In conclusion, the Human Resource Information System (HRIS) is very important in an organization. This is because, with the HRIS, will facilitate the movement of an organization. For example, online induction system. They do not need to provide practical, they only need to attend online. With this technology system also saves cost and time. For example, performance management, they do not need to assess the user, they are only online and key in data.
Tuesday, December 20, 2011
ONLINE INDUCTION SYSTEM
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| example online induction system |
The Online Induction System provides chapters with better organization of candidate lists and profiles during a busy induction season. The Online Induction System also facilitates the invitation process by providing chapters with a customizable email invitation and follow-up messages. It provides better tracking of candidate acceptance and facilitates the payment process. Additionally chapters can use the Online Induction System to generate reports of candidates who have accepted, paid and those who have indicated they are attending the induction ceremony.
Online induction system is an online induction system where new employees need not present himself at the induction course, they only need to attend an online induction. They can undergo an induction course during the specified time. For example, they should give their response on the induction course within a week, so they need to respond within the time frame specified by the company. This will save time employees.The company can also save time and cost to operate an induction. The company does not have to make external, they only need to provide a module and the required information into the system. When employees want to undergo induction, they only need to enter my username and password into their system. In addition, by using technology like this, working to deliver more appealing than manually where they need to attend this course for several days. In this way also avoid boredom employees to attend this course.
However, by using this system there are advantages and disadvantages. Among the good news is that Save inductor's and manager's time, Easy to access with online induction software, Deliver Procedures; provide documents and online surveys to new employees, and Engage new employees with the attractive and user-friendly online interface. While the disadvantage is the Technological complications, high cost for small organizations, Lack of Supervision, and Probability to lose the data.
In addition, the online induction system has positive and negative application application. Positive implication for the online induction system is Reduce the Cost of Induction, Easier to Compliance, Manage and Report, and Reduce Number of Employees. There is also a negative implication in this system as Reference Manual Need, High Cost, and not apply their skill to train employees.
(362 WORDS)
resources :https://einduction.lmi.org/users/anonymous/Login.aspx?ReturnUrl=%2fdefault.aspx
http://www.riskcentral.com.au/showreel_2011/
http://www.nursingsociety.org/Chapters/Resources/Pages/OnlineInductionSystem.aspx
resources :https://einduction.lmi.org/users/anonymous/Login.aspx?ReturnUrl=%2fdefault.aspx
http://www.riskcentral.com.au/showreel_2011/
http://www.nursingsociety.org/Chapters/Resources/Pages/OnlineInductionSystem.aspx
EMPLOYEE LEARNING AND DEVELOPMENT
Harrison observes that the name was endlessly debated by the Chartered Institute of Personnel and Development during its review of professional standards in 1999/2000. "Employee Development" was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to be comfortable with. "Human Resource Development" was rejected by academics, who objected to the idea that people were "resources" — an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon "Learning and Development", although that was itself not free from problems, "learning" being an over general and ambiguous name. Moreover, the field is still widely known by the other names. http://en.wikipedia.org/wiki/Training_and_development
Employee learning and development plans are an essential part of enhancing the workplace environment. For employees to prosper and grow they need to be motivated and encouraged to reach their full potential. This is usually done by implementing training that enables the individual to understand her role within the workplace environment.
In the training and development need to do the plan and observe the employee training, career development and employee’s performance, analyze the employee career development, training programs and recommend a periodic performance appraisal, and analyze the present program that is succeed. In additional, there are five key components in the ELD system of personal employee information, performance before training, training course, training transfer, and program evaluation.Personal information system is a system that allows by all employees to access training and develop system related with them. In additional, performance before training is a related to their performance before they attend the training. The training course also, includes the details of the training program will be implemented to employees who have been identified such as module, training methods, length of time and others. The transfer of training, the functions is the employee continuous application of KSA required and suitable during the training exercise into the organization. And the last one is program evaluation. Program evaluation is the summative evaluations that have the quantitative in nature. The formative evaluation that includes the qualitative in nature and assesses how training, learning and development that can be increase and more effective and efficient. Learning that explained quantitative and qualitative assessment of learner’s post-training to evaluate whether transfer of training will be occurred.
PERFORMANCE MANAGEMENT
Performance management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
Performance management as referenced on this page is a broad term coined by Dr. Aubrey Daniels in the late 1970s to describe a technology (i.e. science imbedded in applications methods) for managing both behavior and results, two critical elements of what is known as performance (http://en.wikipedia.org/wiki/Performance_management).
Performance Standards - establishment of organizational or system performance standards, targets and goals and relevant indicators to improve public health practice
Performance Measures - application and use of performance indicators and measures
Reporting of Progress - documentation and reporting of progress in meeting standards and targets and sharing of such information through feedback
Quality Improvement - establishment of a program or process to manage change and achieve quality improvement in public health policies, programs or infrastructure based on performance standards, measurements and reports.
A Performance Management System is the continuous use of all the above practices so that they are integrated into the organization's core operations. Performance management can be carried out at multiple levels, including the program, organization, community, and state levels. http://www.turningpointprogram.org/Pages/perfmgt.html
The 5 stages in the cycle are; Plan, Manage, Review, Reward and Renew, depending on the type of organization, the management cycle may take place over a year's period or month by month. In this section of performance management we will discuss all 5 stages.
Stage 1 - Planning
The first stage of the performance management cycle is to plan; this will involve getting together with an employee and evaluating expectations for a set period of time. The first stage in the planning process will be to evaluate an employee’s current role and performance; this will gain an initial idea about areas of improvement and realistic targets.
Stage 2 - ManageImplementing the plan and managing performance is stage 2 of the cycle. This can be providing support to an employee at all times and ensuring that the appropriate systems and tools are available to maximize performance expectations.
Stage 3 - Review
Making sure that the performance structure set out in stage one is being adhered to, this may be particularly useful is there are any barriers to performance that could have a direct affect on other areas of the organization. Speaking to an employee mid way through a performance cycle is a good chance to tweak their objectives depending on external factors.
Stage 4 - Reward
If all of the objectives have been met, stage 4 of the performance management cycle is to reward employees. Reasons and types of rewards will be discussed during stage one when objectives are outlined.
Stage 5 - Renew
The final stage of the performance management cycle is renew. This can involve analyzing the previous objectives and looking at ways to improve on them and how to plan for the next cycle. Methods of rewards can vary from an annual bonus to share scheme options. (http://www.love2reward.co.uk/rewards/info-centre/performance-management-cycle.jsp)
In the performance management it also have performance appraisal. A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone.
Performance measurement is a process for collecting and reporting information regarding the performance of an individual, group or organizations. It can involve looking at process/strategies in place, as well as whether outcomes are in line with what was intended or should have been achieved. Role of Technology in Supporting Performance 3 categories are The Web, Third – party Vendors, and ERP Providers
Thursday, October 20, 2011
Summary
HRIS is very important to all organization around the world. It’s because to improve their profit and achieve their goals. To achieve their goals and increase their profit, it has been used to develop strategies for companies to increase their competitive edge. It also demonstrates how IT can enhance the competitiveness of corporations. The model recognizes five major forces that could endanger a company’s position in a given industry. The competitive force are rivalry of competitors within its industry, new entrants into an industry and its markets, substitute products that way capture market share, bargaining power of suppliers, and bargaining power of customers (buyers). Other than that, global efficiency, local flexibility, and innovation or sharing also is competitive force.
Other than that, organization should know about globalization HRIS. Globalization HRIS is about used of technology. That means, many difference types of organization used the internet to communicate, sharing, knowledge, and other. It is very important to them used the internet. And the system they used is same like a payroll system. In the globalization HRIS, have four types of HRIS organization model such as multinational, global, international, and transnational. Each model differs according to its degree of centralization. If the organization does not know the globalization HRIS the system organization can’t effective.
HRIS have much advantage for organization if organization knows how use in their company. It is because the company can get the name in the world and can give profit to their company. They can know about the competitor and how to bit with them.
(words 258)
Globalization HRIS: the new transnational model
12 October 2011
BK8 D06
Today, I want explain about globalization HRIS (the new transnational model). Globalization HRIS is about used of technology. That means, many difference types of organization used the internet to communicate, sharing, knowledge, and other. It is very important to them used the internet. For example company of Toyota, they can communicate with the sub-company in other country example company in Japan communicate to company in Malaysia. And the system they used is same like a payroll system. In the globalization HRIS, have four types of HRIS organization model such as multinational, global, international, and transnational. Each model differs according to its degree of centralization.
Multinational can comprises a portfolio of separate, distinct organizations that are delineated by the national boundaries. This model is less focused on centralized corporate direction and they do not coordinate with one another. However, this type of organizational model is suitable for large conglomerate such as certain retailers and service organizations that can respond directly to the local business. For my opinion, Kentucky Fried Chicken (KFC) suitable to used this model. They adjust to the cultures of their own countries. Other than that, global HRIS at an opposite extreme is the highly centralized organization. This models, no power to change the system. The global HRIS organization model is appropriate for organizations with a need deliver a single standardized product like Avira Software.
Otherwise, international model is more to sharing the knowledge, information, and other. International model’s also, the middle-model between multinational, global, and transnational. For example HSBC have many branch in the world, HSBC can follow the standard and can change with culture in the country. The advantage of the international model is its focus on sharing cross-border learning and innovation. This model facilities the transfer and adaptation of knowledge to other business units from any country that develops it. And the last one is transnational HRIS. This model are combination other model. This model’s suitable to all organizations to use. For example, if one regional unit has developed a particular effective solution to the challenge of recruiting. It’s can easily and quickly share its solution with other unit around the world. HRIS is the tool for facilitating a high degree of inter-unit information flow and coordination. The advantage for this model’s is ability to respond effectively and swiftly to the demands brought about the Sturmund Drang of the Digital Age
IS For Competitive Advantages
week 3 & 4
BK 8 D06
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| competitive force |
Now, I want write about Information System (IS) for competitive advantages. Competitive advantages are present a framework for helping firms actually create and sustain a competitive advantage in their industry in either cost or differentiation.
The most well-known framework for analyzing competitiveness is Michael Porter’s competitive forces model (Porter, 1985). It has been used to develop strategies for companies to increase their competitive edge. It also demonstrates how IT can enhance the competitiveness of corporations. The model recognizes five major forces that could endanger a company’s position in a given industry. The competitive force are rivalry of competitors within its industry, new entrants into an industry and its markets, substitute products that way capture market share, bargaining power of suppliers, and bargaining power of customers (buyers). Other than that, global efficiency, local flexibility, and innovation or sharing also is competitive force.
The rivalry of competitors within its industry the visibility of Internet applications on the Web makes proprietary systems more difficult to keep secret, reducing differences among competitors. In most industries, the tendency for the Internet to lower variable costs relative to fixed costs encourages price discounting at the same time that competition migrates to price. Both are forces that encourage destructive price competition in an industry. Other than that, new entrants into an industry and its markets, for the most firm, Internet increase the threat of new competitors. First, the Internet sharply reduces traditional barriers to entry, such as the need for a sales force or a physical store front to sell godsend services. All a competitor needs to do is set up a Web site. This threat is especially acute in industries that perform an intermediation role as well as industries in which the primary product or service is digital. Second, the geographical reach of the Internet enables distant competitors to bring competition into the local market, or even an indirect competitor to compete more directly with an existing firm.
In additional, substitute products that way capture market share are Information-based industries are in the greatest danger here. Any industry in which digitalized information can replace material goods (e.g., music, books, software) must view the Internet as a threat. And the bargaining power of suppliers, The Internet’s impact on suppliers is mixed. On the one hand, buyers can find alternative suppliers and compare prices more easily, reducing the supplier’s bargaining power. On the other hand, as companies use the Internet to integrate their supply chain and join digital exchanges, participating suppliers will prosper by locking in customer sand increasing switching costs. And the last one is bargaining power of customers (buyers) is the Web greatly increases a buyer’s access to information about products and suppliers, Internet technologies can reduce customer switching costs, and buyers can more easily buy from downstream suppliers. These factors mean that the Internet greatly increases customers’ bargaining power.
(words 480)
HRIS (The Web and Key Trends Changing Human Resources)
14 September 2011
BK 8 D06
Today I want explain to you all about what I learnt in first class HRIS (Human Resource Information System). What is a HRIS?? This is a first question in my mind. Actually HRIS refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. In the first class we had a first assignment. We must do a blog and write everything we learnt in the class at the blog. Other than that, we must do some task like find the website used by an organization to communicate each others.
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| example the website |
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| who's the client? |
After I finished the task, I know HRIS very important to organization to promote, communicate, or other for improve their company. All the organization must have the own website to improve their company. It is because many benefits can company get if the companies have a website. Easy to them to share the knowledge, information, learns something, and others. Other than that, the company can save the budget. Because if the staff should go to oversee, company‘s can communicate with them through the website.
My opinion is the company should have the own website to know the information in the business world, sharing something, and others. It is a one advantage the company to improve their company in the world. Indirect, around the world can know the company products.
resource : http://www2.bisonline.com/node/5
(words 358)
Wednesday, October 19, 2011
My SeLf
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| me n my mom |
Hye everyone! first of all I want introduce myself, I'm Norashikin Binti Othman, 22 years old and I came from Johor Bahru. I'm a friendly person and happy go lucky. In primary and secondary school I was a school athletes in sports, including track, netball, hockey, and more. And now, I'm at University Technology Malaysia(UTM) in course Human Resource. In UTM i'm join Reserve Officer Training Unit(ROTU) and JKM at Kolej 11. In my course I should take many subject and one of the subject is a Human Resource Information System(HRIS). HRIS????OMG!!!What is HRIS?? refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning(ERP) software. In this subject, Dr Nur Naha have a responsibility as my lecturer. She is very kind and beautiful person. thanks~~
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