Summary of HRIS

             

             To summarize what I have learned in Human Resource Information System is make organizational work become more effective and efficient. More things can be done by using the e-management system such as selection and recruitment and also e-induction system. In general, by using the system it can easy to access by employee especially employee who is in Y generation that very crazy with internet and computer. It is one of the ways to attract them become more interested in organization details. In term of cost, organization can reduce the cost and number of employee to handle one the system. Management and also employee can view their personal information anytime and update the new one. But the disadvantage by using this system is it can become hostile to the organization if the system was hacked and it has a high probability to lose the data. In a nude shell, HRIS can increase organization profit and welfare towards employee.

Performance Management Cycle

Employee performance management is the process of involving employees in accomplishing your agency’s mission and goals. It is includes planning work and setting goals, monitoring performance, developing capacity, reviewing performance, and rewarding good work.

There are five stages of performance management:

Stage 1: Planning

Performance planning will start at the early of the year and concentrate on core of the performance management process. The performance plan should be a written document. It is includes on work goals, competencies and learning. The hierarchy of the objectives: Vision, mission, goals, objectives, policies and procedures. The objective must in SMART (specific, measurable, achievable, realistic and time-related).

Stage 2 and 3: Monitor and Develop

Monitoring includes measuring performance and giving feedback. Two way communications between employee and manager is critical part in performance management process. Feedback and coaching should occur either in formal or informal way. Monitoring and tracking performance against standards and progress towards goals. Development through coaching, training, challenging or visible assignments, improving work processes. Performance can be measured by inspect on how work behavior is done and whether the result is achieved (performance outcomes, performance compared to job standards and performance goals/objectives).

Stage 4: Performance review

The review process should be done at least annually, discussing and documented. The formal process of documenting results the employee has achieved and behaviors and/or competencies displayed should occur at least once a year. It is suggested to conduct by face-to-face with a written record.

Stage 5: Reward

It either can be monetary, non-monetary or recognition. Good performance should be rewarded. Recognition and non-monetary rewards are an important part of the reward structure. For example is “thank you” and “well done” is more than enough for employee to be proud among their friends.

                                                  Summary:

Even though objectives stated by organization is very critical part to make it parallel with organization needs, but organization must have standard performance management appraisal to see the employee performance based on their job description. The best employee should get their recognition and reward. 

Benefits and Services

There are four types of employee benefits which are:

(1)   Supplemental pay

(2)   Insurance benefits

(3)   Retirement benefits

(4)   Executive services

There also have some policy issues in designing benefit packages such as:

-          Which benefits to offer

-          Whether to include retirees

-          How to finance benefits

-          Cost containment procedures

-          Who will be covered

-          Coverage during probation

-          Degree of employee choice

-          Communicating benefits options

Pay for time not worked:

-          Unemployment insurance (provides for benefits if a person is unable to work through no fault of his or her own)

-          Sick leave (provide pay to an employee when he or she is out of work because of illness)

-          Severance pay (a one-time payment when terminating an employee)

-          Vacations and holidays (number of paid leave days and holidays varies by employer)

-          Parental leave (up to 12 weeks of unpaid leave within a one-year period)

-          Supplemental unemployment benefits (payments that supplement the laid-off or furloughed employee’s unemployment compensation)

Some of the insurance benefits provided:

-          Worker’s compensation

-          Hospitalization, health, and disability insurance

-          Health maintenance organization (HMO)

-          Preferred provider organization (PPOs)

Family-friendly (work-life) benefits:

-          Subsidized child care

-          Sick child benefits

-          Elder care

-          Time off

-          Subsidized employee transportation

-          Food services

-          Educational subsidies

-          Fitness and medical facilities

-          Flexible work scheduling

Flexible work schedules:

-          Flextime

-          Compressed workweek schedules

-          Workplace flexibility

-          Jon sharing

-          Work sharing

A flexible work schedule is an alternative way for women who has child because they can choose work time according their needs. In Asian especially Malaysia, flexible work schedule is not very familiar compared in western. In western they more open on this and the manager more understand their workers situation. As long the workers show high performance, the manager won’t bother whether they want work at flexible time or formal as office hours.

Introduction to Online Induction System

Online induction system is an online employee induction system which is easily manage and reporting of the induction process of new employees in their new environment organizations and promotion requirement (Kelly Rainer, 2007). It can explain about the organization’s policies that related to employees and the things that compulsory for employees to know. Generally, it is used to give a clearer picture on organization mission, vision and philosophy.

In e-induction is compulsory to include as stated below:

(1)   Course checklist

Course checklist is about the list from the organization for new staffs that they need to do whether via on-line or face-to-face induction. The specific guide for them need to list down by organization to make sure they still on the track especially for first day, first week, first month and after sixth month work checklist.

(2)   Induction programs

Is used for them to choose the induction course that they want to undergo and organization should stated the basic courses that required for them to undergo such as safety, health, security, and fire.

(3)   Conditions of employment

It is about the information such as on hours of work, including duty, shift systems, bonus, allowances and also compensation.

(4)   Safety, health, security, and fire

It looks like very simple but it is compulsory for all organization to have induction on this course that include on fire instruction and procedure, location of fire-fighting equipment, first aid facilities, insurance, medical claim and all the basic SOCSO information.

(5)   Employee’s conduct

This course includes the employees’ personal presentation, disciplinary procedures, confidentiality, giving and acceptance of gifts, private use of phone and also statements to the press. It is better for new staff understand this course for their benefits and organization advantage.

(6)   Employee’s involvement

It is about the association that employee can involve and through what channel they can speak out their right and make complain. For example is Worker’s union representative in organization.

(7)   Performance and development

Includes performance management, training and development and also compensation and benefits. 

Reflection on “Web Based Human Resource Planning: Recruiting and Staffing”

THREE MAIN PROCESSES??????

There are three main processes involve in this topic which is recruitment (initial), selection (initial, present) and staffing (initial, present)…

        i.         

                        Recruitment means the process of attracting, screening (based on job specification and job description) and selecting the potential employee based on the requirements.

      ii.            Staffing means the process of selecting and train the successful employee on recruitment process based on their job specification and job function (responsibility). This will help employee to be more understand his/her role in organization.

To help the organization gather as much as applicant, the e-recruitment system was developed. The system is fully based on virtual and all the application can be access via internet. So that, candidates can submits their resume/application online. Organization only needs to advertise their job opening and can choose the best people for certain position.

ALSO THREE COMPONENTS……

Three components involve: Input, Database and Output

Of course the main objective to develop this system is to help HRM to find the right and very qualified people to fill the job vacancies in organization and to decrease employee’s turnover especially when the right person fix on the right position (expert on that field).

HOW ABOUT THE ADVANTAGES OF THE SYSTEM???

The advantages of the system is can reach the large target (local and oversea applicant), reduce cost and time (no more advertisement on newspaper, reduce mailing cost, reduce workload of HRD), make selection process easier and quickly.

DISADVANTAGES???

While the disadvantages of the system maybe will occur information overload (thousand of job specifics, dealing with many unsuitable applications), limited to user to access (required password, in Malaysia perspective: not everyone can afford to have internet), challenges to update information (need to have specialist team to monitor system), missing of the information (virus, spyware, system down).

Reflection on “Globalizing HRIS: Moving to a Transnational Solution”

As everyone known, HRIS has four types of HRIS organizational models… During my first lecture on HRIS model, I thought it was only three models. But after Mr. Ibrahim, our tutor summarize what we have learn, he just make me realize actually that was four models: 

•     Multinational
•  Global
•  International
• Transnational

All these four models differ in term of:

•                  Degree of centralization
•             Level of responsiveness to local issue
•             Ability to leverage and knowledge sharing

What are Multinational, Global, International and Transnational???

Multinational Model is going to being more sensitive to local and regional differences. All the responsibilities and decision making are localized (decentralized with respect to the core), giving local business units considerable freedom, autonomy and control over their own operations. It is more focusing on local needs especially in term of local culture. For example is local bank such as BSN (manage by totally based on Malaysia context).

Global Model is implementing and managing HRIS more on building single and standardized centralized system. Most of the strategic assets, resources, responsibilities, and decision making are centralized. The model will minimizes the needs of local, national, and regional business units. It more on “one size fits all”. For example is Microsoft product.

International Model is used the approach on transferring and adapting knowledge and expertise to local organizations while continuing to retain considerable influence and control over the local organizations. It strikes a balance between local autonomy and central oversight.

Transnational Model is based on these three paradoxes: sensitive to the requirements of local business units, the desire to obtain efficiencies and to share and leverage learning and innovation across the worldwide organization. It is completely new model that centered on resolving this paradox.

As a conclusion, these three models have advantages and disadvantages. It can be used depend on the situation and organization need.

Me J.U.N.A.I.D.A.H. Y.U.S.O.F

Assalamualaikum, Hallo, Nameste, Ni hao!!!

J.U.N.A.I.D.A.H

A glance about JUNAIDAH YUSOF…

I only have single name with eight letters in it, J.U.N.A.I.D.A.H and all my siblings have a short name just like me… Maybe we are the minority group that have very short name compared with others… My family called me AJUN (so aesthetic), my friends call me JUN or JU…

I’m originally come from Perak and so do my parents. But so pathetic I can’t speak in Perak slang.  I have a Chinese look (maybe..hahaha) because my grad grandfather was Chinese… No wonder Chinese always speaking mandarin with me (when I was child) until now (about two weeks ago, at college, a Chinese cleaner speak mandarin with me)…

I’m youngest, out of eight in my family. Because of that my friends (especially Indah and Raidah) always called me “ANAK BONGSU”…

Oh, UTM!!!!

WOWWWW!!!! A lot of memory that should not be forgotten at UTM… So much experience I got and the most important thing, I can build ukhwah with many people… Starting from first year I joined Jawatankuasa Kolej Mahasiswa (from vice president of management until I become president) and when I was in second year until now I joined Student Representative Council (MPM)…

HRIS, Never Happen Again…..

What was in my mind when I want to register HRIS subject (last semester), “this subject must be so bored and full with information about technology and SYSTEM!!” Honestly, I have bad experience on technology subject (happen at matriculation) and because of that I always have bad perception on technology class… But HRIS totally change my perception… Alhamdulillah…HRIS is not only about a SYSTEM but it’s including about HR component and how we need to manage it…

Even I’m from psychology field, I will try to understand HR more because I really want be psychologist in industry sector… InsyaAllah….

Reflection on “Introduction to Human Resource Information Systems”

INTRODUCTION….

I learn this topic during my second week of lecture… Wow that was so cool because I don’t really understand what HR information Systems is… Dr. Naha???  She was so cool and I like her teaching style (make me always wake up because anytime she will point at me the questions)..hahaha…

HRIS, WHAT???? ISSUES???

So, HRIS (I prefer to call HARIS rather the HRIS) is an organizational function especially certain issues of the employee such as:

•   recruitment and selection
•  training and development (help manager to plan and monitor employee from time to time
•   performance appraisal
• compensation (wages, salaries, incentive payments, fringe benefits
•   performance management 

That was the definition of the HRIS for the overall…

IS THAT HRIS DIFFERENT WITH INFORMATION SYSTEMS???

While, information systems is a system whether automated or manually (comprises by people or machine) are used to collect, transmit, process or disseminate data of the user information. For example when the organization want to do the recruiting process, they can build one system that can automatically classify based on the need of the organization. It can be used to select the potential employee and store all the data and information systematically.

PAST & NOW…. HISTORY??? HUH!!

If we compared to the pass 1950 years, virtually is never existed and nowadays, the virtual information systems widely used over the world… So now, all the information needed can be access directly through the systems without wasting more time and energy (effectively and efficiently)…

WHY HRIS IS IMPORTANT??

It was developed to increase productivity, service, safety, greater accuracy, reduce errors, improve communication among organization and non-organization community.

THE DISADVANTAGES OF HRIS:

•       Can be expensive in terms of finance and manpower.
•       Can be threatening and inconvenient (can be hack and infected). 
•       Most important thing that computer (system) cannot substitute human beings.

As conclusion, I LOVE HRIS!!!!