SUMMARY

By using internet or online web-based system, all operation in organization especially in managing HR functions become more easier, faster, less cost and time consuming and the most critical parts are all data were kept safely which can be revise at anytime, accessibility can be wider where employees or third parties such as applicants, candidates, public or investors can access easily to get information and feedback.

TOPIC 6: HUMAN RESOURCE MANAGEMENT AND PAYROLL PROCESS

Personnel management started by handling payroll and personnel administration, but evolved by adding functions to handle recruiting, employee relations, and so on. HRM still viewed personnel as something that could be controlled. HCM philosophy is based on three major principles. An individual’s value to an organization is derived from his/her job-related knowledge, skills, attitude, and motivations. Human assets include full-time permanent employees, plus part-time employees, temporary employees, and independent contractors. With supply chain management, an organization’s human assets could include employees of suppliers, sales channel partners, and customers. A person’s relationship with an organization, from hiring through termination, must be nurtured and managed to obtain maximum lifetime value

TECHNOLOGY TRENDS AND DEVELOPMENTS

Technology trends and developments are included HR self service systems. Organizations might outsource other functions to support HR management processes such as web-based collaboration and payroll. Enterprise systems play a major role in implementing required HR and payroll functionality. Implementing the HRM process with an enterprise system can help recognize the benefits of integration of the HR management process with other enterprise systems modules such as financial accounting, logistics, sales and distribution.

IMPLEMENTING THE HRM PROCESS

Process inputs are in general, the HR forms in the figure capture information about three HR-related events are selecting employees, evaluating employees, and terminating employees.

Selecting employees may be initiated in one of two ways which are departmental managers that outside the HR department may initiate the process to satisfy their immediate hiring needs. Selection process may be started by the system automatically.

Evaluating employees comprises a multitude of activities. Departmental managers and supervisors are outside the HR function usually initiate evaluations or other changes affecting employees. The manager of personnel appraisal and development typically approves the review and implements such changes.

Terminating employees closes the employment process loop. Periodically, departmental managers and supervisors which in concert with HR managers must make difficult decisions about the retention of employees. If a termination is necessary, the employee change screen is used to initiate the process of changing an employee’s status from current employee to terminated employee.

PAYROLL

            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. It is also though payroll that any benefits costs borne by employees are withheld. Although some employees receive actual checks for net pay, it is more common, especially among large organizations, for direct deposits to be made to employees’ bank accounts.

Resource: Charles H. Fay and Renato E. Nardoni. Performance Management, Compensation, Benefits, Payroll, and the Human Resource Information System

TOPIC 5: WEB-BASED HUMAN RESOURCE PLANNING: RECRUITING AND STAFFING

Nowadays in the era of globalization and technology, many organizations use the automatic and easiest way in managing their operation which include human resource functions, operational process and so forth in order to decrease the time consuming and reduce cost. More than that, it is also as a challenge for organizations to compete and show their effectiveness of using technology and system to competitors and to attract vendors and investors to invest in their organization. By using the system and technology, the work become easier and any error regarding the workforce and operation can be detected and taking action directly.

            As mentioned in the above, organization use a system or a web based especially in managing human resource functions. Major uses of web based in HR functions are recruitment and selection or staffing. Recruitment is a process of promoting, screening and selecting qualified people to a positions that organization offers to current employees or public by using a variety of methods such as advertising, online promotion, direct promotion and so forth. In a recruitment process, organization will state and list out the criteria and qualification that they are looking for to choose the best candidates to pursue the next stage which called selection or staffing. Staffing is different from recruitment where this process is done by organization to select and train individuals for particular or specific job in order to identify whether the person is suitable to the task that given. Some of the test and interview might be used in this process.

            Basically the elements in electronic recruitment (E-recruitment) consist of input where personal information of candidates is store in information system and HR research system is to identify and managing job analysis and evaluation of candidates, HRIS database is to store and provide all information and lastly are output where it navigates candidates or users to get information and to be use. One of the roles of e-recruitment is to hiring candidates which suits to company. Other than that, it also to plan and analyze workforce that needed in order to maintain or keep the employees besides attract candidates to join and run an assessments.

Lastly, the implication of recruitment and selection on management are HR administration can decrease their burden because the more focusing to particular field and position. Besides, management can to be cost effective and efficient. Online recruitment and selection may permits administration to cast a wide net across a broad labor market and more likely to reach high-quality applicants. Administration can easily update all the information via using on this system.

 Resource: Kimberly M. Lukaszewski, David N. Dickter, Brian D. Lyons, and Jerard F. Kehoe. Recruitment and Selection in an Internet Context

TOPIC 4: WEB-BASED TECHNOLOGY & EMPLOYEE LEARNING AND DEVELOPMENT (ELD)

ELD system is has been used to plan and observe the employee training, career development and the employee’s performance. ELD system also has been used to analyze the employee career development. Recommend a training programs and periodic performance appraisal. Besides that, the system also can use to analyze the present program that is succeed.

THE PURPOSE OF ELD SYSTEM

The purpose of ELD is to improve and correct an employee’s performance and the organization’s itself. Estabilsh the training programs that can increase the employee’s knowledge, skill and attitudes towards their current work. Development programs by choose which program that is conducts in order to preparing the employees with their future work. To ensure the employees can keep on competitiveness and will perform in their work effectively. Lastly, the purpose of ELD is to help the employee manage their stress due to work overload.

THE FUNCTIONS OF ELD SYSTEM

 

The functios of ELD system is employee information system which every employee in the organization can access the training and development systems that related to them. Performance before training which explained that the level of performance by each employee before attending the training. The training course which includes the details of the training program will be implemented to employees who have been identified such as module, training methods, length of time and others. The transfer of training functions are the employee continuous application of KSA required and suitable during the training exercise into the organization. Last but not least, the functions of ELD system is program evaluations. The summative evaluation that have the  quantitative in nature. The formative evaluation that includes the qualitative in nature and assesses how training, learning and development that can be increase and more effective and efficient. Learning that explained both of assessment of learner’s post-training to evaluate whether transfer of training are occurred.

THE IMPLICATIONS OF ELD SYSTEM FOR MANAGEMENT

 

The implications for management based on ELD system are helps organizations in making important decisions system can improve the efficiency of recovery actions in terms of cost reduction actions to information about the staff of the organization of information can be delivered effectively and simply the system can help make the process easier to implement, facilitate timely information sharing, and enabling a consistent coordination between elements and the organization. The system is comprehensive system that integrates the ability to offer online training.

Resource: William Fitzgerald. Training versus Development. EBSCO Publishing. 2003.

SUMMARY

            In conclusion, what I have learned in class has given me more information about technology. From topic 1 until topic 3, it is all about information system that has been used in human resource field. Moreover, cross the decades also show that technology is very important. Technology is also very importance in the HR activities such as transactional, traditional and transformational activities. Besides that, the technology also can be use in our daily life such as keeping data, collecting data and to develop and implement innovative business process. Technology also can give benefit for us in the future life.

TOPIC 3: ON GLOBALIZING HRIS

This chapter is discussing about the new transnational model which is means that it is moving to a transnational solution. The content that contains in this chapter is global programs that available, exists of global HRIS organizations that manage worldwide HRIS issues and truly global software solutions exists that can manage HR benefits and payroll needs.

FOUR TYPES OF HRIS ORGANIZATIONAL MODELS

            According to Christopher Bartlett and Sumantra Ghoshal, the worldwide organizational models can be categorized into the following four types which are multinational, global, international and transnational. Each of these models has their own differences.

            The first of these models is the “Multinational HRIS” model. This type of HRIS model is particularly adept at addressing and responding to local needs and is thus more sensitive to individual cultural and national differences. Moreover, the Multinational HRIS can benefit the organizations that totally autonomous cultures because it is play an important role.

            At the opposite extreme is the highly centralized organization that has been call as the “Global Organization” model. The driving force behind the Global HRIS is focus on maximizing efficiency and on building a single standardized organization. In addition, organizations with strong homogeneous cultures benefit from such a model.

            The third model has been known as the “International Organization” model. The great advantage of the International HRIS model is focus on sharing cross border learning and innovation. This model facilitates the transfer and adaptation of knowledge, retains advantages of centralized control and process while at the same time shares best practices across local business units. This type of HRIS is useful for developing new organizations around the world.

The Transnational HRIS model is increasing the complexity, diversity and volatility. This model is the one that embraces and exploits such paradoxes. Clearly, the advantage to the Transnational HRIS model is its ability to respond effectively and swiftly to the demands brought about by the Sturm und Drang of the Digital Age.

            In conclusion, all of the models are about worldwide organizational and those model will help me to understand more about the development and implementation of innovative business processes in my future life. Besides that, I am also being able to learn cross border to share knowledge because one of these models is about sharing cross border learning and innovation.

Resource: Christopher Bartlett and Sumantra Ghoshal. Managing Across Borders: The Transnational Solution. Second Edition. Harvard Business School Press. 1998.

TOPIC 2: IS FOR COMPETITIVE ADVANTAGES

In this topic we will discover about using information system for gaining competitive advantage. The learning objectives are also to identify basic competitive strategies and several strategic uses of IT. The role of information system in order to gain competitive advantage is IT plays a major role in reengineering most business processes. IT can substantially increase process efficiencies, improves communication and facilitates collaboration.

COMPETITIVE ADVANTAGE WITH INFORMATION SYSTEM

In order to gain competitive advantage with information system, there are several strategies that can be use. Firstly, cost strategy can make producers become low-cost and also help suppliers or customers reduce costs. Secondly, differentiation strategy is use to differentiate a firm’s products from its competitors. Thirdly, innovation strategy is the products, services or markets that have their own unique. Next, growth strategy is to expand company’s capacity to produce and also into global markets. Then, alliance strategy is to establish linkages and alliances with customers, suppliers, competitors, consultants and other companies.

Besides that, other competitive strategies that can be use such as lock in customers and suppliers which means it deter them from switching to competitors, build in switching costs by make customers and suppliers dependent on the use of innovative information system, erect barriers to entry, build strategic IT capabilities means improve efficiency of business practices and lastly leverage investment in IT.

According to Michael E. Porter and Victor E. Miller in the article How Information Gives You Competitive Advantage, they go on to identify three specific ways that the technology affects competition which are it alters industry structures, it supports cost and differentiation strategies and it spawns entirely new businesses. Information technology has a powerful effect on competitive advantage in either cost or differentiation. The technology affects value activities or allows companies to gain competitive advantage by exploiting changes in competitive scope.

In conclusion, the activities that we have done in class really help me in order to understand well about this topic. The topic is about how we want to conduct business and at the same time gain competitive advantages according to the strategies that have been giving.

Resource: ME Porter… - Harvard business review, 1985 - ida.liu.se. How Information Gives You Competitive Advantage