Summary

Seriously, before enter Dr Nur Naha lecture, I don’t understand what is Human Resource Information System or HRIS. But, when I learn from Chapter 1, I can see and understand. HRIS can be described  as a syste used to acquire, store, manipulate, analyze, retrieve and distribute information regarding an organization’s human resource. We can’t deny that the HRM system on paper still comparable with HRIS, but the management of employee information was not done as quickly as in a computerized system. Using HRIS gives firms several advantages include increasing competitiveness, provide comprehensive information to increase the speed of information transactions, reengineering HR processes and functions, and also improving employee satisfaction by delivering HR services more quickly and accurately.

In Chapter 2, what I learn from this topic is about the major roles of Information System and the competitive advantages that the organization can achieve with Information System, the strategies are, cost leadership, differentiation, innovation, growth, alliance and others.

Moreover, what I learnt from Chapter 3 is about different types of HRIS models and three different strategic needs that drive organizations in selecting each model. The models are Multinational model, Global model, International Model, and Transnational Model. Whereas the strategic needs are responsiveness through local differentiation, efficiency through global integration and learning through leveraging worldwide innovation and knowledge sharing.

Reflective 3: Reflective On Globalising HRIS Part 1

In Managing Across Borders: The Transnational Solution, Christopher Bartlett and Sumantra Ghoshal categorize worldwide organizational models into four types. The models are Multinational model, Global Model, International model and Transnational model. 

Multinational model takes a responsive approach to implementing and managing HRIS by being sensitive to local and regional differences. Global model takes an efficiency approach to implementing and managing HRIS by building a single, standardised centralised system. International model takes learning and sharing approach to implementing and managing HRIS by transferring and adapting knowledge and expertise to local organizations while continuing to retain considerable influence and control over the local organizations. Transnational model is one that embraces and exploits such paradoxes. It brings the efficiencies through an integrated network of competencies and processes, provides flexibility through specialised roles and responsibilities and also creates a learning organization through the facilitation of multiple innovation processes.

How we can select the best model that suitable for an organization? Here are three different strategic needs that drive organization in selecting the best model, which are:

• Responsiveness through local differentiation
• Efficiency through global integration
• Learning through leveraging worldwide innovation and knowledge sharing

For sure I have little bit problem in differentiate the types of HRIS organizational models when i just refer it on lecturer slide. But the additional reading that Dr Nur Naha give to us, the article by Karen V. Beaman, On Globalising HRIS:  Moving to a Transnational Solution provides further explanation regarding the four HRIS model.

Reference:

Christopher Bartlett and Sumantra Ghoshal. 1998. Managing Across Borders:

The Transnational Solution. Second Edition. Harvard Business School Press.

Karen Beamen and Alfred J. Walker. October – December 2000. Globalizing

HRIS: The New Transnational Model. pp. 30-33.

Reflective 2: Reflection on Information System For Competitive Advantages

This topic more explains about the using of Information System (IS) for gaining competitive advantage. There are 3 roles of information technology that plays a major role in reengineering most business process:

• Can substantially increase process efficiencies
• Improves communication, and
• Facilitates collaboration.

Information Technology will help the organization gain the competitive advantages with several strategies. First is cost leadership strategy. Company must become low cost producers with help and reduce cost to their customers or suppliers but increase the cost of products to their competitors. The second strategy is innovation strategy. To become a creative and innovative, company should produce the unique products, services and markets that are different with the other company. Other strategy to get the competitive advantage is growth strategy. It will give the opportunity to expand company’s capacity and diversify new products and services into global markets. Next is alliance strategy. Company can think another alternatives how to establish linkages and alliances with their customers, suppliers, competitors, consultants and other companies.

Reflective 1: Reflection on the Web and Key Trends Changing Human Resources

This topic is discussed about Information System (IS) function, IS components, IS Activities, IS Business Environment, and IS Evolution. Information system (IS) combines five components. What is an Information System (IS) function? IS can be function as a major source of information and it will support for the decision making. IS are important contributor to operational efficiency, employee productivity, morale, customer service and satisfaction. In sum, it is a key component of today’s networked business.

It is about the hardware (physical computer equipment, machines and media) and software (programs and procedures) which are the main tools for the system to run. It is also about the data resources (data and knowledge bases), communication networks (communications media and network support) and people (for example: users, programmers). 

I get more on IS activities which is Input of data resources (data entry activities), Processing of data into information (calculations, comparisons sorting and so on), Output of information products (messages, reports, graphic images, forms), Storage of data resources (data elements and databases) and lastly is Control of system performance (monitoring and evaluating feedback).

About Me

My name Atiqah binti Nawawi. Just call me Tieqa. Now I’m 21 years old. Malay girl from Kluang, Johor and currently a final year student in Bachelor of Science (Human Resource Development) at Universiti Teknologi Malaysia, Johor Bahru. My early education from Standard 1 until Standard 3 at SK Bandar Baru Uda 2 and I moved to SK Seri Machap from Standard 4 until I take UPSR. My secondary school from Form 1 until Form 5 at SMK Simpang Renggam. After SPM, I continue my study in Johore Matriculation College before I become one of the Universiti Teknologi Malaysia student.

You can know me as friendly and active person. I like join any student association because I like handle programs and easy to communicate with others. I like planning and manage programs. It is one of the factor why I interested and feel more suitable with Human Resource fields.