CONCLUSION

The advancement of technology like in computerize system make many organization don’t want to be left behind to follow in utilizing information system in improving and developing for the organization growth. Human Resource Information System plenty of advantages in the aspect like in Human Resource recruiting and staffing, in performance management system, and also including web based employee self service and so on. First is HRIS in Human Resource recruiting and staffing can affect the organization to attracting and selecting the suitable employee with high competency and qualification to fulfill the vacancy requirement. Then, in HR performance management system that information technology can give the organization the overview of overall of employee’s performance in individually or in team accurately. And lastly, web based employee self service facilitate the employee to easily access to their personel records like updating their personel detail, apply for leave, payroll, internal jobs vacancy and other. (150 words)

WEB BASED EMPLOYEE SELF SERVICE

            Employee self service or also known as e-HR refer to the electronic means by which staff can gain information, add the data to the system, carried out transaction  and so on. In the most developed approaches the result is fully integrated, organization-wide electronic network of HR-related data, information services, databases, tool and application are generally accessible at any time by employees, managers and HR profesional.  (Reilly &William, 2003).

            The influence of internet and browser technology has seen the growth of employee self service implementation. Employee self service is an internet-based solution that provide employees with a browser to relevant Human Resource data and transactions. This enable employee to access using their own computer. The employee can update their personel details, apply for leave, and view their pay detail and including the benefit, viewing internal jobs vacancy, and also book training and travel. The benefit of employee self service is it reducing administrative overhead and freeing of HR staff for more strategic activities, improve data integrity which mean the data will keep confidential, and empowerment of employee. (Tatnall, 2008).  

            Reilly &William, 2003 were identify several  advantages for using the web based employee self service such as can save cost because only need a few people to deal with the queries or transaction as they are managed online. Besides that, it has better quality information on the system as those with the knowledge or expertise have loaded the material and it improve management information based on better records. Furthermore, with the web based employee self service also can produce  better productivity, if management time is no longer diverted to Human Resource administration. It help in increase empowerment of staff, so that they have more control over their live especially about their personel detail and providing them with easier in accessing or updating the information.

            With the development of the technology, the organization should support in fostering the environment that recognize the web based employee self service is part of the way in managing and administrating the organization more efficiently. The most important is the management and employees feel secure, private and confident in all aspect of stored data component for keeping the data safe. (Oliver, Romm Livermore & Sudweek, 2008). HRM professionals see employee self service as a value, not just because it increase empowerment of employee but also reducing error in paperwork and cost. (400 words)

Reference

Reilly, P.A. & Williams, T. (2003). How to Get Best Value from Hr: The Shared Services Option. England: Gower Publishing Limited.

Tatnall, A. (2005). Web Portals: The New Gateways to Internet Information and Services. United State of America: Idea Group Publishing.

Oliver, D., Livermore, R.C. & Sudweeks, F. (2009). Self-Service in the Internet Age: Expectations and Experiences. Springer-Verlag London Limited.  

HR PERFORMANCE MANAGEMENT SYSTEM

            Every managers are responsible to appraise the subordinate performance. If their performance is good then reinforce it, but if otherwise the employer should take corrective action to improve the performance. Performance management is the process of identifying, measuring, developing the performance of individual and teams continuously and reconcile the employees performance with the organization goals. Compare to performance appraisal, it only evaluating the employee current or past performance relative to their performance standard. But the for performance management  the employer is review his or her subordinate continuously, like daily, weekly to ensure continuous improvement. (Dessler, 2011). This is because the performance appraisal just as part of organization overall performance management process.

            By conducting performance management to the employee, manager can motivate them functioning as a key component of the total reward process. The performance management is also associated with pay by generating the information required to decide on pay increase or bonuses related to performance of the employee. (Armstrong & Baron, 2005). By carried out performance management correctly, it can increase the engagement and motivation of employee and providing them with positive feedback and recognition which is this is part of total reward system. Other than that, performance management also function as identifying employee’s talent and potential, to making planning learning and development activities in improving employee performance. (Armstrong,2008)

            According to Kavanagh, Thite and Johnson (2011), performance management process encompass three part which is performance planning, performance observation and also give positive feedback or corrective feedback. The summarize of periodic performance also develop to support this performance management process as a performance planning and providing data for variety of HR decision such as rewards, staffing, training and other decision which involve the employee relationship with the organization.

            By using information technology to support performance management, it give management actual overview of the performance for each team in organization. And then take corrective action at once to avoid any problem arise or something that out of control. Other than that, if the organization use IT supported tool like scorecard software or digital dashboard, the employer can continuously monitor and assess each team and employee performance. So an effective and up-to-date performance management system can give impact to outcome of the employee performance in term of the accuracy of information or the effectiveness in evaluating employee work standard whether align with the goal, mission of the organization. (Dessler, 2011). (400 words)

Reference

Dessler,G. (2011). Human Resource Management. United State of America; Pearson Education, Inc.

Armstrong, M. & Baron, A. (2005). Managing Performance: Performance Management in Action. London; Chartered Institute of Personnel and Development.

Armstrong, M. (2008). Strategic Human Resource Management: A Guide to Action. United Kingdom: Kogan Page Limited.

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

HUMAN RESOURCE RECRUITING AND STAFFING

            Recruiting and staffing is one of the Function of Human Resource in managing the employee in organization. In human resource planning, it is important to match up the requirement of employee with the supply of the labor whether internal or external sources. (Nankervis, Campton & Morrisey,2009).  This is involve the recruitment process which means finding or attracting applicant for the for the position that were offered.(Dessler,2011).

            Other definition of recruitment is as the process of searching and obtaining applicant for jobs , from among whom the right people with the right knowledge, skill and ability can be choose.  The main purpose of recruitment is to provide a pool of potential and qualified candidate. A recruitment process assist the organization to attract highly qualified and competent people, to ensure the selected employee stay longer in company and reducing turnover, make sure that there is match between cost with the benefit that acquire in selecting the employee and try to create more culturally diverse of work force in the organization.( Aswathappa,2005)                                            

Staffing in organization involve bring outside people into the organization who suitable and fit in a particular job. Staffing process consist of such activities like human resource planning and job analysis, recruitment, selection and orientation. There are many kind of factor that may attract people interest to work in some organization. ( Amos, et al, 2009).  While according to Dyck & Neubert, 2008, are defining staffing as a process to fulfill the responsibilities of current or future employment in the organization by identifying, attracting, hiring, and retaining people who have the KSA that organization needed. After job analysis and job description have been develop suitable with the organizational strategy, and then move to recruiting and selecting part.

            By using Human Resource Information System (HRIS), the organization are able to identifying the demand according to the jobs skills required to compare with the database of the current supply of talent. The information of the HRIS show the gaps that occur between forecast needs and the employee supply that available for the purpose of HR planning. (Dyck & Neubert, 2008). Today many people looking the jobs opportunities by online. Now most people use internet based recruiting as their choice compare than newspapers advertisement and so on. The benefit by this kind of site is it facilitate to people by developing personel relationship for networking and employee referral. (Dessler,2011). (400 words)

Reference

Nankervis, A. Compton, R. Morrissey, W. (2009). Effective Recruitment and Slelection Practices. Australia; CCH Australia Limited

Dessler,G. (2011). Human Resource Management. United State of America; Pearson Education, Inc.

Aswathappa, K. (2005). Human Resource And Personnel Management. New Delhi; Tata McGraw-Hill Publishing Company Limited.

Amos,T.L, et al. (2008). Human Resource Management. South Africa; Juta and Co Ltd.

Dyck, B. & Neubert, M. (2010). Management: Current Practices and New Directions. Boston; Houghton Mifflin Harcourt Publishing Company.

INTRODUCTION

My name is Siti Aisyah binti Marikon. 22. I was born in 11 June 1990. I am come from Muar, Johor. I am taking course in Bachelor Degree of Human Resource Development at University Technology Malaysia (UTM) in Skudai, Johor. Before this, I took Sijil Tinggi Pelajaran Malaysia (STPM) in SMK Sultan Alauddin Riayat Shah 1, Pagoh. This is my third years in UTM and I am taking the subject of Human Resource Information Systems (HRIS) for this semester. In this HRIS subject, I think it quite tough subject at the beginning, because even though basically it about human resource but it’s associated with information systems. But I started to understanding now. So, human resource and information system is related to each other. How we can applying information system in human resource function. Because as I know, Human Resource Information Systems  is a very important component in organization  nowadays. (150 words)