Conclusion:

Human Resource Information System (HRIS) is a computer-based system that functions to manage, analyze, and manage human resources in order to obtain precise information for decision making.

It was also observed that two groups of organizations lead the HRIS implementation trend: the parent companies, with regard to their subsidiaries, and the largest firms in terms of number of employees. This seems a logical finding because their more complex structures may benefit more of the advantages of HRIS to increase the efficiency of their recruiting processes.

Besides, HRIS are found to be preferred in combination with other HRM practices, instead of on their own. This reveals that human judgment is still the main criterion for making decisions in this area, albeit assessed or supported by the information provided by the HRIS.

As for the main hypotheses tested in this research, internal recruitment is the favorite method for filling in vacant positions within the firms, which confirms the theoretical assumptions that asserted that, even though both internal and recruitment strategies are to be considered, the former is less costly and provides more advantages to the firms. Indeed, the evidence supports that a better performance is expected from the people internally recruited, which in turn will improve the overall business performance.

The Web and Key Trends Changing Human Resource

What is Human Resource Information System (HRIS)? This is not the first time I’ve heard about HRIS. When I having my industrial training in Hospital Sultan Haji Ahmad Shah Temerloh, I’ve been exposed to HRIS application in my daily works there. But not in detail. But after I learn it in my class, I can really understand about HRIS itself.

According to wikipedia.com HRIS is one of the systems that combined all the human resource with information technology. These include the storage of employee information, organizational information and also the plan of activities that will conduct by the organizations. During the industrial training period, I was assigned by my supervisor to use this HRIS with the purpose of updating financial changes for hospital staff.

Recently, there are many changes in HRIS. This changes is occurs because of innovations in technology management. In the history of the World War II, most information is stored in manually but after the technology has been upgraded, the military has begun using the computers to store information. In the social era (1963-1980), the number of organizations is increase and need more human resource function and energy move efficiently. All information has been included in the employee computer system for analysis.

In 1980 until 1990, this HRIS price has been decrease due to its use as a requirement and needed system throughout the world in the organization. This information system changes occurred in 1990. But nowadays, we can see that each organization has been use information systems or HRIS to store data and manage the human activities.

HRIS be one of the needs for each organization in order to facilitate management of the organization and it also save time.  Management function will be easier to manage all the activities that occur within organization. Information of the employee can be easily analyzed to find out the efficiency of workers and identify the requirements needed by the employee itself.

Reference:

1.      Jogiyanto. Sistem Teknologi Informasi. Andi, Yogyakarta :249 – 257.

2.      Cornelius, Nelarine. 2005: 253-5. Information Technology in support of HRM.

3.      Raymond Mc Leod,Jr. Sistem Informasi Manajemen. PT Prenhallindo, Jakarta: 523 – 543.

4.      http://id.wikipedia.org/wiki/Sistem_manajemen_sumber_daya_manusia

5.      http://www.scribd.com/doc/7260344/kuliah-11.

ON GLOBALIZING HRIS

HRIS system has been used extensively in the global system for the whole world. This HRIS system may become the necessary system throughout the organization in order to facilitate information storage and monitoring staff can be implemented more efficiently.

Multinational system is more compatible with these requirements around the world. For example, one organization from outside has opened the local branches in our country. Therefore, the company needs to suit with the environment, needs and culture of the people in this country. Meaning that the information storage system needs to move from headquarters to regional adaptation.

In addition, international management can share the information, knowledge and expertise to manage the HRIS. The transnational HRIS more useful in organizations. This is because the capital can be reduce and its complexity to organizations. Besides, the capital also can be more efficient and provide the best competition among the organizations.

The organizations whether in local and international can opened many branches as long as they use this HRIS system in order to standardize with the headquarters. For example, HSBC has been in accordance with a system that was practiced at its headquarters before.

Reference:

Parker, C. S. (1993). Management information system: Strategy and actions New York: Mitchell

.

Somogyi, E. K., & Galliers, R. D. (1987). Applied information technology: From data processing to strategic information systems. Journal of Information Technology, 2(1) March

Who Am I???

ASSALAMUALAIKUM…

Hi there!

My name is Muhammad Ikhwan Bin Samusi. I am 22 years old, was born on 22th January 1989 at Hospital Mentakab, Pahang. I'm stayed at Temerloh, Pahang with my beloved parents, and 6 siblings. 

My primary school is Sekolah Kebangsaan Kampung Tengah, Temerloh and my secondary  school is Sekolah Menengah Agama Al-Wosto (Form 1- Form 3) and Sekolah Menengah Kebangsaan Temerloh (Form 4- Form 6).


When I was Form 6, I'd love to take the Business Administration subject and Geography. For me, both subject so interesting and I also get the best teacher!


After Sijil Tinggi Pelajaran Malaysia (STPM), I continued my study in University of Technology Malaysia (UTM) Skudai in Human Resource course which is I think it is very interesting and let me study a lot of Human Resource field itself. Plus, I also have a lot of cheerful friends! 


My personal attitude?? Hurrmmm...only the people who knows me, will know who I am.. But generally, I'm not the kind of person who talk too much unless that things will give a big changes in my entire life.

TOPIC 3: INFORMATION SYSTEM FOR COMPETITIVE ADVANTAGE

In this topic, I can explain the role and the importance of using information systems in an organization. Every organization must have an information system, and depending on the efficiency of use.

The role of information system in organizations:

Increasing the efficiency work process (improve workflow)

In modern society, the organization is a very important aspect of human life. Organization is becoming increasingly important role since the Industrial Revolution in the 18th century. At present the organization men cling to life, peace and inspiration. Organization excellence also refers to the achievement of high quality by the organization to overcome the achievement of other organizations in the same field. To achieve excellence in organizations, the information system very important to use in organizations, for example, use internet to communicate with employee.

Efficiency of management in making decisions and monitoring implementation

Certain information can be provided through the Intranet to assist management in decision making related. Monitoring the efficiency of the task can be improved when use the information system. Strategic information can be channeled through the provision of access to strategic data on existing or create new data.

Knowledge sharing - learning organization

The employee can share the best information and knowledge through intranet will create an informed about workforce that is able to generate certain efficiency in the performance of work. This is the organizational information, work instructions, method (idea) new, can be passed and shared via the intranet.

Competitive strategies:

The competitive has any strategies. The first of strategies is cost leadership. The cost leadership is there cost arises from the low cast of producer for product or service. The company in cost leadership will focus on input costs for give benefits their consumer and their membership. Leadership in these costs would normally avoid wastage of resources and will focus on productivity. For example, Tesco (supermarket) will be selling their product the low price to their costumer. Now, Tesco can able compete although has any supermarket. Next strategy is innovation strategy. This strategy is has step to increase sales and attract the customer to buy their product. This company can create disparate product from their company compete. For example the P1 broadband has service mini wifeless for use their costumer. The any strategy is competitive strategy. Then the last that can be chosen by the organization is alliance strategy which is making the link or rapport to other people in term of customer, consultant, supplier, competitor and other company.. For example we can see is the Proton and Mitsubishi become the partner so they are combine ideas by invent the Inspira car. 

 

REFERENCE:

1.   Cornelius, Nelarine. 2005: 253-5. Information Technology in support of HRM. 
2.    Http://id.wikipedia.org/wiki/Sistem_manajemen_sumber_daya_manusia
3.  http://WWW. PROTON.COM
4.  http://www.scribd.com/doc/7260344/kuliah-11.