CONCLUSION

As a conclusion, nowadays human resource information system (HRIS) is important because so many things related with human resource become easier with new ideas and technology. For example in web based employee self-service, the web can enhance their employee very well to use their technology through internet. They can browse anywhere and anytime with key in account details in web. Also, regarding performance management it’s to be proactive system when managing employee performance for driving the individuals and the organizations towards performance and results. Lastly, the importance things in recruiting and staffing which is we need to understand how to use the internet for recruitment as well as selection related data in order to provide strategic information to the organizations. They are also can cut their cost, speed of filling job vacancies and get the quality and quantity of applicants.

(140 words)

WEB BASED EMPLOYEE SELF SERVICE

What is Employee Self Service?

Employee Self Service is a combination of technology and organizational change that enables users to interact directly with their human resource data to inquire, review and act upon transactions in the workplace. Employee Self Service promises a "paperless" office, because employees and managers conduct basic transactions via computer that were formerly completed on paper forms and then processed by HR staff.

Employee Self Service also provides employees to access their personal records and their payroll details. They are also can change their own address, contact details and next of kind personally. Moreover, employee Self Service ability to make them to apply for their leave and have that application directed to the employee's manager for consideration. Some applications enable employees to change their bank account details and provide details of payslips, both current and historical.

Recently, a second wave of Employee Self Service shifted the focus from these purely efficiency based applications towards empowering employees and managers to take more responsibility for their jobs and development. Career planning, skills profiles, learning, objective settings, appraisals and more and more analytics are increasingly popular ESS applications.

From these application its gives more benefits in any company because they have variety of ways. With Employee Self Service, they can more efficiency to collecting employee’s details and distributing payroll related details to employees. HR also may choose to give employees the ability to view and update information. . The ability to update information is dependent upon two factors weather if the information is the employee's own personal information or employee’s given management rights. Otherwise, the employee will have the ability to view the data only. Additionally, managers can be granted the right to view and update information about their employees and to perform manager-specific tasks.

If a company chooses to open access via the Internet, employees can access self-service from anywhere in the world by using a computer, a browser and a phone line connection to the Internet. Companies with employees geographically dispersed in one country or in many countries find this to be an economical way to communicate with their employees. Typically, these companies use a "firewall" to prevent intruders from accessing the rest of the computer network. So, it helps the HR team is free to focus on issues of strategic importance for the company.

(387 words)

References:

1. http://www.hrrevolution.com/Articles/ESS/
2. http://searchcrm.techtarget.com/definition/Web-self-service
3. http://en.wikipedia.org/wiki/Employee_self-service_(web-based_application)
4. Flowers,L.A.,Tudor,T.R., &Trumble , R.R.(1997)Computer assisted performance appraisal system.Journal of compencsation and benefits.

HR PERFORMANCE MANAGEMENT SYSTEM

Performance management is a continuous process of identifying, measuring, developing the performance of individuals and teams aligning performance with the strategic goals of the organization. While, performance management system are usually entirely internal to the organization, but data must be linked to several other system including rewards, staffing, training, and development, and career development.

 Nowadays, HR performance management emphasizes a focus on decision-making and accountability at the level where the work is done, the development of a service that reward team performance and incorporation of action. Because based on globally followed HR practices and principle, this performance management system provides right tools to engage employees in productive work, help employee to achieve their goals, bringing their objective and transparency in employee evaluations, manage employee trainings and manage compensations, promotion and also their careers.Performance management is one of the areas connected to others such as ;

·         Recruiting (external)

·         Staffing (internal)

·         Career management

·         360^o assessment

·         Development management

·         Retention management

·         Workforce planning

   Besides, the effectiveness of a performance management system can be measured in the improvements it makes to company productivity and employee retention. When an understanding the ways in which an employee performance management system is effective will assist you in developing a comprehensive monitoring plan. Moreover, using a performance management system also can help companies provide extrinsic motivational factors for employees. These motivational factors will ensure that employees increase their productivity levels when completing job functions in hopes of a future reward. Companies may also fell experience better employee morale when offering rewards to an employee under a performance management and appraisal system.

A performance management process sets the platform for rewarding excellence by aligning individual employee accomplishments in the organization. With the organization’s mission and objectives and making the employee and the organization must understand the importance of a specific job in realizing outcomes. By establishing clear performance expectations which includes results, actions and behaviours, it helps the employees in understanding what exactly is expected out of their jobs and setting of standards help in eliminating those jobs which are of no use any longer.

Performance management system is important because without this system the success of hiring strategies is unknown and similarly, their need for training and development also unknown. There is also support the translation of corporate strategy into individual performance plans.

(385 words)

References:

1.  Flowers,L.A.,Tudor,T.R., &Trumble , R.R.(1997)Computer assisted performance appraisal system.Journal of compencsation and benefits.
2. Diane Arthur.(2001) Fundamentals of HRM 4^th edition.Arthur Associates Management Consultant Ltd.
3.  http://www.ehow.com/about_6659099_performance-management-system
4. http://www.accel-team.com/human_resources/hrm_02.html

HUMAN RESOURCE RECRUITING AND STAFFING

Today’s global environments are very competitive. Most organization is searching for more efficient and effective to acquiring and maintaining a highly qualified workforce. To be more productive strategy the human resource takes inventively for recruitment and staffing by using the technology, especially the internet.

Recruitment function is to identify, attract, and hire the most qualified people. However, this task has become more challenging because there is growing competition for talent in the labor market. Nowadays, organizations are utilizing the web as a way of attracting candidates, and they are also using web-based HRIS to support the recruiting process. There have some benefits associated with using online recruitment including cost, speed of filling job vacancies, psychological contract fulfilment, satisfaction and retention rate, quality and quantity of applicants and diversity of applicants.

Online recruiting is suitable for well-known and when many candidates are needed for high-level jobs requiring high level of educations. The organizations should be aware of the limitations of this method such as limited ability to attract highly qualified candidates and minority candidates. In addition, the attributes of the web site can affect the acceptance and effectiveness of online recruiting. Because, the website design for user-friendly in that users can easily navigate and browse to find information that is valuable and conveys.

Besides, staffing focuses on information management for organization decision making and administration and also tests and assessment of individuals employees and candidates to make a critical decision.. There tools are used to selecting of employees, placing them in good positions, training and developing them, promoting them and evaluating them. When used staffing of employee, assessment have value because they assist organization in identifying those individuals who are more likely to succeed on the job and prevent the hire of those who are less likely to succeed. It is important for HR managers to understand the purpose and use of assessments.  

Therefore, human resource information system plays an important part in their development in use. That requires the careful design of data bases to store and keep track of selection data, both before and after individuals are hired, and the ability to link information in interrelated systems. Through knowledge, the HRIS manager must obtain and use the right data on individual and organisation outcomes. They also must have understanding of what it means

                                                                                                                                                                                                                                                                        (384 words) 

References:

1. Braddy, P.W.,Meade, A.W.,& Kroustalis, C.M. (2008). Online Recruiting: The effects of organizational familiarity, website usability, and website attractiveness on viewers’ imperssions of organization. Computer in Human Behaviour, 24,2992-3001
2. McCourt-Mooney,M.(2000). Internet briefing: Recruitment and selection –R&D using the Internet –PartIII .Journal of managerial psychology,15,737-740
3. Diane Arthur.(2001) Fundamentals of HRM 4th edition. Arthur Associates Management Consultant Ltd.
4. http://humanresources.about.com/od/jobdescriptions/a/HR_recruiter.htm
5. http://www.accel-team.com/human_resources/hrm_02.html

INTRODUCTION

Assalamualaikum everyone…(^_^)

My name is Sofiah Binti Abd Hamid. I am 22 years old. I live at Fasa 3 Tambahan,Bandar Baru Bangi. I am studying at Universiti Teknologi Malaysia since 2010 until 2014. I am third year student in Human Resource Development. This is my first time to update my blog in English. Thank to Dr Naha. I hope from this way it can be improve my English. 

I like challenging activities like rowing games. I also was one of the university athletes representing sports Rowing UTM and PKS (Malaysia).I proud to be one of the team.

HRIS is one of the subjects in this semester. Actually, it is gives me some new knowledge about system concepts and model. It also shows me how the system aids human resource practitioner in implementing HR task through of information technology. I hope I can get good results and use everything that I learned in the future. InsyaALLAH.

(153 words)