CONCLUSION

ASSALAMUALAIKUM =)

ALHAMDULILLAH. Today is the last day to compose my writing on the blog to the subject of HRIS. I feel very grateful to be able to complete the tasks given and entrusted this. Today, I will write about the conclusion of the last three titles this subject (RECRUITMENT, PERFORMANCE MANAGEMENT SYSTEM AND LEARNING & DEVELOPMENT SYSTEM’S)

From RECRUITMENT, PERFORMANCE MANAGEMENT SYSTEM AND LEARNING & DEVELOPMENT SYSTEM’S title, I get much information whether from my lecturer (Dr. Nur Naha), from journal, internet and book. The topics that I have learned are very important to me when I was working because it will help my job.

In this modern era, the organization is concerned about the quality of their employees. They will ensure that their employee’s especially new employees have a good quality and have the potential to be developed. The management will try to improve their skills and competencies of their employees so that the employees can help improve productivity and increase profits.

The use of modern systems will help the management to manage their employees. Information about the employee's performance is very easy to come by and collected and ease of management to see the potential of their employees. To employees who have problems and weak, they will be assisted and given training so as not to affect the productivity of the organization.

So, it is observed that the title I've learned is very closely related to each other. Organizations will find and recruit new employees they see suitable. Every employee, whether a new employee or an old employee will be given appropriate training, the skills, weaknesses and work. Technical training will be provided in accordance with current conditions. For example, using the internet and video to provide training and control employees. This is the modern method and can save you time.

I will keep what I have learned will benefit me in the future and I will be using when it worked. The systems I've learned have benefits and potential to help improve the efficiency of organizations in Malaysia. I hope that I can use the knowledge I've learned is to increase the quality and potential of young workers in Malaysia and help the country to become an industrialized country in the world.

CONCLUSION 2

ASSALAMUALAIKUM =)

ALHAMDULILLAH. Today is the last day to compose my writing on the blog to the subject of HRIS. I feel very grateful to be able to complete the tasks given and entrusted this. Today, I will write about the conclusion of the last three titles this subject (RECRUITMENT, PERFORMANCE MANAGEMENT SYSTEM AND LEARNING & DEVELOPMENT SYSTEM’S)

From RECRUITMENT, PERFORMANCE MANAGEMENT SYSTEM AND LEARNING & DEVELOPMENT SYSTEM’S title, I get much information whether from my lecturer (Dr. Nur Naha), from journal, internet and book. The topics that I have learned are very important to me when I was working because it will help my job.

In this modern era, the organization is concerned about the quality of their employees. They will ensure that their employee’s especially new employees have a good quality and have the potential to be developed. The management will try to improve their skills and competencies of their employees so that the employees can help improve productivity and increase profits.

The use of modern systems will help the management to manage their employees. Information about the employee's performance is very easy to come by and collected and ease of management to see the potential of their employees. To employees who have problems and weak, they will be assisted and given training so as not to affect the productivity of the organization.

So, it is observed that the title I've learned is very closely related to each other. Organizations will find and recruit new employees they see suitable. Every employee, whether a new employee or an old employee will be given appropriate training, the skills, weaknesses and work. Technical training will be provided in accordance with current conditions. For example, using the internet and video to provide training and control employees. This is the modern method and can save you time.

I will keep what I have learned will benefit me in the future and I will be using when it worked. The systems I've learned have benefits and potential to help improve the efficiency of organizations in Malaysia. I hope that I can use the knowledge I've learned is to increase the quality and potential of young workers in Malaysia and help the country to become an industrialized country in the world.

TOPIC 6: LEARNING & DEVELOPMENT SYSTEMS

ASSALAMUALAIKUM =)

Today, I will post about LEARNING AND DEVELOPMENT SYSTEMS. According to Armstrong, learning refers to the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job.

The employee development represents that learning experience in order to improve performance but it should be aware that learning is not necessarily bring improvement in performance (Stammers and Partrick, 1975).

Learning and development systems are important to the workers to improve their skills, knowledge and competence. The management will ensure the performance and potential of their employees will increase and can contribute something positive to the organization.

The purposes of learning and development systems are to improve and correct an employee’s performance and the organizations itself. Besides, the purposes are to ensure the employees can keep on competitiveness and will perform in their work and also to help the employee manage their stress due to work overload. In training programs, the programs that to increase the employees knowledge, skill and attitudes towards their current work. About development programs, the program is conducting in order to preparing the employees with their future work.

Component in learning and development systems are

1.      Employee personal information.

2.      Performance before training.

3.      Training course.

4.      Training transfer.

5.      Program evaluation (can use Hamblin model, Kirkpatrick model, CIPP model or CIRO model)

So, can we see learning and development systems are about systems is a system that helps employees to improve the quality and performance of their work in accordance with the objectives and requirements of the organization. For example, employers provide training to employees via video and the internet. This allows the employer to control all of his employees who undergo training and be able to save time and cost.

Another example in the HSBC bank, there is a human resources training and development, where it becomes a catalyst for staff to achieve the objectives of HSBC bank to improve the quality of work and to be internationally known bank. Therefore, HSBC’s  front liner sponsoring staff to get training to develop the level of trust of customers to the bank. This is because HSBC believes that the services offered to their customers will have an impact on their clients. Therefore, HSBC front liner trains staff to be the trusted financial advisor to HSBC customers loyal.

As the conclusion, learning and development systems can help in the learning process to receive information. This system will help employees to increase their potential and at the same time increase productivity. The system provides many benefits to the organization and its employees.

References:

1. Michael Armstrong, A Handbook of Personnel Management Practice, reproduced in Personnel in
2. Practice, Currie, Donald: Blackwell Business (Oxford, UK); 1997.
3. Zafir Mohd Makbul & Fazilah Mohamad Hasun,Prinsip pengurusan sumber manusia (2008) 
4. Sadler, E. (2006). Learning and development for managers: perspective from research and practice. Blackwell Publishibg Ltd.
5. Denise Thursfield and John Hamblett,(2001), Mutuality, learning and change at work: the case of employee led development

TOPIC 5: PERFORMANCE MANAGEMENT SYSTEMS

Assalamualaikum.

Hi everyone! Today, my topics are PERFORMANCE MANAGEMENT SYSTEM (PMS). According by Neely et al. (1995) performance management system (PMS) defined as “a set of metrics used to quantify both the efficiency and effectiveness of actions”. PMS is a process to enables organization to plan, measure and control their performance to achieve desired results (Bento and Bento, 2006). By other researcher’s definition, PMSs are a means of executing organizational strategy by signaling to employees what is really important in the organization, fixing accountability for behavior and results, and helping to improve performance (Biron et al., 2011; Bae, 2006).

In my opinion, PMS is a system used by the organization to make the process of assessing, planning, and monitoring the performance of employees and management to ensure the efficiency of their target or achieve the results they want. They will assess the current performance of employees and management whether increase, decrease or consistent.

            PMS can be defined as a systematic process which organization involves their employees to improve the effectiveness of the organization by focusing the employees to achieve the organization plan such as mission, vision, objectives and strategic goals.

Advantages of PMS’s are to motivate employees to improve their performance and achieve organizational goals. By using PMS, organizations can increase profits because employee’s performance is always effective and less mistakes. In addition, creating healthy competition among employees in the organization and the quality of work done is good and satisfied employees.

But, for me this system also has the disadvantage namely increased turnover. When I look, if the process is not seen as fair, the employees may become upset and leave the organization. That means, they can leave physically (quit) or with draw psychologically such as minimize their effort until they are able to find a job elsewhere.  Other than that, this system wasted time and money because these resources are wasted when systems are poorly designed and implemented.  In addition, this system also unclear ratings system because of poor communication, employees may not know how their ratings are generated and how the ratings are translated into rewards.

As the conclusion, performance management system can give benefits to organizations, managers and employees. Performance will be better workers and productivity will increase, thus reducing mistakes during work activities. Assessment of the labor can be done easily and the employee can show their skills and competencies at any time. Although this system has its disadvantages, but if improved and well manage, then the result is effective and successful.

References:

1. Dipak Kumar  Bhattacharyya. (2011) Performance Management Systems and Strategies. Pearson Education.
2. T. V. Rao. (2004). Performance Management and Appraisal Systems: HR Tools for Global Competitiveness. Sage Publications.
3.  Armstrong, M. (2006). Performance management: Key strategies and practical guidelines (3^rd ed.). London: Kogan Page.
4. Herman Aguinis (2009),  Performance Management  Second Edition, Pearson International Edition
5. Kramar, Bartam, et al. (2010). Performance Management. Human Resource Management in Australia, Ed 4, McGraw Hill.
6. Elizabeth C. Pope. (2005) HR How-to: Performance Management. CCH Incorporated.

TOPIC 4: RECRUITMENT

ASSALAMUALAIKUM
today I will explain about RECRUITMENT. According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

In my opinion, recruitment is the process of finding and selecting the right employees with the needs and requirements of the organization to meet the needs of employees in the company. Recruitment is important to get quality workers in terms of skills, knowledge and competence in the task. Organizations can find and hire employees from internal sources and external sources.

Internal sources refer to the present working force of a company. Management can use any method to recruit new employee in own organization like promotion, transfer, past employee, dependent and apprentice. The advantages of internal sources are employees are motivated to improve their performance, morale of the employee is increased, saves time and saves cost. Disadvantages of internal sources are the spirit of competition among the employees may be reduced, and the employees may become lethargic if they are sure of time bound promotions and reduce the overall productivity of an organization.

External sources refer to find new and fresh energy, skill, knowledge and competence from outsides. Management can use the method like direct recruitment, advertisements, employment agencies, labour contractors and educational institutions to get and find new employees. The advantages of external sources is qualified personnel, wider choice, fresh talent and competitive spirit and the disadvantages is lengthy process, costly, uncertain response and dissatisfaction among existing staff.

Conclusion is organization can find new employee from internal or external sources but depend their requirement. Organization must find right person with right skill, knowledge and ability to choose to be employees of the company.

Reference:

1. Edwin B. Flippo (1971), Principles of personnel management 3rd edition, published by New York : McGraw-Hill.
2. Louise Balle , Definition of Recruitment Selection, by  Demand Media.
3. Nyamupachari Vareta, RECRUITMENT PROCESS: THE ‘HEART’ OF HUMAN RESOURCES MANAGEMENT,.
4. Robert L. Mathis, John Harold Jackson (2008), HUMAN RESOURCES MANAGEMENT.
5. Chris Newton , The Advantages of Recruiting New Employees, by  Demand Media.
6. Jeremy Tipper (2004), Managing Director of Capital Resource Consulting, London, UK and also a trustee of the Windsor Fellowship (Emerald Group Publishing Limited).

CONCLUSION

From the topic discussed in this blog, the conclusion is that the technology is today giving many benefits and advantages to the organization in terms of organization structure, spread and gather information, research and development, in terms of competition, sales and so on.

Privies year, to obtain, collect and process information is not an easy thing. For example, to get information, to go to the library or get reading materials such as books. While to disseminate information, using POS system or meet face to face. But now it can be done online. Though far away, but with the information system, everything becomes easy.

The same applies in business. Nowadays, more companies are there and more companies that produce similar products by other companies. With the advent of technology, so they can compete effectively and be able to create a creative product. The use of social network such as facebook, email, youtube and so on can increase the demand of their products. Company also can using massa media like television, and radio.

Each company and the inventor must leverage existing technology in order to improve the quality of their products and can provide the best service to our customers. Now, customers are more intelligent in making an assessment on the quality of the products they want. There are many resources that they can use to do research related to a product. So, the manufacturer must carefully and wisely in their products and have to follow the requirements of customers and at the same time according to predetermined specifications.

Each organization should be wise in using the technology available at present as well as to profitable companies, the use of technology can reduce errors and lower operating costs. Technology is able to provide benefits to all communities. However, if misused, technology can become threatened to human being. 

TOPIC 3: ON GLOBALISING HRIS

Assalamualaikum ;)

Hola! For this topic, I will explain about GLOBALISING HRIS. Globalizing? About borderless world and advanced technology. Now, the company is easier to expand his empire into the international market due to the availability of technology. According Marrisson (2005), globalization is a key factor in influencing the organization is able to provide competitive and improve the company's performance, innovation and quality while providing the best service to customers. According to Ishak Shari (2000), “states that globalization is a multidimensional phenomenon that encompasses various fields such as economy, politics, ideology, culture and so on, and it is considered as a process of significant changes to the field.” With use internet in relation, world look smaller especially in business. 

There are four types of model in order to globalize their systems: 

        I.            Multinasional model.

In this model, an organization that would like to practice Human Resource Information System (HRIS) need to consider the differences between the needs of local and regional information. Organizations also need to know about your needs and requirements to other relevant organizations. For example, if a large company who wants to provide services to other companies, so they should make sure that they were good company to be associated with them channel their products based on their needs vary.

      II.            Global model.

- Global models have characteristics similar to the Model International but more integrated model of International operations worldwide through offices based in a country or a place. Bohlander & Snell, (2007). This model is adopted and manage the Human Resources Information System (HRIS) to build a consistent system so that all organizations can adopt the system.

    III.            International model

- According to Bohlander & Snell, (2007) International models using existing core competencies to expand into foreign markets. International model can be defined as learning through leveraging worldwide innovation and knowledge sharing. For example, an organization has a system that cares for local and regional differences, but at the same time, the system can be used for all.

    IV.            Transnational model

- A commercial enterprise that operates substantial facilities, does business in more than one country and does not consider any particular country its national home. One of the significant dvantages of a transnational company is that they are able to maintain a greater degree of responsiveness to the local markets where they maintain facilities.

-Transnational model is the new model which is the combination of multinational model, global model and international model.

How we know the model are appropriate to organization? This is based on the three needs of critical components where that influence them to choose the right model.

• Global efficiency.
• Local flexibility.
• Innovation and sharing information.

Globalization is crucial for a business entity. Wide network worldwide can be controlled easily with the internet is unpredictable and can directly reduce the cost of travel and control. Information sharing can also be done effectively and accurately.

Reference:

1)      Ishak Shari , 2000, ( Ishak Shari, 2000 . Globalisasi Ekonomi :Proses Dan Realiti Norani Othman & Sumit K. Mandal (pnyt.) Malaysia Menangani Globalisasi Persta Atau Mangsa. Hlm 46-70, UKM Bangi ). 
2)      Morrison, J.L. (2005). the global HR Professional- establishing an Effective Global Network. Society For Human Resource Management White Paper. 
3)      http://www.businessdictionary.com
4)      Bohlander & Snell, (2007), Globalization Human Resources Information System.
5)     KarenBeaman, Alfred J.W., 2000, Globalizing HRIS: The new Transnational Model. IHRIM Journal, October to December.