INTRODUCTION

            My name is Sumriani binti Amir, I’m student of human resource development in University Technology Malaysia. Before I enter this university I’m taking STPM in SMK Agaseh, Lahad Datu, Sabah.  In this semester I’m taking subject Human Resource Information System, and we are required to do web folio about this subject. Before that I need to give overview about what is HRIS system, according to Ceriello at.  In 1991, Human Resource Information System (HRIS) is defined as a computer based application for assembling and processing data related to the human resource management (HRM) function. This database is contains one or more files in which the data relevant to the system are maintained, and a database management system, which provides the means by which users of the system access and utilize these data.                                             

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References
1.  Ceriello, Vincent, with C. Freeman (1991)” Human Resource Management Systems: Strategies, Tactics, and Techniques”. Lexington, MA: Lexington Books.

1) INFORMATION AND COMPETITIVE ADVANTAGES

From what Dr. Roya Anvari say in class now days to maintain the competitive advantages, the company must have a good information about how the business running today’s.  As we know information technology not only transforming product and the process but it also changes the nature of competition so, it important for an organization to understand the impact of the information technology in order to maintain the competitive advantages trough formulating the strategic responds.

 There are several strategies that can be use which is Cost leadership.  As we know the information system can alter the cost of the company in any aspect.  Trough the information system, company can lower the cost for produce large number of product. If company produce  the large number of  product, so the cost for produce each product is more cheap and price for buy the product also cheap so it help the costumer reduce cost for buy the products and company become the cost leader in that industries.

Enhancing differentiation. Information technology can effect on differentiation strategies. Differentiation can be determining trough the role of the company and its product in buyer’s value chain. Using the technology the company can depreciate the company product with the competitors. Company also can enhance the differentiation by focusing in a particular segment of business or market

Innovative strategies.  Company can using the information technology to produce innovative produce by introducing  the new product or service  or improving  product  or service  that they already have to become  unique product and make radical change the in business process through online customer service.

Growth strategies. Through the information technology the interrelationship among industries can be create by using the communication technology and the computerization so the company can expand the company market in to the global market. Other than that,  for global companies  information system can help them to   improve the ability to coordinate all the activities on all level of organization.

Alliance strategies. Through company information system the company can create good relationship between the company with the stakeholder such as suppliers, customer’s competitors and consultant  or with another company that include the joint venture, margins or another else so with this company can produce the number of competitors.

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Reference

 1. Michael E. Porter and Victor E. Millar (1985), “How Information Gives You Competitive Advantage “, Harvard Business Review. Pg 1-13.

 2) HRIS SYSTEM AND SYSTEM ARCHITECTURE

            The HRIS system is a database designed to allow tracking of all sorts of personnel  related information in organization whether is Multinational, Global, International or Transnational Company. According to Beaman Karen (2004) In HRIS there are three types of system architecture which are Standalone System, Data Warehouse and Single Integrated Model. These three types system architecture is can apply in HRIS system but it depend on the types of organization.

            The first system architecture is Standalone System Model; this model is the basic model which unit are run by using independent system, which mean all units are working separately with no worldwide standard and no integration between units. Because of there no integration between unit so, the data is reporting separately and the analysis data also doing separately.

            Second system architecture is Data Warehouse Model. It also the basic of system architecture model but is more advance form standalone system model, in this mode each unit using the same software system, although  the region or country is using separate database. All unit using the same software so, it helps to maximizing the resource and cut the cost because all units can share information and using the same application to dealing with the vendor. The data get from the operating unit are automatically update and in standard format with no translation and are available for all unit as soon it update. So, everyone can access the data and they know where the data is generated and what the detail about the data.

            Third system architecture is Single Integrated Model which is the most advance architecture system. In this system architecture their using only one database which located in headquarters. Every single data which update everywhere automatically updated throughout the organization so, every unit not need to give report separately. This system architecture also use the same screens worldwide which is the data that entered in this database can be translated in different languages according to the country of the unit is operating.

            Base on these three types of system architecture commonly, Multinational Organization using Standalone System Model, for International Companies they use Data Warehouse Model while for the Global and Transnational Organization commonly use Single Integrated System Model.

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References

1. Karen Beaman and Alfred J. Walker (2000). “ globalizing HRIS: the New Transnational model”, IHRIM Journal, pg 30- 43

2. Karen Beaman (2002). “Sourcing Strategies for the Transnational Organization”, IHRIM journal Pg 29-39

3. Michael J. Kavanagh and Mohan Thite (2009). “Human Resource Information System Basic Application and Future Direction”, SAGE Publication Ltd.

3) HUMAN RESOURCES RECRUITING AND STAFFING.

The most valuable way for management is a well-constructed HR staffing system that can fulfill needs of a company and its workforce. An effective HR staffing system not only about the advancement in technology that using by an organization but the human side is also are important aspect. The goals of an HR staffing system are recruiting selecting great talent, developing and retaining your existing workforce, and building your reputation as an employer of choice range the advertising career opportunities to creating a succession plan are critical elements of an effective HR staffing system.

            Most employers want to find the most talented, qualified candidates for their organizations. Finding and selecting the best employees for your organization will entail choosing the proper recruiting media as well as the right screening tools.  One popular and highly productive strategy is bay using technology, especially Internet or intranet.  A full-cycle recruitment and selection process includes every step between advertising career opportunities, sourcing candidates, and processing new hire and orientation materials. 

 The goal of recruiting is to identify, attract, and hire the most qualified people (Cascio, 2006). Organization using web base HRIS to support the recruiting process, base on the HRIS data base which provide information about the job description and qualifications is fundamental to selecting the right candidate. After get the information HRIS data base it enables an employment specialist to create accurate, detailed advertisements and online postings trough the internet or intranet which calling as online recruitment websites (E-recruitment). Organization can recruit employee whether using their own online recruitment website or using the employment agency to recruit employee. There are several example of employment agency which using online recruitment is Harp Associate, Search recruitment and so on. So, applicants who interested can visit the organization web site apply for the job. Most of organization today using online recruitment websites (E-recruitment) to attracting job applicants, this  because it easy to attract large number of candidates as long as the candidates are very actively looking for work and post their resumes and can cut the cost recruitment process.

            After recruitment process, selection process is take part. Selection process is focus on how to test and assessment the candidates before it become the permanent staff. The important of HRIS in selection system is a centered role in data base design. Other than that, it also using for accesses and security, to test inventory and administrative privileges, option for scoring assessing results, and applying test policies.

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References

1. Cascio,W. F. (2006), “Managing Human Resources: Productivity, Quality Of Work Life, And Profits”, (7th ed.). New York: Irwin/McGraw-Hill.

CONCLUSION

            HRIS is very important because it help the organization to maintain the competitive advantages to make sure the organization can achieve the efficiency and effectiveness. To make sure the organization stay competitive there are several strategy that can be use which is cost leadership, differentiation strategies, innovative strategies, growth strategies and the last but not list is alliance strategies.

            Other than that, organization need to chose the suitable system architecture for applying HRIS system. Three types of system architecture are standalone system, data warehouse and single integrated model.   This three types system architecture is can apply in HRIS system but it depend on the types of organization whether its multinational, global, international or transnational company.

            Besides that, using the HRIS it helps the organization in process human resources recruiting and staffing especially using online recruitment website.  by using this online recruiting method  it can cut the cost of recruiting and can easily get lager the number of candidates so the organization have  the opportunities to chose the right and suitable candidates for the position offering.

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