summary

To summarize what I have express on this blog in the third of three chapters is that I'm very satisfied because

1. Finish creates this blog, even though no experience with creating a blog.

2. Learned something a about the Human Resource Information Systems (HRIS), especially about recruitment and selection, Online Induction System and payroll.  

3. I can share problems and feelings in this blog

4. Know the importance of HRIS in an organization

What I understand about the HRIS is about the system supports applications such as employee selection and placement, payroll, pension and benefits management, intake and training projections, career-pathing, equity monitoring, and productivity evaluation. These information systems increase administrative efficiency and produce reports capable of improving decision-making.

In other word, The Human Resource Information Systems is introduced by presenting the various definitions, development, costs and benefits, as well as their functions and relationship with HRM. Furthermore, different software providers and their solutions are presented.

The conclusion, I expected the subject HRIS is a very difficult to me but now I can learn something about HRIS and I can apply the subject in my life and at the workplace. So, I want to wish thank you to Dr Nur Naha and En Zarir because teach me and hope see you again the next semester. Tq ;)

reflection ~recruitment and selection

Firstly I learn about the recruitment and selection, I feel I enjoy learning about this. This is because; the topic is my group member presentation. In this subject, as what I know the recruitment function is to identify, attract, and hire the most qualified people. In other word, this task has become quite challenging because there is a growing competition for talent in the labor market. The recruitment has a E-Recruitment system.  E-Recruitment system means is online job application and processing system for employers to advertise their job opening and for candidates to submit their application via the internet.

This time I learn this subject, I learn more detail to use the system of that company especially in the Job Street system, I learn about the each of the component and subcomponent in it. Recruitment objectives include cost filling a job opening, speed of filling a job company, employee satisfaction, quality of applicants and other.  I learn this topic more to the print screen job street system. This is because, I cannot assess the system because the system have an own password. So I learn about it just referring to the print screen.

                The impact of online recruitment on recruitment objectives is:

1. Cost of filling the job opening
2. Speed of filling job vacancies
3.  Employee satisfaction, retention rates.
4. Quality, quantity, and diversity of applicants

As I can get about the topic is I know the organizations have always used social relationships and networking, including employee referrals, to attract talent. Increasingly, social networking sites such as Facebook, MySpace, and LinkedIn are gaining in use and popularity and now provide a unique method of allowing recruitment professionals.

Besides that, what I learn about selection and technology, the section focuses on assessments of individual employees and candidates, which are at the heart of the evaluation process that enable organizations to manage their talent. This is because, the selection provide data that are used for making organizational decisions. 

reflection ~~Online Induction System

Introduction to Online Induction System??  Wahhh the topic look interesting. Firstly I learn about this topic on 7 Disember 2011 by Dr Nurnaha. This topic I like and extracted when the power point back gourd like the online website. This is because the slides of the power point already have many subcomponents in it. So, firstly I see, I am focusing to the slide shows. First slide I learn about the definition. Regarding to the slide, Online induction system is an online employee induction system which is easily manage and reporting of the induction process of new employees to expose new employee in their new environment organizations and promotion requirement (Kelly Rainer, 2007). As I know about this, it is focusing to the way to manage process related human resources system.

            In this topic I learn about:

1. 1.      Induction Programs
2. 2.      Human Resource Management
3. 3.      About Our Company
4. 4.      Frequent Asked Questions (FAQ)

In induction programs, what I can understand, that means is choose the induction course that they want to undergo. For example, to induction programs, we should be taken by all employees.  In other word, induction program involvement the conditions of employment, safety, health, security & fire, Employees’ Conduct, Employees’ Involvement, Performance and Development and other. What I can see from this topic is about the cooperate employee in an organization. Other than that, our companies also expose the new employees with the organization mission, vision and philosophy. However, these topics have an advantages and disadvantages. For example, the advantage is save inductor’s and manager’s time, easy to access with induction online software and deliver procedures; provide documents and online surveys to new employees and the disadvantage more to technological complications, high cost for small organizations, lack of supervision and probability to lose the data.

To me, the topic is difficult to me because I cannot refer many references to search about this and I still confuse. But after the search and search about it, I found the implication positive and negative about Online Induction System. The negative implication is not applying their skill to train employees mine while the positive can reduce number of employees and reduce the cost of induction.

 References

http://www.atnf.csiro.au/management/ohs/induct/marsfield/page00.php

reflection~~ Human Resources (HR) Management and Payroll Process

Every week go to so fast….Finally, I already finish to learn about the Human Resources (HR) Management and Payroll Process. As I know, when I learn the subject, I get a lot of information about the payroll such as:

1.   I know the definition and basic functions of the HR management and payroll processes
2. Can recognize the relationship between the HR management and payroll processes and their environment
3. Understand the logical and physical characteristics of the HR management and payroll processes and other.

I very excited to learn this topic because I also learn about this during my practical at Kluang in Company Liebherr’s. As I know, payroll is the transactional process through which compensation is transferred to employees and federal, state and local income and payroll taxes are withheld from employees’ checks. Many companies often merge payroll in HR. Majority of organizations, payroll is a function administered by finance or accounting rather than the HR department. At the class, I always related the subject with my environment especially during practical time. This is because, during me practical, I learn how to key in the data about payroll to the system. I use EPE system. What I learn about the payroll process is generally automated because computers are much faster at handling the repetitive computations necessary (payroll is also the most frequently outsourced application in accounting. It also, the data entered into the payroll system from inside the organization include compensation data, benefits data, and deductions data.

             

In other word, payroll is a part of HR module. For me, payroll is the most heavily outsourced HRM function. Refer to the website Wikipedia; the payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. However, the payroll usually has the responsibility for keeping track of income and payroll tax rates and applicable salary levels. For example, tax rates data is a contains current tax rates (federal, state, county and city) for employee withholding and employer accruals, attendance time record have a lists hours employee are at the job site available for work; usually kept on time card and the last one is job time records. This is a start and stop times for particular jobs for direct labor distribution.

Besides that, I already learn about payroll journal. The payroll journal contains detailed, selected payroll data for several employees, for whom payroll has been run in a particular time interval or a selected payroll period. So the conclusion about the topic, I very happy learn this topic and hope can explore more about payroll which part I don’t know and I don’t understand.

References

1.      file:///C:/Users/user/Documents/2011/HRIS%20SHP%203423/blog/Human%20resource%20management%20system%20-%20Wikipedia,%20the%20free%20encyclopedia.htm

2.      http://help.sap.com/printdocu/core/print46c/en/data/pdf/PYINT/PYSOME_PAYROLL_JOURNAL.pdf

summary

To summarize what I have express on this blog in the third of three chapters is that I'm very satisfied because
1. Finish creates this blog, even though no experience with creating a blog.
2. Learned something a about the Human Resource Information Systems (HRIS),   particularly in the areas of globalization
3. I can share problems and feelings in this blog
4. Know the importance of HRIS in an organization

What I understand about the HRIS is referring to (Gerardine DeSanctis, 1986: 15) The system supports applications such as employee selection and placement, payroll, pension and benefits management, intake and training projections, career-pathing, equity monitoring, and productivity evaluation. These information systems increase administrative efficiency and produce reports capable of improving decision-making.

In other word, The Human Resource Information Systems is introduced by presenting the various definitions, development, costs and benefits, as well as their functions and relationship with HRM. Furthermore, different software providers and their solutions are presented.

 Lastly, I like to focus about globalization because I like this part in HRIS subject. However, HRIS competitive advantages also important. So I hope HRIS can develop the technology in a future. This is because, represents a significant break with the past, but an improvement in overall organizational effectiveness. Consequently, given the authority and relevant accessible information for decision making, both managers and employees respond more quickly to changes (Lengnick-Hall and Lengnick-Hall, 2002). Therefore, HRIS is very important to all organizations.

Thank you...(~.~)

References

 http://www.pafis.shh.fi/graduates/agyasa05.pdf

reflection 2 (~_~) .....globalization

What globalization and information system??

Actually, firstly I learn about this topic, I confuse about globalizing HRIS because I late to come the classes, so I late to know this topic about introduction in globalization. But now, I already know about globalization after En Zarir discuss and discuss and teaching about globalization.

Besides that, in classes Dr. Nur Hana at 19 Oktober 2011, she gives me a quiz. When I take and answer the quiz, I already know more about globalization. I like the ways to mark the quiz because I learn more about globalization. This is because, when I give the mark to my friend, I already learn something and can see the different answer because the answer different each other. When answering the quiz, I was a bit worried because quiz is given by Dr.Nur Hanawas suddenly. When I answered the quiz, I was not sure whether correct or not. But when I know my marks, I am glad though no full marks ... =)

The important things that I took from the topic is:
1. The four types of HRIS models (Multinational, Global, International and Transnational)
2. The three critical components of transnational HRIS

3. The three different strategic needs that drive organizations in selecting each model.

4. The HR service delivery model.

The issue of playing in my mind is that the problems faced in the globalization. According to (Karen V. Beaman) one problem with which we struggle in global HRIS is that building a truly global system is a tall order. To me to build a truly global solution requires the amalgamation related with knowledge about various business practices, environment culture, and legal systems.

Reference: Karen V. Beaman, International Association for Human Resource Information Management, Retrieved October 11, 2010, from
http://books.google.com.my/books?id=czzY2gccsnQC&pg=PA19&lpg=PA19&dq=multinational+HRIS+model&source=bl&ots=dnIRuBzPJv&sig=voNqelBHXSRx2aabjAWTm3nuzSU&hl=en&ei=duuTTuySO4ynrAfTo7nBBg&sa=X&oi=book_result&ct=result&resnum=1&ved=0CDEQ6AEwAA#v=onepage&q=multinational%20HRIS%20model&f=false

reflection 2 (~_~) .....competitive advantages

At first I learned about this subject, I say I'm quite honestly not clear at first. But when Dr. Nur Hana give tasks and presented in three groups, I've seen what I've learned that touched on competitive forces & strategies is about:

• ·         Rivalry of competitors within its industry
• ·         New entrants into an industry and its markets
• ·         Substitute products that may capture market share
• ·         Bargaining power of customer
• ·         Bargaining power of supplies

I am very happy with the activities provided by Dr. Nur Hana in this topic because through this I can learn how to adapt this topic with what I saw. For example, I can the difference the automobile protons with produa related competitive forces and strategies such as about the design, model and other. When these activities are done, I believe that all students are like and enjoy and not feel sleepy when you are in my particular class ... (",)

In my opinion, when I learned competitive advantages, I can determine how to implement the basic strategy. For example, I can identify and explain how a business can use IT to confront the Competitive Forces it faces. There are five competitive advantages which including cost leadership, differentiate strategy, innovation strategy, growth strategy and alliance strategy. These five competitive advantages have their own roles to help organizations to gain more profits in future. Such as, referring to Stutz and Warf 2009, competitive advantage attempts to correct for this issue by stressing maximizing scale economies in goods and services that garner premium prices.

My suggestion is that future such activity shall be done, especially when the class of 2 hours. And I am sure the students are like if these activities outside of me especially ....=)

References

http://en.wikipedia.org/wiki/Competitive_advantage