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.
Thursday, 20 October 2011
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.
Tuesday, 18 October 2011
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
Sunday, 16 October 2011
TOPIC 1: INTRODUCTION TO HRIS
Human Resource Information System (HRIS) is actually the combination of the two fields which are Human Resource Management (HRM) and Information Technology (IT). The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM) which I will explain about it later.
HISTORICAL EVOLUTION OF HRM AND HRIS
The historical evolution of HRM has stated that role of HRM for the early 20th Century as a caretaker whereas in 21st Century as a strategic partner. This historical analysis will show how the role of HRM in the firm has changed over time from primarily being concerned with routine transactional and traditional HR activities to dealing with complex transformational ones.
In the Pre-World War II, HR function only focuses on record keeping of employee information. Meanwhile in the Post-World War II (1945-1960), HR functions are to improve recruitment and selection procedures. Labor union also has been established to responsible for employees from abusive worker. These unions scope were in relationship with management.
HR functions in Social Issues Era (1963-1980) are as the prohibition of discriminatory practices, the promotion of occupational health and safety (OSHA), the provision of retirement benefits and tax regulation. Usage of IT among government and private sector are for database computer. Unfortunately, database computer was burdened especially in transactional activities. Strategic Human Resource Management (HRM) functions are commonly been used in company such as goals, mission, vision and strategic of organization.
HR ACTIVITIES
The HR activities can be divided into three broad categories which are transactional, traditional and transformational (Wright, McMahan, Snell & Gerhart, 1998). Transactional are deal mostly with record keeping of employee information. Traditional involved HR program such as recruitment and selection. Transformational such as labor unions or OSHA.
In conclusion, most of the HR activities have been through in my daily life without unnoticed such as record keeping. The record keeping activity is very important in our life. Without record keeping we cannot easily remember back what we have learned before and applied it in the future. Besides that, technology such as computer is also very important for us. The computer helps to complete our task just in a few minute and collect data from everywhere.
Resource: Mohan Thite, Micheal J. Kavanagh, and Richard D. Johnson. Evolution of Human Resource Management and Human Resource Information Systems: The Role of Information Technology
Friday, 14 October 2011
I * MY * ME * MINE
Assalamualaikum w.b.t & Salam 1Malaysia…
This blog is belonging to me, Nuriswani binti Abdul Halim. I was born on October 19, 1989 at Hospital Langkawi, Kedah D.A. At the end of this month, my age will turn into 22 years old. I am now studying at UTM Skudai by taking Bachelor Degree in Science of Human Resource Development. My hometown is Langkawi and I live with my mom, my dad, eldest brother, 2 youngest sisters and youngest brother which are so naughty boy.
I am a quiet person and cannot go through with others person if I do not know them. But, once you have become my friend you will know my truly style and my behavior which are I like and I doesn’t like. I can adapt with a new environment and I learn to be more independent. I am a simple person and do not mess with the things. I also have learnt to be more confident in whatever I am doing.
When I was in primary school, I was active in school sport events especially for marching competition and when I was in standard 5, I had be given responsibility and trust by teacher to become school prefect. While I was in secondary school, I had joined the association and getting busy with the activities that has been organized. I was an Executive for ICT & Documentation in Pre-University Council during my form six and I have organized many programs. Besides that, I also become as members for SMART and STRATEGI associations in faculty.
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| ME, BROTHER & MAMA |
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