CONCLUSION

      There are three basic systems architecture in HRIS are Standalone System Model, Data Warehouse Model and Single Integrated System Model. These systems is helpful in the organization for the operations. Other than that, recruitment and staffing process is important processes since it is include in part of the human resource management. This processes could give impacts to the performance of the employees as well as the organization. Next, the web based employee self-service that make easier for the employees in terms of to manage their personal informations such as filing for reimbursements, accessing organization’s  information or updating personal information.

As the conclusion, HRIS is helpful for effective and efficiency of the organization’s operation. This is because the organization have good plans and strategies in order to achieve the organization’s objectives. Besides, the selected employer and employees are must qualified one and have good skills for suited with the job provided.

(150 words)

WEB BASED EMPLOYEE SELF-SERVICE

            Web based employee self-service (ESS) is a application that use for the employer and employees to communicate and interact directly. This  application that can be made available over a company’s intranet, portal or a specialized kiosk. Besides, employees able to see and update their important informations in order to ensure they do their job in good and efficient way. So, in the web based employee self-service, Human Resource Information System (HRIS) is used because it is related to the information technology which is include the database of the organization. The ability to see and update information is depend on two of the factors. Firstly, if the informations is the employee’s own personal informations and secondly is if the employee is given the management right in order to manage well of their information.

In the web based employee self-service, the benefits to the employees such as to obtain the informations, conduct the transactions and getting the shortcut of processes that need a few steps and others. Besides, the customers and employees can access information and perform routine tasks over the Internet without requiring any interaction with a representative. For instance, the employee does not have to go the bank to do the payment instead just online for a short time and after a while, the information will updating.

Next, the commonly applications for self-service in the organization which is divide for the employer and the employees. The applications of self-service for the employer that called Manager Self-Service (MSS) is purposely for the organization’s strategic which are personnel changes, salary actions and job requisitions. While the employees’s applications is for the effective interaction between the employer and the employees. The applications are Human Resource (HR) communication, benefits servises, personnel data updates and job posting. Those applications is for make the operation of the organization is going smoothly.

            In web based employee self-service, there are Human Resource management involve which is personal data quality that the employees validate the infromations. Besides, the employee empowerment which are include the management of their position or the career in the organization, the options of the reward systems, and development opportunities for their benefits.

As the conclusion, the web based employee self-service is give the benefits to the employees in the management of the informations or the work-related data for doing good job and for more organized in the organization’s operation.

(394 words)

REFERENCE:

Andrzej Targowski, J. M. (2007). Enterprise System Education in 21st Century. Information Science Publishing.

HUMAN RESOURCE RECRUITING AND STAFFING

            Recruitment and staffing process is part of the human resource management. Recruitment is a process of identify and having the best qualified candidates for a job vacancy. According to Michael J. Kavanagh et. al (1990), the goal of the recruitment function is to identify, attract and hire the most qualified people. The companies are refer to find the most qualified talent in local and abroad borders in order to increase the effectively and efficiency of employees to achieve the goals of company. The companies are using Internet to attract the job applicants all around the world, for instance, is online recruitment now had been developed by the companies in order to attract and get the qualified applicants in labor market and also intention of making an offer of job when the time is right.

            Electronic recruitment or e-recruitment is use widely around the world. This is because online recruitment could save the cost, time and also improve the efficiency of recruitment process. For instance, a company can saved 95% of recruitment costs when used e-recruitment instead using the traditional methods such as newspaper advertisement, application letter and others. Other than that, nowadays no more application letter is using but the job applicants is fill up all the information in the form provided by the company’s web site or job board by online for a short period in an easy way.

            Next, staffing is important process since in this process the company make sure that in the company has enough number of employees which is have appropriate and good skills in the right position and job at the right time. This is to make sure the employees able to achieve the company’s objective and goals.  Other than that, the selection is part of staffing so, in this process, the company need do with careful in order to choose the individuals from the group of job applicants that very suited for the job offered and the company.

                Good staffing process is have good planning since this process is for make sure the company have good employees and for good strategy. Besides, having the qualified and suitable of candidates is for efficiency and effectiveness of the productivity and next will make the company is successful. So, the company should take count in the recruitment and staffing as well as to achieve the objectives and goals.

(392 words)

REFERENCE:

Michael J. Kavanagh, M. T. (1990). HUMAN RESOURCE INFORMATION SYSTEM: BASICS, APPLICATIONS AND FUTURE DIRECTIONS (2nd ed.). SAGE PUBLICATION.

HRIS SYSTEMS AND SYSTEMS ARCHITECTURE

HRIS system allows the employer and employees to enter performance data, display and analyze it for over time and use the data as input for both the employee’s personal development plan and the organization’s long-term workforce and succesion plannning. Three basic systems architecture in HRIS are Standalone System Model, Data Warehouse Model and Single Integrated System Model.

1)      Standalone System Model

This system architecture is a most basic model which is each operating unit runs by its own independent system with no integration and no worldwide standard in place. Besides, the Standalone System Model is identify as a Multinational HRIS Model which is useful for large and diversified multinational organization, most of the organizations have grown through acquisition. Next, this system is hard for to do data analysis and there is said that even the most basic headcount reporting becomes difficult.

2)      Data Warehouse Model

This system is common but more advance model than others. In this system, the same of software is use for each operating units. Oracle, SAP and PeopleSoft are the companies that use same system for all their operating units. This is will give advantages to the organization in terms of increasing the resources in order to reduce the cost with the standardized data for instance share knowlegde. Besides, there is good for the organization in dealing with the seller. This system architecture is in an International HRIS Model.

3)      Single Integrated System Model

This system is the most advanced. This system only focused to headquartes and connected with region or country. It has networking of each others and also every regions are mutually linked. The data will update automatic through the organization and data get from the main warehouse. This system identify global model that highly centralized and standardizes which minimized and needs of the local business unit. Other than that, this system HRIS also uses the same of screen worldwide with the appropriate changes follow the languages of the countries. Other than that, global and transnational HRIS Model most commonly have the Single Integrated System Model.

            As the conclusion, these three systems architecture have their own uses which is that could give benefits to the organization’s operation units which is either suitable for multinational, globally, international or transnational models.

(375 words)

REFERENCES:

Beaman, K. V. (2002). Boundaryless HR: Human Capital Management in the Global Economy. Rector Duncan & Associates.

Susan E. Jackson, R. S. (2009). Managing Human Resources (Eleventh ed.). Cengage Learning.

WEBFOLIO 1 - INTRODUCTION

My name is Nur Anisah binti Md Misran and I am 21 years old. I’m study in Bachelor’s Degree in Science Human Resources Development at Universiti Teknologi Malaysia (UTM). I want to be a Human Resources (HR) Manager since my major is Human Resources Development (HRD).

What is Human Resources Information System (HRIS)? Based on my understanding, HRIS is a subject that related to the use of information technology. In this subject,we learn how HRIS can help the organization to increasing the efficiency of administration in reducing cost, enhancing the reliability of reporting and improving service to internal customers. Besides, we could learn the system that can be use in the organization which is will make our work easier. For instances, Web-based employee self-service system which is the employeer and employees can easy to obtain and update their important informations such the salary, benefits services and other.

(147 words)