CONCLUSION

As a conclusion, in order to remain competitive in global environment, the organization need to know and understand the use of the Information system or technology and how to apply it properly.  The use of technology is really important in searching of the qualified talent workforce.  Because of that HRIS is really important for the organizations to know and apply it.

The use of the technology especially in the recruitment and the selection process is really important and how it can be relate with the HRIS.  The HR manager or the HRIS expert need to know how to use the internet for the recruitment and selection related data in providing the company with the strategic information and also demonstrate the return on investment of the company in its assessment. 

Organizations need to choose which type of HRIS model that they want to use whether multinational, global, international and transnational.

(150 words)

WEB BASED EMPLOYEE SELF SERVICE

Employee self-service (ESS) is a web based resources that enable employees to view their personal payroll, benefits, personal detail and leave information.  It also act as a win-win propositions for organizations and employees.  It allows employees to access and change their personal data like home address, salary and also their contact details.  ESS also allow employees to apply for a leave directed to the employee’s manager for consideration. 

Through the web based employee self-service (ESS), employees can view some information such as job profile, home address, salary, payroll taxes, insurance, savings and retirement  and also vacation as well as sick leave balances.  Besides that, there are some information that employees can change and update by using ESS like home address, direct deposits and also emergency contact information. 

There are some advantages that the organization get when using ESS.  This include improve the speed and quality of the services to the employees and managers.  ESS also help employees to review their personal data in anytime and anywhere whether at home or at workplace.  They also do not need to wait for the HR to call them to update their personal details.  Apart from that, ESS also enhance employee satisfaction by allowing them to control when and where access activities occur.  This will empowers employees and will increase their productivity especially for the workers who like privacy about their personal detail. 

In addition, direct deposit checking accounts are updated and change privately by using ESS.  However, if there are some errors are made to entries, employers and HR have records that shows who made the error.  It also facilitate in accessing the HR information like company’s policy and also help employees to ensure that the important personal data are accurate and current such as individual performance appraisals used by the manager in making decision about the increase in their salary and other rewards. 

ESS also make it easier for the HR to run reports on an employee records.  This is because employees have already update their current personal data or anything that the company want in the web based employee self-service.  Besides helping employees to review their personal data, ESS also can reduce the number of transactions for HR employees as well as the overall cost of HR.  This happen because by using web based application only fewer cost needed to change employee information , posting jobs and providing current pay compared by using manual tool which causes the organization to hire more workers.

(407 words)    

HRIS SYSTEMS AND SYSTEMS ARCHITECTURE

In HRIS, there are three basic systems architectures  with four HRIS models which are Standalone system model, Data warehouse model and Single integrated system model.  Standalone system model is the most basic model where each of operating unit runs its own independent system without any worldwide standards.  It might be no systems at all in some areas.  This system makes the data difficult to analyse as it needs lot of time and effort.  This type of system identifies multinational model.

The second system is Data warehouse model.  In this model, all of operating units use the same software system with separate database.  But, not everyone uses the same database.  What a good about this model is, all units run the same version software, maximizing resources and save costs.  Besides that, this system is completely centered on the data mart.  However the data come automatically from all operating units and in a standardized format.  This type of architecture identify international model.

Third system model is Single integrated system model.  There is only one instance of the database that located at the corporate headquarters.  The data will automatically update in anywhere throughout the organization.  Besides that, this system does not need for separating report database and it also uses the same screen worldwide.  This type system identify global and transnational HRIS models.

There are four types of HRIS organizational models which are multinational, global, international and transnational.  Multinational HRIS involve of decentralized federation where many key assets, responsibilities and decision making are decentralized.  It’s central management’s role is informal and overlaid with simple financial controls.  It views overseas operations as a portfolio of independent business. 

Second model is Global HRIS.  It is highly centralized organization in terms of strategic assets, responsibilities and decisions.  It views overseas operations as delivery pipelines to a unified global market.  It also has strong central control over decisions, resources and information.

Third model is International HRIS.  It’s key assets, responsibilities and decision still decentralized but control from headquarters.  It views overseas operations as appendages to a central domestic corporation.  It has formal management planning and control systems allow tighter HQ subsidiary linkage.

The last model is Transnational which involve of distributed and specialized resources and capabilities.  It also has complex process of coordination and cooperation in an environment of shared decision making.  It also involve of large components, products and resources, people and information among independent units.

(400 words)

Reference: Baeman K. and J.Walker, 2000. On Globalising HRIS: The New Transnational Model. IHRM Journal. Pp 30-43

               

HUMAN RESOURCE RECRUITING AND STAFFING

In today’s global environment, most organizations need to become more competitive in order to ensure the success of their business.  To remain competitive in this environment, so organization need to find more effective and efficient means of recruiting and maintaining highly qualified employees or workforce.  Using of technology like internet becomes the popular strategy in maintaining and recruiting qualified workforce.

Recruitment mean the process of identify and attracting qualified employees to apply job in an organization (Cascio, 2006).  However, this task become more challenging because of the growth of competition for the talent in the labor market.  Organization need to expand their search to get applicants beyond and domestic borders in order to find qualified applicants.  In solving this kind of problem, most organization started using Internet in order to attract the applicants to apply job at their company.

E-recruitment or online recruitment is the use of technology or the web based tool in helping the recruitment process.  The tools include a job website such as jobstreet.com and starjob.com or company’s website and its own intranet.  Most organizations either big or small use internet as their main source to recruit new employees.  They will advertise job vacancies at their company in a worldwide web or their company’s web to attract the job seekers to apply for a job at their company.  The job seekers will send their resume through an email.  Usually the job seekers will place their CV’s in the web which can be seen by the employers in order to recruit new employees based on the requirements needed.  There are two kinds of e-recruitment that the organization can use in attracting applicants which are job portals and also creating a complete online application section in the company’s own website.

There are a lot of advantages using this method in recruiting qualified employees.  The cost for online recruitment is lower rather  than posting job in the newspaper as it cost a lot of money.  This will reduce the budget of the company for the recruitment process.  It also can save time in getting new employees as there are a lot of applicants that will apply for the job.  So, we just need to choose only based on the requirement needed.  Online recruitment also provide quality and diversity of applicants in terms of their background and also their skills. The quality and diversity of the applicants are determined by the users of online recruitment.  Most applicants who typically use e-recruitment are computer-literate, well-educated and driven individuals with a high need of achievement (McManus & Ferguson, 2003).

Reference

Cascio, W.F (2006). managing human resources : Productivity, quality of work life and profits (7^th ed.). New York: Irwin/McGraw-Hill

Johnson, R.D., Kavanagh, M.J. and Thite, M. (2011) Human Resource Information Systems: Basics, Applications and Future Directions. SAGE Publications.    

McManus, M. A., & Ferguson, M. W. (2003). Biodata, personality and demographic differences of recruits from three sources. International Journal of Selection and Assessment, 11, 175-183

Introduction

I’m Nor Zulaila Bt Dzulkifli.  I’m the eldest child in my family.  I have three brothers and two sisters.  I’m a simple and happy go lucky person, always smile although when I facing with problems.  For me smiling is a good for our health.  I want to become a successful person one day.  In UTM I’m taking Human Resource Development course and I hope after my graduation I will become a good HR executive. 

Human Resource Information System (HRIS) is a system that involve of the merging activities associated with human resource management and information technology (IT) into a single common database through the use of enterprise resource planning software (ERP).  HRIS will help organization in automating and managing the HR information, payroll, management and also the account activities.  It also can improve the efficiency and quality in HR decision making, productivity and effectiveness of the managerial and employees.

(150 words)