CONCLUSION

      In a nut shell, we can conclude that human resource information systems it’s so important in human resource function include recruitment, selection, staffing, performance management, career development, orientation and training, employee relation and health and safety.  The human resource function that I’m emphasized which are recruitment and staffing and performance management.  HRIS can help in recruitment in human resource function which is provide a systems online recruitment to attract application that want to get the job.   At the same time, that system also can help an organization to upgrade a system that can easy application to upload their resumes and also can reduced the cost of management from advertised the vacancy that already exist an organization from newspaper.  Other than that, HRIS can enhance the managerial skill especially for HR managers to evaluate the performance of employees through in the performance appraisal systems.  Besides that, HRIS can improve and enhanced the productivity of an organization. 

BLOG 3

HR PERFORMANCE MANAGEMENT SYSTEMS

            Performance management is ongoing process with providing feedback from managers or systems for employees that related to their performance.   Performance management ( PM ) systems or also known as a performance appraisal usually overall internal technology in an organization, then the data must linked to systems, including reward, staffing, training and development and career development.  Also, performance management important in management of an organization for evaluating employees, developing employees and managing the employees.

            Other than that, performance management function also integrated into HRIS that consists a more of tools and platform that become to automated appraisal systems process.  Automated system it is important system that user can easy to access the data and sent the report.  Then, the performance management system providing automated feedback and training to managers.  This is because automated systems can help managers to track and analyze the performance of employees and evaluate performance of the others.  From this managers can give feedback through the system that are already programmed about performance of employees.

 The human resource information system ( HRIS ) help organization in performance management system which is can save the data or information about development of employees.  Later, HRIS also can provide aggregate performance data and archived the data to trace long term performance through individually or team groups.  The all of data that are save in the systems can be made as a references for managers about the performance of employees for promotion of position in organization.  

Then, automated systems also useful because efficiently to trace the data about information personally of employees.  These system also automate human resource function such as pay, benefit, leave and attendance.  This is can help organization or managers to enter the data about employees whether they attend or not to workplace, that managers can know a frequently attendance of employees and leave that they take in one years.  From this, managers can know about their performance whether its good or bad as a reference for a future.

Other than that, human resource information system ( HRIS ) also advance for performance management system especially produce compensation systems through technology such as basic pay, incentives and rewards.  For example, for awards, employees can use the web sites in recognition programs, that all employees can go online and find the comparison with other employees that also can give motivation to employees.    However, decision support for rewards can be using by Web-based compensation modules.  This modules can help managers to enter the total of basic pay include incentive that are provide by an organization  to this tools.

 

a                            Reference :

1.      Johnson, Richard, D., Kavanagh, Michael, J. and Thite, Mohan. (2011).  Human resource information systems : basic, applications and future directions, 2^nd edition. United Kingdom : Longman.

2.      Waddill, Deborah, D. and Marquardt, Michael, J. ( 2011 ). The E-HR advantage : The complete handbook for technology-enabled human resources. United State of America: Nicholas Brealey Publishing

3.      Pulakos, Elaine, D. ( 2009 ). Performance Management : a new approach for driving business results. United Kingdom : John Wiley & Sons.

4.      Varma, Arup., Budhwan, Pawan, S. and Denisi Angelo ( 2008 ). Performance management systems a global perspective. Canada : Taylor & Francis e-library.

5.      Bogardus, Anne, M. ( 2009 ). Professional in human resource certification study guide, 3^rd edition. Canada : Wiley Publishing Inc.

BLOG 2

HUMAN RESOURCE RECRUITING AND STAFFING

Staffing that are related with how effort of an organization used a several strategies to recruit employees after that proceed to selection and employed them to an organization.  Also, staffing known as all of processes which are assessing, placing and evaluating individuals at work.  This processes through recruiting, selecting, appraising and promoting candidates.   Besides that, staffing its very important because recruitment and selection of a qualified candidates influence to hire and organized them in the organization.  Nowadays many of organization needs to alert and focus about increasingly of the new technology exist to support their search for applicants in order to find a qualified candidates for vacancy that are provided by any organization.  However, online recruiting systems can create a lot of information about job seekers and they can be explore the job

Although, there are have certain a advantages of using online recruitment but there are also have a several disadvantages that need to be considered by organization before using this approach.  The impact of online recruitment which are cost, speed of filling job vacancy,  quality and quantity of applicants. Cost is money that an organization need spent to provide a job vacancy based on online.  For example, each organization no need to spend a lot of money for advertise the job vacancy in newspaper.  This is can save the money of companies using online recruitment rather than using traditional methods such as newspaper and mass media.

Another impact of online recruitment that an organization can reach the goal which is speed of filling the job vacancies.  This is because can increase the efficiency of the process to spend less time and enter the data on the website online recruitment.    But, for the quality and quantity of the applicants based on awareness of organization of the potential biases created by recruiting practices with business strategies to create competitive advantage.  For example, if organization want to hire individual for a job that are related to HRIS, organization must find web-recruiting it is because applicant pool are technological and would looking for a non professional position in an organization.  Some of organization using resumes management system that for keyword searches to identify the number of qualified applicants. Applicants also can enter their resume to the resume screening systems. A recruiting and screening-oriented web site has advantage to list all of the job that already exist and accepts applications. Web site only recruiting a list of job exists in organization with submitting application form on web site through e-mail or fax.   Therefore each organization using online recruiting emphasized the quality of several numbers of applications that are applied that job in exist. However, human resource information system ( HRIS ) also help in implementing job matching application system.  The system currently used to identify suitable position for staff to transfer to another position.  This is because with this systems can help and improve technology in an organization through identify the position that are exist in an organization offered to the senior staff that are have a highest of quality about their work.

However, selection also play a role to staffing function.  This is because, after recruit candidate organization need to select a qualified candidate to go through a test and assessment.  Test and assessment important for HRIS.  Later, test and assessment can doing through from computerized assessment.  Test that include in computerized assessment such as personality test and career interest inventories.  Based on this, online testing allow possibility of unsupervised administration and this test can be taken at anywhere and anytime.  Besides that, human resources recruiting and staffing play a important role to develop a staff before their hire in the organization.


REFERENCES:

 1.      Johnson, Richard, D., Kavanagh, Michael, J. and Thite, Mohan. (2011).  Human resource information systems : basic, applications and future directions, 2^nd edition. United Kingdom : Longman. 

2.      Reynolds, Douglas, H. ( 2009 ). Online recruiting and selecting : Innovation in talent acquisition. United Kingdom : John Wiley & Sons. 

3.      Pandey, Ashish. ( 2006 ). Staffing management, 1^st edition. India : Global Vision Publishing House.
4.   Schmitt, Neal., Schneider, Benjamin. and Ployhart, Robert, E. ( 2006 ). Staffing organization : contemporary practice and theory 3rd edition. United State of America : Lawrence Erlbarm Associates.

BLOG 1

INFORMATION AND COMPETITIVE ADVANTAGES

            Information it’s a collection of the data that we gather from any resources.  However, a competitive advantage refers to opportunities to compete with other organization or in the same industry to succeed with develop strategies to get a benefit from these forces such as a technological changes.  Other than that, competitive advantages occurs when an organization need to confront a competitors in a same industry.  Also, an organization need to develop strategies to face the competitors in the same industry, for example, an organization need to highly trained a skilled of worker and always alert with any new technological changes that comes surrounding us. 

 Besides that, each organization must use all of the technology machines such as IT that can help an organization especially in engineering process.  This is because IT can change the behavior and way businesses compete and behavior.  However, organization infrastructure strategy is a technique that used to develop and increase the service and products.  For example, an organization can use full-service customer system that the customer can meet their product that are provided by organization easy and fast to order.  This is a some of innovation of technology based from IT that can develop management and administration each organization.

 Other than that, information can be convert to IT system such as web based tools, internet and intranet across using in any organization.  Competitors always need to compete and fight together with other organization in produce a new technologies that can enhance knowledge, skills and abilities ( KSA ) of workers that they can provide a good product and services to the customers.

Nowadays, current trend emphasize the major technologies innovation will give effect to the organization management that are related to the communication, processing the data and information and technologies.  All of the new technology can help managers to face the new environment such as produce a new machines for engineering process and web based appraisal system for evaluation performance of employees.  Besides that, HR professional must proposed that technologies will satisfy the stakeholders, customers and consumers needs in market of business.  In fact, HR professional need to manage information and face of the change while develop the leadership skills.

 

REFERENCES :

1     Papp, Raymond.  ( 2001 ). Strategic information technology : Opportunities for competitive advantage. United States of America : Idea Group Publishing.

2.      Khosrowpour, Mehdi. ( 1992 ). Emerging Information Technologies for competitive advantage and economic development.  United State of America : Idea Group Publishing.

3.      Cegielski & Rainer. ( 2011 ). Introduction to information systems : supporting and transforming business 3^rd  edition. United State : John Wiley & Sons. Inc.

4.      Waddill, Deborah, D. and Marquardt, Michael, J. ( 2011 ). The E-HR advantage : The complete handbook for technology-enabled human resources. United State of America: Nicholas Brealey Publishing.

5.      Waddill, Deborah, D. and Marquardt, Michael, J. ( 2011 ). The E-HR advantage : The complete handbook for technology-enabled human resources. United State of America: Nicholas Brealey Publishing

WEB FOLIO 1

INTRODUCTION

      My name is  Siti Nabila binti Abd Rahman.  I’m 22 years old.  I’m both in Muar at 15 may 1990.  I’m comes from Segamat, Johor and lived in Bandar Putra.  Other than that, I’m now studies for degree level at University of Technology Malaysia in Bachelor of Science Human Resource Development from 2010 until 2014.  Besides that, in this semester I’m take a subject human resource information system ( HRIS ).  Although, i have learn about HRIS in human resource development.  HRIS is a alternative that are contain a new technology that can help to develop managerial skills and workers especially in human resource function to enhance the productivity and efficiency of an organization.  Later, human resource information systems can help develop knowledge, skill and abilities (KSA’s) especially for managerial skills to manage the organization that have a systems in human resource function such as in recruitment, selecting and performance management.