First
at all, I would like to address my appreciated to Dr. Nur Naha because teach us
HRIS in this semester. From the lecturer class, I have an advanced
understanding about Human Resources Information System and this subject gives
me a chance to know about the current trends in the business industry. With
that, it enhances my general knowledge which I can share with my friends and
family. Besides that, I believed that what I have learned now can help me
answers the question in final examination and can be applied in the future
especially in my working life. Lastly, the most important one is what I learned
from the class is not only knowledge but also experienced that is different
from other course students. THANK YOU DR.NAHA.
Tuesday, 23 October 2012
Human Resources Recruiting and Staffing
As
we know, human resource is the main asset for one organization. Human resources
recruiting mean that finding or attracting applicants for the organization’s
open position. Without suitable applicants apply to fill a position, an
organization is complicated to achieve their shot term and as well as long term
objectives. Therefore, human resource recruiting is a very important and
critical process. This is because effective human resource recruitment is able
to fill the job vacancy with the right person at the right time.
However, recruitment process can be implementing beyond traditional
boundaries to ensure the effective and high quality of recruitment in today’s
world. Normally, the E- Recruitment is the personnel recruitment using
internet. For instant, CDI Corporation’s Management Recruiters International
(MRI) business unit has developed different types of recruitment support system
to help the organization contact with job candidates in different country. By
that, the date obtained will help them get the qualified worker to fill the
job.
By using E-Recruitment system, a particular officer is important to
know how to function the system to ensure the recruitment process is going
smoothly. There is no doubt that E-Recruitment able to save the time and costs
during the recruitment process. But, there are some disadvantages that will
affect the recruitment progress. For example, recruiting from internet will
cause the information overload and lack of personal interaction between the
organization and applicants. Besides that, due to the large amount of applicant
apply the job, therefore the human resource department required to spend a lot
of time to screening.
In the recruitment process, the job vacancy can fill up by neither
internal recruitment nor external recruitment. For internal recruitment, the
job vacancy is open apply for current employees. The human resources department
will analyze the applicant profile such as performance appraisal to identify
whether they qualified to fill the vacancy or not. However, the organization
also will try to recruit the “new blood” form the external environment by
advertisement and internet. In Malaysia, there have famous website such as Job
Street and Job Malaysia help industry worker to find their favorable job. According
to statistical result from ComScore in 2008, job searches were increasing
fastest in the internet. Undeniable, it also helps the company recruit the
right people with the job vacancy they offer.
Reference:
Dessle, G (2011): Human Resource Management. Pearson, 178-183
HRIS System and System Architecture
In
the 21st century, many different types of organization they tend to
use human resources information system on order to enhance their
competitiveness in the industry. They believe that the system able to
increasing the productivity and effectiveness of the organization. There are 4
HRIS organization models under the system which suitable using in the different
types of organization and business.
The first type is multinational
HRIS. Normally, this model quite suitable for those large companies operated
around the world which is less focused on important of centralization.
Therefore, it is emphasize on localization in decision making and
responsibilities. The next type is global HRIS. This model minimizes the needs
of local which is different with multinational HRIS. Thus, their strategic in
managing assets and resources are centralized because it focus on maximizing
the efficiency and develop a standardized organization. For example, the
planning of each business units is under control by head quarter to ensure that
the goals can be achieved mutually.
The international HRIS views oversea
units as appendages that exist. It is focus on learning and innovation because
it facilitates the transfer of knowledge from country to country that had
developed it. Besides that, this model will benefit the whole organization
because the information is shared across the others. The last model is
transnational HRIS. This model is useful for large multinational companies with
varied culture which is under significant competitive pressures due to
increasing globalization.
Next, I will discuss the HRIS system
architecture which is the tool the defining the differences among 4 types of
HRIS models. There are 3 categories under HRIS system architecture which are
included standalone systems, data warehouse model, and single integrated system
model. The standalone system means that each business unit runs its own
independent system without integration with each other. This model normally use
in diversified multinational organizations and the data analysis are difficult.
For data warehouse model, all operating units use the same software system and
it can save the costs because the operating units shared the same applications
and enterprise advantage in dealing with the vendor. The last one is single
integrated system model. This model will automatically update the latest
information throughout the organization and normally apply by global and
transnational HRIS.
References:
Karen
B, Alfred J. Walker. (2000). Globalizing HRIS: The New Transnational Model.
James
A.O’Brien,2000.Introduction to Information Systems.McGraw-Hill
books.google.com.my/books?isbn=0967923948
books.google.com.my/books?isbn=0967923948
Information and Competitive Advantages
Nowadays,
information technology plays a very important role in many business processes.
It helps in increases process efficiencies, improves communication, and
facilitates collaboration. Besides that, using a strategic information system
in the business process can develop their competitive advantage. What is
competitive advantage? Competitive advantage is an advantage that a firm has
over its competitor. If an organization they have a very high competitive
advantage compare with others, they are able to generate more sales or profit
compare with their competitors.
Besides that, they also have
ability to retain their customer continue purchase their product or services.
With that, it will increase confident to their stakeholders to cooperate with
that particular firm. As we know, each kind of business they will faces the
different competitive forces from their rival. Therefore, they must develop a
constructive strategy in order to deal with that forces and success from the
challenges. As an example, Facebook currently is the most popular social
website compare with Friendster because many of people use it services.
There are few type of strategy can be use to encounter with
competitive forces. However, in my opinion, the cost leadership is the most
effective strategy in managing competitive. The cost leadership might help an
organization become a low-cost producer. With that, it will produce a
reasonable price with a quality product which can help customer save their
costs too. Therefore, it can increase their share in market and gain a
competitive advantage from their competitor. A competitive advantage exists
when a firm is enabling to provide some benefit as their competitor but with a
lower cost and provided extra benefit that exceed competitor product.
Besides that, the differentiation strategy will highlight the
uniqueness of your firm among your competitor and innovation strategy pursue
that your product is unique among the market product. For instance, Daiso is a
trade that providing a product that import from Japan which is operating by 3
values which are quality, variety and uniqueness. This is the one of reason
Daiso can expand their business to 24 countries and now they have totally 3078
stores around the world. Therefore, we can concluded that Daiso also implement
the growth strategy in their business because they are able to expand the
company's capability and expand into global market.
References:
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