Reflective Topic in week 14: Performance Management System

Difference between performance management and appraisal. Performance management focusing on manage activities moreover appraisal management focusing on evaluating, observing and remark performance either by individual or group in organization. For examples difference between managing yourself and evaluate yourself. The managing yourself is effective management begins if when you manage yourself well, you are in a better position to achieve through others with than evaluate yourself more review own performance and do listing strength and weakness also this allow you to get what from your job.[1] From lecture note performance management is Employee performance management is the process of involving employees in accomplishing your agency’s mission and goals.

In additional, Jacky Swan, Maxine Robertson and Sue Newell, 2002 on their article in book edited by Stuart Barnes, said knowledge management is being lauded as an important new approach to the problems of competitiveness and innovation currently confronting organizations. The theoretical argument for the development in which knowledge is increasingly central to organization performance. Beside that from that case study also the practice knowledge management crate pilot research to several firm to come out what are the big problems face on ineffectiveness management. The result is the firm must be using technology such as IT- based knowledge management tools in facilitating process of innovation and promoting knowledge creations and the technology impact part of knowledge sharing and innovation.[2]

 

From that topic also, explain about stages of performance management start from plan, monitor, develop, review, and the last reward management planning. That is circle activities and continues apply an organization. From stages one is planning the performance until give reward if any good changing in productivity or to be better performance an organization, the reward not only consists in material but also non-monetary reward such as appreciate from others subordinates and top management. Planning is most important part because, if not planning might be the decision and implementation not alignment. On HRIS Performance planning at the start of the year and then periodically is the core of the performance management process. The performance plan should be a written document. 

The measurement methods used to ensure that performance management perform an organization by the MBO measurement method. Management by Objectives was first outlined by Peter Ducker in 1954 in his book 'The practice of Management'. According to Ducker managers should avoid 'the activity trap', getting so involved in their day to day activities that they forget their main purpose or objective. One of the concepts of Management by Objectives was that instead of just a few top-managers, all managers of a firm should participate in the strategic planning process, in order to improve the implement ability of the plan. Another concept of MBO was that managers should implement a range of performance systems, designed to help the organization stay on the right track.

Requirement of effective performance management like relevant to job performance, distinguishes Effective and ineffective Performance also fair and acceptable. That four performance is result from analysis method measurement performance, individual, group and organization. Moreover, the role of technology gives a lot of support to activities performance management such as in three categories the web, third-party vendors and ERP providers. For examples on categories of web like i-space build from University’s Assets and Facilities Management Support system by Alias Abdullah, Muhammad Faris Abdullah and Muhammad Nur Azraei Shahbudin through their article. From introduction that article state the purpose that systems are to cater the needs and requirement of her population, the University established a development division to oversee planning and development of building and facilities within the campus area and also to ensure proper management of all her assets[3].

[1] Peter Stemp,1988 “Are You Managing?: A Guide To Good Management”. Allied Dunbar. Pg 1-2
[2] Stuart Barnes, 2002 “knowledge management systems: theory and practice” Thomson Learning : pg 179-192
[3] Alias Abdullah, Kamalruddin Shamsuddin & Muhammad Faris Abdullah. 2004 “Applications of planning and decision support systems” IIUM, Malaysia . Pg 71

Reflective Topic in week 14: Online Induction System

Kelly Rainier defined online induction system is an online employee induction system which is easily manage and reporting of the induction process of new employee to expose new employee in the new environment organization and promotion requirement. In my understanding online induction system give many advantages and the process went using this system also easy not take a lot of times. For examples system online provide incident report to manage accidents within employee in work place or organization. There are several items consist from incident online system that is where it happened, when and to whom, the reporter and who is receiving the report; location details; Incident details; load images or video evidence; Record interviews; Record and Notify external parties; Determine root causes – then set corrective actions; Track corrective actions; Close out incidents and Extensively report on incident types

Meet Mandatory Requirements are The Occupational Health Safety (OHS) and Welfare Act mean your employees and contractors must report work related injuries and dangerous occurrences, the Incident Report allows them to do this in their own time, from where ever they are, at any time of the day or night easily and electronically, even from their mobile phone[1].

The purposes of organization develop this system are to build specific and reduce amount of employee also concern any even or activities in organization will plan. Besides that the purpose using online induction system easily all department upload any activities and give common understanding to people for especially new employee. They can readiness to work their job and more confident.

The benefit of online induction system application is have evolved significantly over recent years and with improvements in security and technology there are plenty of scenarios where traditional software based applications and systems could be improved by migrating them to a online induction system. Below are some of the core benefits of web based applications.



1. Cross platform compatibility – Most online induction applications are far more compatible across platforms than traditional installed software. Typically the minimum requirement would be a web browser of which there are many. (Internet Explorer, Firefox, Netscape to name but a few). These web browsers are available for a multitude of operating systems and so whether you use Windows, Linux or Mac OS you can still run the web application.

2. More manageable – Online based systems need only be installed on the server placing minimal requirements on the end user workstation. This makes maintaining and updating the system much simpler as usually it can all be done on the server. Any client updates can be deployed via the web server with relative ease.

3. Highly deployable – Due to the manageability and cross platform support deploying web applications to the end user is far easier. They are also ideal where bandwidth is limited and the system and data is remote to the user. At their most deployable you simply need to send the user a website address to log in to and provide them with internet access.

This has huge implications allowing you to widen access to your systems, streamline processes and improve relationships by providing more of your customers, suppliers and third parties with access to your systems.

4. Secure live data – Typically in larger more complex systems data is stored and moved around separate systems and data sources. In web based systems these systems and processes can often be consolidated reducing the need to move data around. Web based applications also provide an added layer of security by removing the need for the user to have access to the data and back end servers.

5. Reduced costs – online based applications can dramatically lower costs due to reduced support and maintenance, lower requirements on the end user system and simplified architecture. By further streamlining your business operations as a result of your online based application additional savings can often be found[2].

 

conclusion 


Information technology is used to support an organization development since the IT Online induction based applications systems have come a long way and now offer competitive advantages to traditional software based systems allowing businesses to consolidate and streamline their systems and processes and reduce costs. Why not contact us to find how a web based could work for you.

[1] http://www.onlineinduction.net.au/incident_reporting.php
[2] http://www.dbnetsolutions.co.uk/Articles/BenefitsOfWebBasedApplications.aspx

Reflective Topic in Week 7: HRIS Model

Based on lectured from Dr. Nur Naha, she said HRIS model consists of 3 sets of components that is input subsystems, HRIS database and output subsystems. The important of input subsystems are firstly in accounting information system is personal information and payroll related information. Personal information such as detail information about employees include name, identity card numbers, period time working in organization and background academic also or position in organization by department. Moreover, payroll related information also give a lot advantages to company such as easy to access and determine how much should company pay to their employee.

Second part include in input subsystems is HR research subsystems. That is about job description and specification. Job description is structure analysis into written statement of responsibilities and task. Job specification is list specific that applicant will need to perform job. Both of the HR research subsystems contribute two points that is succession planning and job description and work evaluation. The succession planning consists of placement of employee because sometimes employees not only focus on their job without look important to help each others for especially an organization each department must be responsible to achieve goal together. However, for job description and work evaluation consist of description of job to be performed. It allows for employees to understand his job role and what he/she needs in terms of self development

Thirdly, research complains be able to collect data that provides the organization in making decisions about its products and services. This allows for improvements to be made to current products within the organization. For examples production can provide better product and unique through globalization also can penetrate international market.



Besides that, HR intelligent subsystem is will collect data related to HR from the organizational environment consists to several parties such as government, supplier, union financial institution and competitors intelligent. For examples the ability of a computer or other machine to perform those activities that are normally thought to require intelligence. The branch of computer science concerned with the development of machines having this ability. Ability of a machine to perform tasks thought to require human intelligence. Typical applications include game playing, language translation, expert systems, and robotics. Although pseudo-intelligent machinery dates back to antiquity, the first glimmerings of true intelligence awaited the development of digital computers in the 1940s. AI, or at least the semblance of intelligence, has developed in parallel with computer processing power, which appears to be the main limiting factor. Early AI projects, such as playing chess and solving mathematical problems, are now seen as trivial compared to visual pattern recognition, complex decision making, and the use of natural language[1].

For the second main point in HRIS models is HRIS Database. Have two types of data that is data on HR and non data related to HR. commonly data on HR is any particular work related data such as in data collection activities on structured interview[2]. For non HR related data such as on government agencies, Private sector, Universities, and Unions. Furthermore Output Subsystems that its contains output related to HR, subsystems and procedures in HRIS. Consists of workforce planning, recruiting, workforce management, compensation, benefit, and environments reporting subsystems. Like that this figure.

[1] http://answers.yahoo.com/question/index?qid=20100708224209AAu2lVg
[2] Barnes, 2002 “Knowledge Management Systems: Theory and Practice” UK,Thomson learning. Pg 213

Part of assignment HR activities

Reflective Journal 1: “online recruitment connects 3 with top talent”

The journal discuss about online recruitment for Human Resources (HR) specialist from a company markets. The purpose is “reveals how mobile-telephone Company 3 is using e-recruitment to attract top talent in a highly competitive market”. Those companies have 3 talent head UK mobile network. The problems we overview about to identify who played a major role in redesigning the career website at 3 to make applying for a job as smooth and straightforward as possible. Based explanation from Rebecca Baker, “the job-search function has been greatly simplified and the application process should now take no longer than 10 minute, compared to 30 minutes before the redesign”. That proof using internet online recruitment more effective compare using manual system. 

Based on the article have three attractive prospect the researcher provide. Firstly, an online recruitment strategic. The objective using online recruitment is to provide candidates with a more positive experience of the company by increasing the efficiency and speed of the hiring process. Moreover, e-recruitment also helps managers to enable to cope better with large volume of applicant and interview.

Secondly, an impressive candidate experience. That is aimed at recruiting best practice to get true candidate and suitable with the position offer from head-office. Besides that candidates can gain an insight into what career their interested to receive. They can get information not only from simple on website but also through watching short video clips upload by company. More over, candidates can create and update their profile, search position and create email alerts for roles matching their criteria. They can also monitor the progress of their application online.

Thirdly, to enhancing the employer brand. That occurred as part of activities undertaking this recruitment process to fulfill competitive skills market. On line recruitment provides prompt and professional services to our candidates, which helps to differentiate the company and to attract top talent. Based on that issue, researcher state the solution is enhance employer brand by improving the application experience and by ensuring that the recruitment process is consistent across the company. From the solution we assumptions any application from candidate must be matching their talent and requirement offer position on company.

Suitable with finding this article “Shows that e-recruitment has increased the efficiency and speed of the hiring process, and made it easier for managers to cope with large volumes of applications and interviews. The company formerly used a combination of Microsoft Excel spreadsheets and Outlook to manage its recruitment, but this was bureaucratic and inconsistent and involved a great deal of co-ordination between the recruitment teams”. That show using online method better than manual system.

The summary, we conclude this issue related with human resource information systems. The best practices method using e-recruitment because easy to get attention of the public. Nowadays all people use internet to find something include find a job. Besides that, online services more qualified screen because easy to attract people and search the applicants on short time. The advantages also to motivate qualified people to apply the job by the online without need to apply by manual systems and required a lot of many. The e-recruitment method also be cost effective because the candidate no need to print out their resume’ and submit by pos office, but now the candidates just submit their resume’ or application letter by e-mail. Lastly, the effectiveness by using e-recruitment method is be timely because only clicks the button submit from online the application was already submitted and being process that only use on few minute to complete all application from candidate.

References

http://www.emeraldinsight.com/journals.htm?issn=09670734&volume=16&issue=4&articleid=1728498&show=html

Reflective Topic on Week 3: IS and its Architectures

Current focus in Information System, part 1 ‘Globalizing HRIS’

            The term of ‘global HRIS’ mean that has been used to donate many different types of organization, systems and environment[1]. Globalizing in my understanding is the organization used internet or IT to work in global enterprise to solve not only HR problems but also include HRIS issues on going worldwide for especially employee development. For activities managing and accomplishing strategy changes would be impossible without the internet, intranets and other global computing and telecommunications networks that are the central nervous system of nowadays.

In my learning at class, the globalizing has three types HRIS organizational model of HR system in market used by organization; it is multinational, global, and international. Three of this model have different characteristic and the organization can implement based on suitable for their own environment. That model also shows the organizations have different function and when we look on Malaysia part of scenario practices in organization.

            Different strategy of this three model such as localization, global integration and knowledge sharing. The different of HRIS model Christopher Bartlett and Sumantra Ghoshal discuss three basic models which provide a framework and they describe three models by selecting each model. First, the need for responsiveness through local differentiation that mean different culture, religion of customers so any systems on develop by head quarters the branch must be suitable the system based on different regional and situation on the place with consumers needed. Multinational is suitable model because to implement and managing HRIS by being sensitive to local and regional difference. For examples, CIMB bank using the HRIS multinational systems to enhance needs of local consumer. In additional, based firmly on national standards required for performance in employment, and take proper account of future needs with particular regard to technology, markets and employment patterns[2].

            Besides that, the need for efficiency through global integration. That mean in my understanding the model system regardless location of branch of company refer for same systems ‘one for all’. The model is global because to implementing and managing HRIS by building a single, standardized, centralized systems. For examples CIMB system in Kuala Lumpur as a head quarters the branch on CIMB Johor, so CIMB Johor must be using the same system provide from Head Quarter state on CIMB Kuala Lumpur. The system ‘solid come from head quarters’.

            The need for learning through leveraging worldwide innovation and knowledge sharing. The key point that third strategic need are ‘learning and sharing’.  The objective to implementing and managing HRIS by transferring and adapting knowledge and expertise to local organization, while continuing to retain considerable influence and control over the local organization on the international model. The key point that maintenance is a problem or it creates a situation where neither corporate nor local needs are adequately met. Some HR factions that benefit from innovation and sharing include compensation program design and product/ service development[3].  In my opinion this model, international is focus to sharing knowledge and innovation from head quarters to branch of company and from branch knowledge to head quarters. Both responsibilities to improve productivities of organization without look levels of status.  

Conclusion

            Studying this course HRIS, is much give knowledge for especially using IT in HR organization activities. We can look if no technology in organizations that is impossible the organization can develop and difficult to growth their company on globalization sector. The effect also the production can not go to marketable the profit became lower. The bad effect the company organization can be closed. But to handle this problem the company organization must to take part in using IT in activities not only for HR but usefully for all departments.

            If the company using model IT system on their organization, the advantaged the organizational able to organize planning models in such a way that they will use and produce data required for other purpose because ‘model can only realize their possibilities if backed by IT’[4].That mean all activities can solve include impossible problem in the right time, right place and the right person if using IT.

            Finally, this course also gives more information about globalization in organization. For additional, not only three model in system strategy need used by organization but transactional also one of the model system because transactional is centered on resolving problems more complex process included distributed, specialized, resources and capabilities. Successful organization who apply this model because the model show large flows of component, products, resources, people and information among independent units.     

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[1] Karen Beaman & Alfred J.Walker. ‘Globalizing HRIS the new transactional model’. IHRIM Journal 2. 2000.pg-30

[2] Shirley Fletcher. ‘designing competence-based Training’. Kogan Page. 1991.pg 21

[3] Karen V. Beaman. ‘Moving to transnational Solution’, articles. www.ihrim.org. 1999.pg 34-35

[4] C. W. Blaxter & W.E.M. Morris. ‘Computers and the manager’.  Pg 35

Reflective Topic on Week 2: IS For Competitive Advantages

Using Information system for gaining competitive advantage

            The objective in this chapter is to identify basic competitive strategic and to identify several strategic uses of IT. From this chapter also I learn about roles of IT that is in reengineering most business process can sustainability increases process efficiency, improve communication, and facilities collaboration. That roles we can look the business process can be on time, effectively process and although the area not same place and cultures but the communication still run for especially to sharing learning and something.

            Besides that, from this topic the lecture does some activities. That activities is discussion to group member about how has IS assists business flourished nowadays?  In the activities what I get is the example of company is airline service such as airasia.com. the airasia used difference strategic to tackle their customers for examples airasia provide many offer only for the one address web. The several offer include booking tickets, food services offer in airplane, VIP seats, advertise about hotels provide, some from that web the customer by offered from airasia promotion price of tickets airplane, from the country to another country, Malaysian to Indonesian.

            Technology is no longer an afterthought in business strategic but the cause and driver. That is because technology can help the organization on business especially to take part on the competitive advantages and give information from using the system such as gain competitive advantages. For more clearly, competitive advantages look for in a global world the advantages based on economic of scale are the most durable in protecting incumbent firms from the unbridled competition that eliminates profit. Profitability therefore depends on the ability of a firm to dominate a particular market[1]. That why the strategic information system very important in development organization to apply.

           

            Last but not least, from the topic on week two I learn about five competitive strategic that is, based on cost leadership, differentiation strategy, innovation strategy, and growth and alliance strategy. All the strategy I can conclude different organization used different strategic to attract their customer but although different but all organization usage IT for improve and develop performance in organization to became marketability organization. For examples, on cost leadership Airline Company, the company produce same product it is tickets to fly, Malaysia airlines and Airasia.com. The competitive strategic Airasia.com used cost leadership compare to Malaysia airline with provide lower cost and give promotion price to attract the customers by using purchasing on IT.

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[1] Bruce c. Greenwald & Judd Kahn, ‘The irrational fear that someone in china will take your job’.2009.pg-104

Reflective Topic on Week 1: Introduction to Information System (IS)

Reflective Topic on Week 1:  Introduction to Information System (IS)

The Web and Key Trends Changing Human Resources

            From the chapter one, the synopsis that I was learn is the course expose students to the use of computer-based Information system (CIBS) in facilitating the achievement of competitive advantage of an organization. This is where the competitive advantages is achieved through the application of advanced technology. Besides that the course a discuss human resources Information systems (HRIS) model and how the systems aids human resources practitioner in implementing HR task more efficiently through the use of information technology[1]. 

            “The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company”[2].

            Moreover, I learn about the biggest development on technology front, enabling direct employee access is the web-based HR information. That is because if the biggest organization can used the web-best HR information they can have a big problem to handle the development and also their cannot to handle all the staff, the production can be low, and many negative effect. That is dangerous for become continues organization in the market because if they want the organization stability in the market they must to develop their organization same with growth of using technology in the world.

            The point I will be discuss is advantaged of transformational Human Resources in using new technology. One of the advantages is from local to global. That mean from small operation business became a large operation such as banking business. Now days, mostly service in banking only provide for their customer used internet or IT that is because using IT easy for them contact directly their customer although their customer not in country. Because the organization provide also online service helps to more expand and compete.

            In additional, information systems are combination of people, hardware, software, data resources, and communication network. This entire very usefully to biggest organization because, if the entire not implement each other the outcome can not be compete efficiently. Because the system only can run if have a person handle the system, same also if only the person but the system not development the outcome can be produce but take a long time and used a lot of cost.

            Lastly Human Resources information system very needed that is because to storing information and data for each individual employee. Second, to help organization providing a basis for planning, decision making, controlling and other human resources functions. Thirdly, used for meeting daily transactional requirement such as marking absent and present and grating leave. Build organizational capabilities, job design and organization structure can be build more effectively, can also increasing size of workforce, technology advance and the last can helps organization also individual change in legal environment. 

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[1] Dr. Nur Naha Abu Mansor, handout of Human Resources Information System notes. 2011, UTM

[2] http://humanresources.about.com/od/glossaryh/a/hris.htm