Summary

In conclusion, what I have learned in class has given me more information about information system. From topic 1 until topic 3, it is all about information system that has been used in human resource field which give me a clear picture for this subject now. In first topic, a competitive advantage is important and ideally as a long term benefit to organization over competition. An organization often uses its information system to help achieve competitive advantage because information technology of an organization enabling to the implementation business strategy.

 In the second topic, I have learnt that, E-recruitment system is viewed as an important additional tool and traditional methods are continued to be used in recruiting process. In third topic, performance management system is introduced to improve both the quality and quantity of work done and to bring all activity in line with an organization’s objectives As retail business always faces high competition and deals with large numbers of employees, it is essential to have performance management system in order to achieve business goal and sustain for long run in the market.

(184 words)

Topic 3: HR Performance Management Systems

A performance management system, which is a combination of performance appraisal and development of employee, are the “Achilles’ heel” of human resources management. According to Amstrong (2006), employee performance management is the system that responsible for employee development by improving their capacity and commitment in working towards the achievement of meaningful shared objectives within an organization which motivated to the reach the business goal effectively and efficiently.

Besides that, Performance management system provide continuous support to organizations especially during taking important decisions about HR and also provide guides to organization how to align their business goals with their employee performance. Therefore, Performance management systems always focus on the relations between individual behavior and organization strategies and goals by defining performance that needed to achieve business goals. They combine traditional task analysis with strategies job analysis as goals and organizational strategies a part in the process.

Based on my understanding, an effective performance management system brings countless benefits for the organizations, which ultimately cascades to improve overall management performance. Firstly, it focuses on key objectives and priorities for the organization, aligning with the management by objectives and the organizational strategy as a whole.  Obviously people in the organization get clarity and shared vision and mission to put their efforts in the correct direction. This also ensures optimization of resource utilization, as people can avoid wastage of their effort pooling all these to the right direction.

Secondly, performance management acts as self-motivating for the employees as they get a clear picture about what they contribute to the organization and how their contributions relate to the organization’s success. Organization also provides the required support to the employees helping them to achieve the results. Thirdly, it allows organizations to monitor how their function as a whole, as it emphasizes on the achievement of targets assigned to the individuals. The monitoring process helps in identifying the performance gaps and thus acts as an important control device to intervene and improve. Fourthly, it helps organizations to align their important HR decisions like promotion, increment, transfer, training, manpower, etc.

In conclusion, I have learnt that the success of the performance management in an organization will depend on all the people involved in the process; the type of performance management system chosen, the implementation process and the rewards and recognition attach to the system will determine the motivational factors in the organization.

(399 words)

Reference:

Bhattacharyya, D. (2011). Performance Management Systems and Strategies. New Delhi: Dorling Kindersley.

Topic 2: HR Recruiting and Staffing

As I learnt before, recruitment is a process to identify the source of manpower to meet the requirement of the staffing schedule and stimulating and encouraging them to apply for jobs in organization. While, staffing means filling up a vacancy of positions in an organization structure. This process involves identifying workforce requirement, inventorying the people available, and recruiting, selecting, placing, promoting, appraising, planning the careers and training people.

In this topic, I learnt a lot especially about E-recruitment. Basically, E-recruitment system refers to the recruitment process, including placing job advertisements, receiving resumes, and building human resource database with candidates and incumbents. E-recruitment system has been adopted in many organizations either from large organizations to small size companies even in Malaysia. Most organizations are already using e-recruitment to post jobs and accept resumes on the Internet and correspond with the applicants by e-mail. It mostly conducted by using an organization’s own Corporate Web Site or a Web-based job site. In facts, this system brings the benefits to the organizations.

Besides that, E-recruitment system is a system use of Internet to attract high quality candidates, reiterate their company profile and branding and streamline application and selection processes. So, through this system employers can electronically advertise jobs, scan and store resumes, conduct test, and contact qualified applicants by using the power of the Internet to match people to jobs. 

Nowadays, e-recruitment system is an example of e-government applications. The e-recruitment system were to identify and reach large of qualified candidates, advertise with dispersed location, provide cost effective method, save the recruiting process time and increase image of organization. E-recruitment system can also increase the image of organization, especially when building a corporate recruitment site of innovation and flexibility. Furthermore, the organization which with a strong brand name and strong geographical presence found their corporate Website could able to attract more applicants.

 Finally, e-recruitment is considered as a very good tool to reach the global target. It appears that other than language barriers, which can be overcome and the Internet have no boundaries and it can speed up the recruitment process as well as reduce administration. So that, E-recruitment is something that cannot be ignored but the process should conform to all the criteria of more traditional approaches and should be regularly monitored to ensure that it is delivering the required result.

(395 words)

Reference:

Arun Kumar, R. S. (2000). Personnel Management Theory And Practice, 3 Vols. Set. Delhi: Mehra Offset Press.

Cushway, B. (2004). The Employer's Handbook 2012-13: An Essential Guide to Employment Law . Britain: Kogan Page Limitated.

Harold Koontz, H. W. (2008). Essentials Of Management. New Delhi: Tata Mcgraw-Hill.

Topic 1: Information and competitive advantages

Based on my understanding, Information System is a cohesive combination of processes, concerning the collection, transforming, storing and retrieval of (output) data which contain news for the user, regardless of the technical means applied. Nowadays, Organization need information system to achieve their vision and mission as information systems is typically designed to improve productivity where an organization should devise methods for measuring the system’s impact on productivity.

Basically, there are many type of information system which tend to plays different functions within depends on types of organizations, management levels of organization, roles of organization  and  so on.  For example, at the clerical level, employees are supported by office automation systems and functional area information system. At the operational level, managers are supported by automation systems, functional area informational system, decision support systems, and business intelligence systems. At the managerial level, functional area information systems provide the major support.

Naturally, Competitive advantage in an organization is recognized through its competitive strategy which is a description which helps to identify an organization’s objectives, strategies, policies and goals that needed as guide to achieve their vision and mission. Therefore, information systems tend to help in an organization’s success by focus on the traditional sources of competitive advantage such as reducing cost and improve customer service performance. By apply strategic goals and improve performance and productivity, information system helps an organization gain a competitive advantage or decrease competitive disadvantage in many different ways.

As I know, Competitive advantage is usually embodied in either a product or service that has most added values to consumers and that is unavailable from the competition. There are a five-force model covers factors that lead organization to seek competitive advantage: the rivalry among existing competitors, the threat of new market entrants, the threat of substitute product and services, the bargaining power of buyers and the bargaining power of supplier. Strategies to address these factors and to attain competitive advantage include cost leadership, differentiation, niche strategy, altering the industry structure, creating new products and services, improving existing product lines and services and other strategies.

In conclusion, establishing and maintaining a competitive advantage is complex but an organization’s survival and prosperity depend on its success in doing so.  To be competitive, a organization must be fast, nimble, flexible, innovative, productive, economical and customer oriented. In must also align its IS strategy with general business strategies and objectives.

(404 words)

Reference:

R. Kelly Rainer, C. G. (2011). Introduction to Information Systems: Enabling and Transforming Business. United State: Quebecor World Versailles.

Ralph M. Stair, G. R. (2010). Principles of Information Systems. United States: Cengage Learning.

 

Introduction

Through HRIS class, I have learnt that Human resource information system (HRIS) is the primary transaction processor, editor, record-keeper, and functional application system as it is lie at the center of all computerized HR work. 

Through HRIS, there is a chance for human resource (HR) professionals to become strategic partners with top management. It means that HRIS would allow for the HR function to become more efficient in providing better information for decision-making. In its most basic form HRIS is a system used to acquire, store, manipulate, analyze, retrieve and distribute data about an organization’s human resources which regarded as a service provided in the form of information.\

Besides that, I also get to know that The HRIS is usually part of the organization’s larger management information system (MIS) which include the marketing, production, financial, accounting functions. The scope of an HRIS is as wide as the need for data on human resources. For example, the evolution of HR as promoted by HRIS evolves from information to automation and from automation to transformation.

Resource:

Nicholas Beadles, C. M. (2005). The Impact of Human Resource Information Systems: An Exploratory Study in the Public Sector. Communications of the IIMA , 1-8.

Pieter A. Grobler, S. W. (2006). Human Resource Management in South Africa. London: Thomsan Learning.