~ conclusion ~
HRIS...
system that allows a business to streamline the administration of employee benefits. In many cases, employees and new hires may electronically enroll in benefit plans. They may also have the capability of logging onto the system to monitor and update their current coverage throughout the year, changing status, dependent information and contact data as required. A self-service system allows for benefits to be efficiently administered with as little manpower as possible, saving an organizations time and money.

finally!!! 4 months just a short period to learn all about HRIS. Less than 3 weeks we will face our final exam. To be honest, after I've attend 1st class for this subject, feel like want to drop cause too many things request from Dr. Naha. Blog, CPD, assignment, presentation, fuhhh...make me want to cry.
But now, I'm done. Malaysia Boleh!

~live hell @ live well, we choose!~

Role of Technology in Supporting Performance


The Web

ü  Online performance appraisal forms

ü  Administration and analysis of full-circle feedback or other types of customer input

ü  Creation of self-paced learning program to help managers understand PMS eg: University of California

ü  Creation of individual scorecards that cascade companywide balanced scorecards.

Third-Party Vendors

Ø  Administration of competency and skills databases.

Ø  Tracking completion of performance appraisals.

Ø  Technology-driven databases of performance objectives and language to provide timely and meaningful feedback are available.


I like this topic!!!!! ERP Providers related with my daily job basis....^.^

ERP Providers

v  Manage and track performance management

          e.g.: PeopleSoft’s Workforce Analytics module tracks companywide performance against a balanced scorecard and calculates retention probabilities for individuals, groups and departments, using performance criteria and output as one of the key variables.

                        

         

** Role of Technology in Supporting Performance**

Payroll oh payroll. Our next topic!! J

The Payroll Process

•         Many companies often merge payroll and HR

•         The payroll process maintains records of payroll taxes, fringe benefits, attendance/absence, time worked and employee paychecks

•         The payroll process is generally automated because computers are much faster at handling the repetitive computations necessary (payroll is also the most frequently outsourced application in accounting)

•         Current HR software reaches far beyond simply doing payroll and includes:

–        Benefits admin, applicant tracking/processing, skills inventories and compliance reporting

•         Much of HRM is NOT captured by GAAP

–        But accountants must recognize the immense value of human capital and its effect on the long-term financial health of the organization

The Payroll Process

•         Payroll generally falls under the controller’s office with the treasurer participating in distributing paychecks

Payroll Data and Flows

•         Tax rates data

–        Contains current tax rates (federal, state, county and city) for employee withholding and employer accruals

•         Attendance time record

–        Lists hours employee are at the job site available for work; usually kept on time card

•         Job time records

–        Start and stop times for particular jobs for direct labor distribution

Federal Payroll Tax Reports

•         941 (report of FICA taxable wages)

•         W-2 (employee wage and tax statement)

•         1099 (reports non-salary income)

•         Employee Retirement Income Security Act (ERISA) reports (reports on private pension fund assets management)

Payroll System Controls

•         Segregation of duties between HR (employee record creation), payroll (prepares payroll) and AP/cashier (disburses cash)

•         Direct deposit (eliminates opportunity for check fraud)

•         Review of employee master data for duplicate names and/or social security numbers

•         Comparison of actual payroll to budget

**PAYROLL**

One of the important things for career development is PERFORMANCE MANAGEMENT.

Definition:

Employee performance management is the process of involving employees in accomplishing your agency’s mission and goals.

Employee performance management includes:  planning work and setting goals, monitoring performance, developing capacity, reviewing performance, and rewarding good work.

Performance Management Cycle

Stages of Performance Management

      Stage 1 – Planning

•          Work goals

•          Competencies

•          Learning

Performance planning at the start of the year and then periodically is the core of the performance management process.  The performance plan should be a written document.

•          Performance results – the what

–        Performance outcomes or standards – from job description

–        Performance objectives for the next time period

•          Performance behavior – the how

–        Competencies, performance factors,  or behavior expectations

•          Development objectives

MBO is a system in which specific performance objectives are jointly determined by subordinates and their superiors, progress toward objectives is periodically reviewed, and rewards are allocated on the basis of this progress.

      Stage 2/3 – Monitor and Develop

•          Feedback

•          Coach

•          Adjust goals

Daily performance management!

Monitoring includes measuring performance and giving feedback.  Two way communications between the manager and employee throughout the performance period is critical to the performance management process. 

Daily performance management

•          Feedback and coaching – informal

•          Monitoring and tracking performance against standards and progress toward goals.

•          Quarterly performance planning and performance discussions

•          Development through coaching, training, challenging or visible assignments, improving work processes

Stage 4 – Review

•          At least annually

•          Discuss

•          Document

The formal process of documenting results the employee has achieved and behaviors and/or competencies displayed should occur at least once a year.   

**PERFORMANCE MANAGEMENT SYSTEM**

The next topic is regarding Recruitment and Staffing. This topic was about recruit and selection new staff in organization.

As per explanation by Dr. Naha,

*        Recruitment is the process of attracting , screening and selecting qualified people for a position in an organization

*        Staffing is the process of selecting and train individuals for specific job functions and charging them with the associated responsibilities.

Five must have in terms of recruitment:

•  Streamline the recruitment process, reducing administration time and duplication of effort.
• Build a highly functional database, capturing information their potential talent tool.
•  Integrated online recruitment with internal HR information systems, including payroll.
• Ensure an efficient and user friendly experience for candidates.
• Present a consistent and professional approach and process across all offices.

E-Recruitment system is the online job application and processing system for employers to advertise their job opening and for candidates to submit their application via the internet.

Impact of Online Recruitment on Recruitment Objectives

•  Speed of filling job vacancies
• Cost of filling job openings
•  Retention Rates
•  Psychological Contract Fulfillment
• Quantity, Quality and Diversity of Applicants

2 main objectives why this system was develop:

1) To help the human resource management to find the right people to fill the job vacancies in organization

2) To decrease employee’s turnover

Objectives of Recruitment Process

*         Cost

*         Speed of filling up vacancies

*         Psychological contract fulfillment

*         Satisfaction and retention rates

*         Quality and quantity of applicants

*         Diversity of applicants

Technology issues

•       Validity  and security issues

•       Availability

•       Changes to environment n tools

•       Outsourcing

•       Resource capabilities

•       Delivery and systems architectures

Implications on Management

1. HR administration can decrease their burden because the more focusing to particular field and position
2. Management to be cost effective and efficient
3. 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.
4. Administration can easily update all the information via using on this system.

Recruitment Strategies and Social Networking

*         Facebook, Twitter, MySpace, LinkedIn, Jobstreet

*         SHRM

*         Increased used

*         No formal policy

*         Passive applicants

*         Cannot be used to screen applicants

*         Negative information 

** Recruiting and Staffing**

~special dedication~

I've dedicated this blog to my lecturer Dr. Nur Naha Abu Mansor for the course SHP 3423 Human Resource Information System.

Thanks a lot for being a good lecturer. I've learn so much from u. ^__^

~live hell @ live well, we choose! ^__^~

my name is Halimatun Sa'adiah Binti Masdar. Friends call me Matun.

Stay at Bandar Sunway, PJ. My hometown at Bagan Datoh, Perak.

I'm a workaholic, also a part time student at SPACE UTM. On the second year, many things to do and to learn.

HRIS is one of the subject I've registered on this semester and quite challenging cause this is first time I've create a blog! ^__^

Working at Steelcase for 1 year, more on data analyst. So HR subject is not so related with my working background. But I'm interested to learn more about HR cause it's good for career development.

Working at the private sector is a big challenge..for me. Cause we have to compete, have to be as good as you can. Sometime have to going for extra miles to achieve KPI (Key Performance Indicator) and meet the higher management, especially boss's expectation. It's not easy to make people satisfied, when it's related to business profit and growth.
Luckily I have the boss that understanding our job task, and my situation. Be very patient to guide me and explore me to others things i haven't try and haven't think before.
It's not easy to make people satisfied, but at least we should try our best to be the best among the best. 
I'm proud to be who i am today! 

:) Thanks to those who hated me, they made me a stronger person.

:) Thanks to those who loved me, they made my heart bigger.

:) Thanks to those who were worried about me, they let me know that they actually cared.

:) Thanks to those who left me, they made me realize that nothing lasts forever.

:) Thanks to those who entered my life, they made me who i'm today.

~just want to Thank you for being there in my life~

hi!!!!!feel like the time during primary school, STORY TELLING!hehehe.. ^.^
so today i would like to talk about.... 

HRIS: FUNCTIONS AND MAJOR ACTIVITIES

This topic was not including in our course outline, but I think it’s important as a basic knowledge we have to know before we proceed to the topic we have learnt during HRIS class. Refer to “The Impact of Human Resource Management on Organizational Performance: Progress and Prospects” by Becker, Brian and Gerhart, Barry. (1996). The first stage on HRIS functions is Strategic Integration. This is used to aid top management in making long term HR planning. Then we move to Personnel Development. The function of personnel development was to enhance worker's skills and abilities. Also includes quality of work life enhancements. Communication and Integration was used for Inter-organizational communication support and coordination of disparate organizational activities including change. We used Records and Compliance to manage organizational information and ensure governmental compliance. Human Resources Analysis as on-going means of gathering and diagnosing human resource needs. Ehem…what else!let me think! Ahha! Knowledge Management as a part of facilitates development and information retention of beneficial human resource practices. Forecasting and Planning was important for the long range planning to assess future organizational HR needs. Last but not lease, Organizational Vision will drives and integrates the HRIS factors to positive organizational outcomes ~Becker, Brian and Gerhart, Barry. (1996). The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39, (4), 779-801~Cascio, Wayne F. (1998) Managing human resources: Productivity, quality of work life, profits. Irwin: McGraw-Hill~

hi..we met again!!!!today I would like to tell you all about the topic "The Competitive Business Environment and the Emerging Digital Firm"

We have discuss the topic "Managing The Digital Firm" and we have go through four powerful worldwide changes that have altered the business environment, as below:

Globalization

• Management and control in a global marketplace
• Competition in world markets
• Global work groups
• Global delivery systems

Rise of the Information Economy

• Knowledge- and information-based economies
• New products and services
• Knowledge: a central productive and strategic asset
• Time-based competition
• Shorter product life
• Turbulent environment
• Limited employee knowledge base

The growth of the information economy

Transformation of the Business Enterprise

• Flattening
• Decentralization
• Flexibility
• Location independence
• Low transaction and coordination costs
• Empowerment
• Collaborative work and teamwork

Information technology capital investment 1980-2003

Emergence of the Digital Firm

• Digitally enabled relationships with customers, suppliers, and employees
• Core business processes accomplished via networks
• Digital management of key corporate assets
• Rapid sensing and responding to environmental changes

*make me feel HRIS become more challenge!!! @.@

~MANAGING THE DIGITAL FIRM~

i like this topic!!!! finally found something interested in HRIS... >.<

FIVE COMPETITIVE STRATEGIES

Cost Leadership

Become low-cost producers

Help suppliers or customers reduce costs

Increase cost to competitors

Example: Priceline uses online seller bidding so the buyer sets the price


##hmmm..how to be a good leader...

Differentiation Strategy

Differentiate a firm’s products from its competitors’

Focus on a particular segment or niche of market

Example: Moen uses online customer design


##steelcase's tagline##love how you do work##

Innovation Strategy

Unique products, services, or markets

Radical changes to business processes

Example: Amazon’s online, full-service customer systems


##yes!!!like wormhole at office!

Growth Strategy

Expand company’s capacity to produce

Expand into global markets

Diversify into new products or services

Example: Wal-Mart’s merchandise ordering via global satellite tracking.


##steelcase already global.. ^___^

Alliance Strategy

Establish linkages and alliances with customers, suppliers, competitors, consultants, and other companies

Includes mergers, acquisitions, joint ventures, virtual companies

Example: Wal-Mart uses automatic inventory replenishment by supplier


##good job sales team! make more profit so we can get more bonus next year!hehehe

~ IS FOR COMPETITIVE STRATEGIES~

this topic was explain by Miss Mastura. Dr. Naha not attend this class. Topic regarding ON GLOBALISING HRIS:  Moving to a Transnational Solution. We doing brainstorming to identified few company belong to which type.

1.  Multinational HRIS, it comprises a portfolio of separate, distinct organizations that are delineated by national boundaries. It is particularly adept at addressing and responding to local needs and is thus most sensitive to individual cultural and national differences. The Multinational HRIS is less focused on centralized corporate direction. The disadvantage is that such organizations can turn into multi-headed monsters, where “anything goes,” and who’s various heads don’t communicate or coordinate with one another, causing needless re-invention. And this type of organizational model can be quite suitable for large conglomerates in which there is little benefit to be gained from centralized processing or decision-making. Likewise, organizations with strong autonomous cultures can benefit from the Multinational HRIS.

  

2.  Global HRIS. At the opposite extreme is the highly centralized organization. The driving force behind the Global HRIS is a focus on maximizing efficiency and on building a single standardized organization within a uniform operating environment. Naturally, this approach minimizes the needs of local, national, and regional business units. One single, sanitary solution is developed — “one size fits all” — or is supposed to. The disadvantage to this model is the tendency to force diverse operating units into such rigid structures that they rebel, causing renegade or covert behaviours to develop outside the established standards. The Global HRIS organizational model is appropriate for organizations with a need to deliver a single standardized product (e.g., software providers) or service (e.g., telecommunications providers) to a worldwide market. The focus on efficiency and standards provides for greater volume, promotes ease of integration, and reduces overall costs. In addition, organizations with strong homogeneous cultures benefit from such a model.

 3. International HRIS. It is between these two extremes lies the third model. This model retains many of the 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 organizations that still have unbalanced skills sets and operations around the world. Resources, knowledge, innovation, etc. can be shifted and shared among operating units such that the whole is greater than the sum of its parts.

4.  Transnational HRIS. With the Transnational HRIS, regional business units are treated as distributed resources. Each one contributes to the rest of the organization based on its particular area of strength. Corporate HR consists of a complex set of processes for the coordination and facilitation of sharing among the different operational units. Although corporate headquarters still lies at the centre of this model, local units are genuinely interdependent. No one unit has more control than any other. This model is particularly useful for large, multinational conglomerates with heterogeneous cultures, under significant competitive pressures due to the increasing globalization and fast-paced change brought about by the Internet. For example, if one regional unit has developed a particularly effective solution to the challenge of recruiting, it can easily and quickly share its solution with other units around the world. HR is the advocate, and HRIS is the tool for facilitating a high degree of inter-unit information flow and coordination. Clearly, the advantage is ability to respond effectively and swiftly to the demands brought about by the Sturmund Drang of the Digital Age.

Each of these models has its advantages and disadvantages, and each is effective at exploiting a particular strategic capability — responsiveness, efficiency or earning/innovation. So each company can be at any stage based on the growth and field of business. From my opinion, now Steelcase was the International HRIS. Cause Steelcase retains many of the advantages of centralized control and process,especially at GBC KL. At the same time Steelcase shares best practices across local business units. GBC KL function as a global center that shared resources, knowledge and innovation. 

~ Globalizing HRIS: The New Transnational Model : by Karen Beaman and Alfred J.Walker~On Globalizing HRIS: Moving to a Transnational Solution by Karen V. Beaman~

Last but not least, The Benefits of HRIS. This topic also not touch by Dr. Naha, but I think it's better for us to know the benefits for the topic we have learn for almost 4 months.


First thing first, The Human Resource Information System is by no means a new phenomenon – on the contrary, HRIS technology has been around for years. Only recently, however, have people begun to realize the serious benefits such systems have to offer. Nearly every business can stand to gain something in the realm of efficiency and operational cohesion, and HR information software is designed to provide exactly those improvements.
It helps, too, that HR software vendors have been coming out with increasingly bigger and better offerings. Evolving technology is allowing HRIS to perform tasks that no one could have even dreamed of back when the systems were first introduced. Consider talent management: an HRIS helps companies to streamline the hiring process, formulating better recruitment strategies and decreasing time-to-hire, which results in an improvement in the quality of the workers hired and, consequently, an improvement in the quality of the business as a whole. An HRIS benefits management module, meanwhile, is a legitimate revolution for those still stuck doing the work manually. With HRIS, executives can track a variety of different benefits plans, electronically set certain eligibility requirements, and instantaneously calculate costs and details. The list goes on – compliance management protects confidential employee information, recruitment tracks applicants and analyzes available positions, payroll crunches those numbers so you don't have to. Put simply, HRIS exists to make your job easier – it takes care of the routine administrative tasks so that you can focus on more important issues.

~http://www.comparehris.com/HRIS-Overview/~

yeyeh, finally the "CONCLUSION".. ^___^

HRIS has been adopted by most of the organizations to make the work easier for the organizations. Speed, flexibility and innovation build competitive advantage today. Most importantly, it requires an innovative mindset for thinking about the development, deployment and management of HRIS. The old adage, “nothing endures but change,” has never been truer than it is today. We need to constantly reinvent what we do in an evolutionary, not necessarily revolutionary way because if we don’t, someone else will. Information system such as web and technology gives new breath on human resource management. Work becomes easy, efficient, and effective. In the future, HRIS must improvise time to time. It is because of the culture, environment and etc., will change and people have to adapt with all the changes to make things easier and better. To fulfil the need in the future, technology must increase time to time. In order to be competitive, People or organization must accept to change. This competitive environment gives advantage and disadvantage so for making product retain in the market have to adapt the changes so we are not left behind. In other word, this is the time that who fast they win.

~ Ball, K.S. (2001), “The use of Human Resource Information Systems: a survey”, Personnel Review, Vol. 30 No. 6, pp. 677-93. Journal from: http://www.emeraldinsight.com~