SUMMARY

Based from the entire three topic that I discussed before, we have actually a lots of HRIS model. All these models have their own function, whether to standardize the system or as a big picture on how the system that organization use is actually works.

                                

 From the topic transnational HRIS, what I can conclude is Single Integrated System Model are considered as most advanced HRIS architectural model, and balances between the locally and centrally controlled, the organization should not be globalize all the HRIS functions, some of it better to handle it locally and some of it in between. All we have to do is make it finds the right balance.

Another HRIS model is consisting the input, HRIS database and Output System. This is actually as a big picture how the organizations that implement this model work towards a real situation. We can see how the information flow being analyze and go through screening process thus the just important information would be use to make another subsystem and report can be generated from this output process.

Recruiting and Staffing by using internet have their own pro and cons. Organization have to be analyze whether using online recruitment can be appropriate or not to apply at their place. it is true that it can reduce cost and cycle time to fill up the vacancy positions, but it can be burden to analyze a lot of applications.

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HRIS Model

Too many HRIS models sometime confusing me, but now, what I want to talk about HRIS is consists of 3 components which is Input Subsystems, HRIS Database and Output Subsystem. What I can summarize up is this model is actually on how the information from the input system would be screening in HRIS Database and any important element would be taken by HRIS database as a result of the output system. Not forgetting also, the HR Self Service where the workers would use the intranet system to updating their information. For example, their current address to be contacted, when they moving.

I think the difficult aspect to understand how the HRIS model works. I have to put an effort more on imagine how actually they are functioning. In this model, any of the input can be from Human Resources Department, Accounting Department and so on. For the Employee Self Service, are actually provide an electronic means for a company’s employees to access its HR services and information as described by Isenhour I.C (2011). Let’s imagine how eLearning works for student.

After understand basically what actually about the HRIS and Self Service, I think that the aspect that surprised me when the there are still have security breaches and also, the theft. I wonder that before the organization deciding to use the Self Service, they actually have to make their internet security at the maximum level that they can get it done. There is also having a misuse for the information system by other in organization. Right now, people in our country having a problem where their identification card number being misuse from others especially in term of loan and being a guarantor.

 Reference:

·                                Isenhour I.C., (2011) Human Resources Information Systems (2^nd ed.) Sage Publications.

  

Web Based HR Planning: Recruiting and Staffing

This interesting topic is actually about the recruitment process that been done by organization by using internet, for easily understanding. If we put it in term, it is E-Recruitment system which is stands for online job application and processing system for employers to advertise their job opening and for candidates to submit their application via the internet.

I learn that online recruitment is divided into three components, which are input, HRIS database and Output. In input, the organization have to make a details for the requirement that need by vacancy position, then, it would go for HRIS database where the data provided by organization being stored in the database. Once it been keep in database, we can see the output which is it appear on the recruiting subsystem, which advertise the requirement that the organization need thus will help the applicant see the information given.

In this topic, as far as I learned, I can say it is good for each of organization to conduct E-Recruitment. According to Lukaszewski K.M, Dickter D.N, Lyons B.D, and Kehoe J.F, (2011), using online recruitment can save 95% of recruitment cost other than traditional method. However, the issue is, for some of the company, online recruitment not suitable. It would generate a lot number of resumes compared to the number of vacancy. This would be burden for the management to screening all of the application.

 The aspects that cause me surprised is, psychological contract fulfillment are the important goals for the organization. Psychological contract are actually the reciprocal obligations and promises between them and their organization, but when their psychological contracts being breached, they feel dissatisfied and likely to leave the organization. Organizations have to understand those psychological contract fulfillments are actually including their work role, relationship and organization culture. It is important issues that we have to think whether this online recruitment are actually win-win situation or not for the job applicants and organization itself?

For this topic, I actually took some important things which is, firstly, what are actually the online recruiting, how the process traditional recruiting are actually not so benefit compare this new approach, and the key point that we have to consider in apply online recruiting for the organization.

Reference:

·         Lukaszewski K.M., Dickter D.N., Lyons B.D., and Kehoe J.F., (2011) Human Resources Information Systems (2^nd ed.) Sage Publications.

TRANSNATIONAL HRIS

In this topic I have learned, HR Systems Architecture and Service Delivery and Model.  Basically I learn that HRIS System Architecture is divided into 3 models which is Standalone model, Data Warehouse Model and Single Integrated System Model.  It is a quite a tough topic, I guess. These entire 3 model are still closely related to the 3 different model that I have learned before which is Multinational, Global and Transnational Model. Another point that we have to take into account is how the HR Service is functioning in the model.

            In this topic, the thing that I have to put more effort to understand is absolutely in understanding a how all these 3 models that I mention earlier works, but the interesting part is when I have read from K.Beaman and A.F Walker (2000) that state in the Standalone System that apply a Multinational Model as a “many headed monster” approach. The word ‘monster’ is very attractive to remembered for me.  From this topic, some of another thing that I took away is what the example and best model to use in HR activities; either it works globally, regionally or locally.

            According K. Beaman and A.J Walker (2000) that the critical factor in deciding the tyoe of HRIS model is to adopt and understand what is actually our organization core business. Although the Single Integrated model were recognized as a model that most advanced, for me, it also important that whatever model we have choose, we have to align it with our core business.

Reference:

·         K.Beaman and A.J Walker (2000) Globalizing HRIS: The New Transnational Model 

SUMMARY

The rapid growths of technology helping people in making the daily life process easier. Same goes with the technology that helping Human Resources to make the process in the organization becoming faster and efficient. From these entire topic, in chapter 1, I learn about how Human Resources becoming an important role in the organization and the true meaning of system. There are also explain why HRIS in important in the organization.  In chapter 2, it discuss about the power of technology and internet communication that can help organization competitive. In chapter 3, I learn about how the organization business strategies especially for a large company effect their selection on HRIS model.

                        For conclusion, the existing of HR portals and information system created a lot of new opportunity for the HR function.  Organization moving to a new model of operation will have a strong competitive advantage since they provide new business information to managers, reposition HR professionals to build more productive workforces and unleash new tools to increase learning and education.

1500 words

References:

1. http://books.google.com.my/books?hl=en&lr=&id=czzY2gccsnQC&oi=fnd&pg=PA11&dq=HRIS+transnational+solution&ots=dnIRwBvKMu&sig=RPwYUofMWoCeJMj-A3LgOzi5i-E#v=onepage&q=HRIS%20transnational%20solution&f=false

(Books: Karen V. Beaman  (xxxx) Bondaryless HR: Human Capital Management in Global Company,)

1. 2.      Karen V. Beaman, (2000) Moving to a Transnational Solution, IHRIM link.
2. 3.      Karen V. Beaman and Alfred J. Walker (2000) Globalizing HRIS: The New Transnational Model, IHRIM link.

REVIEW CHAPTER 3 : On Globalising HRIS: Moving to a Transnational Solution

Before we go through this topic, firstly, we have to understand the meaning globalization. Globalizing in the easier term, we can call it as the phenomena or trends that happen around the word. This phenomena, such as, people nowadays are using internet connections as one of the primary communication to the others. HRIS also are facing the globalization.

Talking about the Transnational Solution, we all know that when the company goes to global, so they have many branches of their company around the world. Here, the questioned is how the company can manage so many branches all over the world in order to make them permanently competitive around the world? So here, there are several types of model that the company can choose and it has to apply equally with their organization policy.

For the company that focusing in their responsiveness to the local differentiation and regional differences, they would choose to Multinational model. For me, their management decision making process is decentralized. It means that other branches work by adapting due to local responsiveness in each country. It easier to apply in one’s country, but, with decentralization, it might be became a little bit mess because the how the HRIS and management work are totally different from the other branches that might slightly different from their work culture. For example is the way they pay salaries to their worker. Apart from it, the Global model shows their fully power on how the organization works. Everything that the branches of the organizations want to do, they have to refer to the hub where the decision making are centralized. In easy word, I can say that, this model have a standardized solution, responsibilities and process by a quote “One size fits all”.

The entire two models are quite rigid to choose. Some of the company might think that they want to show the model which concerns about local responsiveness but at the same time they want to control over their branches. In easier word, I can say it, that organization want to make their management are more balance. So, it comes to the International Model which that have both combined both of the model. The corporate headquarters are still lies as a centre, but in term of local unit, it interdependent.  This model takes learning and sharing approach where they can create an innovation where they can make some new system that fits this model based on local responsiveness and centralized management.

After all these have been discussed, now the other question is what will happen if the business environment changes? Now we have to think about the model that can flexible in these three above situation. The system can be global, multinational and international where it creates new innovation. So the Transnational Model is the solution. It comprise all above model and resolving this paradox. This system for sure are more complex than those three system and hard to build because it required more money and time.

For the conclusion, all these four models are actually good to be applying after the organization have identified how they work. Being centralized make difficult to think of system that fits all, but being decentralized and local responsiveness make the organization have difficulties based from how they managed the company and it will come out the term of multi headed monsters which think that they good with their system. Innovation is needed in order to make it competitive in marketplace and if we compared these entire models, it requires a lot of money, work and time. Globalization has changed how the organization works.

REVIEW CHAPTER 2

This chapter is basically about how a business can use IT to confront the competitive forces it faces by indentifying basic competitive strategies.

Firstly, in order to stay competitive in the marketplace, organization or business have to develop some strategies to counter these forces which is, rivalry of competitors within its industry, new entrants into an industry and its markets, substitute products that may capture market share, bargaining powers of costumers and bargaining power of suppliers. For example, Baskin Robbins that sells an ice cream as their primary product besides selling cakes. Then, new entrants such as Tutti Frutti that sells the same product which is an ice cream that basically made from a yogurt.

So, when the company or a business’s realizing that they are not only a company that sells the same thing, both of the company sells same product (ice-cream), they must think about the strategies that they have to do in order to stay competitive. There have 5 strategies such as cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy. For me, all these strategies have their own strength in helping all these organization. The organization have to think that which the strategies that suits them. By using technologies such as IT can change the way business competes. All these can help organization gain a competitive advantage, reduce competitive disadvantage and meet other strategic enterprise objectives. All these can gain competitive advantage differentiation from products, services, and capabilities. For example, McDonalds, Pizza Hut have website that have offers online ordering, same also as Air Asia that offers online ticketing plus hotel services.