of the data in PM system are individual level-data. The standardized report produce by the HRIS are the performance contract and the annual summary appraisal for each employee. The report includes aggregate performance data by unit and report comparing aggregated unit performance with unit output. (Cohen & Hall, 2005). Performance data in HRM decision and will flow automatically into some processes or be available for others as need.
Web-based system can also provide a calibration tools for employee performance ratings that allows for a visual inspection of distribute of rating for a population. This calibration is often essential as a tie-in to the compensation process since performance ratings often dictate how much employees may receive for their annual merit review.
Referens:
1. Kavanagh, M. J., Thite, M., & Johnson, D.R. (2012). Human Resource Information System: Basic,
Application, and Future direction.
Application, and Future direction.
Human Resource Recruiting and Staffing
Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. According Cascio, 2006 “The goal of the recruiting function is to identify, attract and hire the most qualified people”. Based on model of Breaugh and Starke (2000), include cost of filing a job opening, speed of filling a job opening, psychology contract fulfillment, employee satisfaction, retention rates, quality of application, quantity of applications, and diversity application.
From the HRIS the organization will easy to recruit the new employee and internal employee who want to move up. Organization is utilizing the Web as a way of attracting candidates, and they are also using based HRIS to support the recruiting process it can help the organization save the time. According Stone et al. (2005) have a several online recruitment guidelines, which are the Web site should be easy to use and navigate and designed to attract, not screen, candidates and it is more suitable when many candidates, need for high-level jobs requiring high levels of education and also e- recruiting system should be provide realistic preview of jobs and of the firm.
For the staffing, this is a process by which an organization creates a pool of applicants and makes a choice from that pool to provide the right person at the right place at the right time to increase the organizational effectiveness. The staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness. E-filling can help the organization manage their information for their workers. It is because it the large organization, difficult to employer manage their staffs. E-filing is an electronic system used to organize traditional paper documents do not always transfer well to computerized electronic documents. Its can help organization to kept information or source, organized hard drive where every file is easy to find. The function of electronic filing system utilizes an electronic device, such as a computer, to store and organize files for easy access. E-filing systems offer the ability to organize various types of files on one operating system, or one type of file on a specific operating system. They have several advantage went staffing using is. The advantages are speed, convenience and practicality it is because the technology is much faster than utilizing a local postal service.
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The traditional process kept information for staffing
Electronic filing system for staffing
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Referens:
Information and competitive advantages
mmmm…. What is a human resource information system (HRIS) ???.... First my perception about HRIS went I register this subject, I think the HRIS whereby the employer delivers information to their employees only by e-mail. After I entry my first class, I know what HRIS is all about.
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Human resource information system (HRIS) or also called a human resource management system (HRMS) is a software or online solution for the data in an organization. It is a system and process interaction between human resource management (HRM) and information technology.
According Kavanagh et al. (1990) define:
It as a “system used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an organization’s human resource. An HRIS is not simply computer hardware and associated HR-related software. Although an HRIS includes hardware and software, it also includes people, forms, policies and procedures and data.” (p.29)
Now from definition I know what the HRIS. From using the human resource information system (HRIS), it can help the organization insert much information and the information will save with systematic and save. Information is stimulus that has meaning in some context for its receiver. When information is entered into and stored in a computer organization, it is generally referred to as a data. The HRIS are able to produce more effective and faster outcomes than can be done on paper (traditional method). Some of the many applications of HRIS are payroll, time and attendance, appraisal performance, benefits administration, HR management information system, recruiting and staffing, performance record, employee self-service, scheduling and absence management.
According Beckers & Bsat, (2002). Using HRIS gives firms several advantages. One of the advantages is a collecting appropriate data and converting them to information and knowledge for improved timeliness and quality of decision making.
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Human resource information system (HRIS) can related with competitive advantages. The competitive advantages are defined as the strategic advantage one business entity has over its rival entities within its competitive industry. Achieving competitive advantage strengthens and positions a business better within the business environment.
A strategic Information system (IS) helps an organization gain a competitive advantage through its contribution to the strategic goals of an organization and or its ability to significantly increase performance and productivity.
The five competitive strategies are:
1. Cost Leadership – Deliver a product or a service in lower cost. This does not necessarily mean the lowest cost, but simply a cost related to the quality of the product or service that will be both attractive in the marketplace and will yield sufficient return on investment.
2. Differentiation strategy – Differentiation strategy means the addition of unique features to a product or service that are competitive attractive in the market.
3. Innovation Strategy - Develop products or services through the use of computers that are new and appreciably from other available offerings.
4. Growth Strategy – Diversity into new products or services in to global market.
5. Alliance Strategy - Establish linkages and alliances with customers, suppliers, competitors, consultants and other companies and includes mergers, acquisitions, joint ventures, virtual companies.
Referens:
1. http://www.comparehris.com/Human-Resource-Information-Systems
1. http://www.comparehris.com/Human-Resource-Information-Systems
2. http://humanresources.about.com/od/glossaryh/a/hris.htm
3. http://en.wikipedia.org/wiki/Human_resource_management_system
4. http://en.wikipedia.org/wiki/Competitive_advantage
5. Kavanagh, M. J., Thite, M., & Johnson, D. R. (2012). Human
Resource Information Systems : Basics, Application, and Future Direction.
Myself
Hello !!! My name’s NURUL AZUWA BINTI ABD WAHAB…. You can call me azuwa, but in my family call me nurul….. =). This is my first time I write in blog.. It very funny because I never thought I will write in blog, I write this blog because this is an individual assignment in human resource information system (HRIS) cource. Thank you so much Dr Nur Naha, because of you ….. I know how to using this…. Maybe for the next-next time I can write in blog as a my hobby…..InsyaALLAH:)
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