Conclusion

In conclusion, The Evolution of Human Resource Management and Human Resource Information System (IS) topic discuss about the changing role of HR professional and impact the evolution to HRM and HRIS. This topic gives me more knowledge about advantages of HRIS such as can assist the decision making in organization and for the payroll system.

From IS for competitive advantage topic, I learn about the roles, competitive advantages, competitive forces and competitive strategies.

For me, the last topic about globalization is very interesting because I learn more about the benefit of globalizing to the HR activity.  In addition, globalization of HRIS gives ability to analyze employee data and improve HR processes and HR's role as strategic partner. What the important is I must know and understand about each model with detail. The main point from this topic is we to know and understand about types of HRIS model.

Reference:

1.      Insight Consulting Partners. (2004). Going Global With Your HRIS.

http://www.insightcp.com/res_17.htm

2.      Greengard, S. (1995). When HRMS Goes Global: Managing the Data Highway. Personnel Journal.74 (6): 90-106.

Globalization HRIS

Today, l learn about globalization HRIS topic. Actually, Dr Nur Naha told us to read this topic two week before this meeting. But, when Dr talks want to do quiz, I’m very nervous because I still not read about this topic with detail. When I read the journal globalizing HRIS: Part 1 Moving to a Transnational Solution, I do not understand because this journal uses the difficult language. But, after Dr discuss and explain with detail about this topic, I hope I understand about this topic.

From this class, I learn about four types of HRIS organizational models. There are Multinational, Global, International and Transnational model. Other than that, Dr also explains about the differences from four type’s model. Besides that, I also learn about three different strategic needs to monitor the organization to use the suitable model for their company. The strategic needs are local differentiation, global integration, and the innovation and knowledge sharing.

At 12.00 noon, Dr told us, she wants do the quiz. At this class, she gives us three questions about this topic and we all must answer the question in twenty minutes. Actually the question is simple but we all must understand this topic with detail to make sure the company is suitable with what model.

I was very surprised when the Dr told us to check the papers from other friends. I feel very thankful because this quiz only extra marks for the final exam if we all get the low marks. The advantages are the organization is able to quickly assess current employee availability and their qualifications for staffing the new department or project regardless of the employee’s location. Overall, planning becomes more accurate and decisions become more transparent (Vernon, 2006). I think this class is very happy and I learn more about this topic.

Reference:

1.   

1.      Beaman, Karen V. and Alfred J. Walker. 2000. “Globalizing HRIS: The New Transnational Model.”IHRIM Journal. Vol. IV, No. 4. October-December 2000.

2.      Peter J. Buckley (2011), The Impact of Globalisation and the Emergence of the Global Factory, in Ravi Ramamurti, Niron Hashai (ed.) The Future of Foreign Direct Investment and the Multinational Enterprise (Research in Global Strategic Management, Volume 15), Emerald Group Publishing Limited, pp.213-249

3.      Vernon, P. (2004). Delivering On the Promise of HR Transformation. Accessed at:http://www.mercerhr.com

The Information System for Competitive Advantages

Today, I learn about the Information System for competitive advantages with En Zahrir. This topic discusses about four main points namely the role of Information System, competitive advantage, competitive strategies and competitive forces. Actually, this topic is very confused for me to identify about competitive force and competitive strategies. But I‘m very proud and respect with En. Zahrir. This is because he always tries to help us when we have the problem or not understand with this topic.

 For me, competitive advantage as strategic benefits gained over competing dyads that enable the dyad to compete more effectively in the marketplace. Other than that, gaining competitive advantage requires building on the proven principles of effective strategy.

In addition, I’m also learning about the competitive forces. Based on Michael Porter, there are five forces namely supplier power, threat of substitutes, and threat of new entrants, buyer power and degree of rivalry. The organization can achieve the high performance with two ways. There are can supply an identical product or service at a lower cost or it can supply a product or service that is differentiated in.

Besides that, I’m also learn about five competitive strategies such as cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy at this class.

At this class, En Zahrir gives more examples to make sure we all understand what we learn. Actually, the role of Information System is important to improve communication, increase process efficiencies and easy to collaboration with the others.  

References:

1. Dess, Gregory G., G.T. Lumpkin and Marilyn L. Taylor. Strategic Management. 2 ed. New

    York: McGraw-Hill Irwin, 2005.

2. Jae Wook Yoo, David J. Lemak, Youngjun Choi, (2006) "Principles of management and competitive       strategies: using Fayol to implement Porter", Journal of Management History, Vol. 12 Iss: 4, pp.352 – 368

The Evolution of Human Resource Management and Human Resource Information System

Alhamdulillah, today I have opportunity to learn about the evolution of Human Resource Management and Human Resource Information System. Actually, this topic is very interesting for me because show about the evolution role of HRM has changed from routine transactional and traditional activities to complex transformational. 

 For you information, the evolution can improve the HRM activity into HRIS because give the opportunity to HR to become a more efficient and strategic function by standardizing the majority of the organization’s HR processes, improving the quality and services to employees.

            This topic also gives surprise for me because it is first time for me to hear about main roles of HR and six sigma. So, you all can imagines how my face because not understand about this. But after En Zahir explains with detail, now I understand about the four main roles of HR, Ulrich model (1997). There are strategic partner, administrative expert, employee champion and change agent. 

As you know, HR activity is important for the organization. Without this changing, the performance and productivity cannot increase and give advantage to the organization So, I hope system of HR can implement to all the organization to make sure the activity or information can access quickly.

Reference:

1.      Choi Sang Long, Wan Khairuzzaman Wan Ismail, Salmiah Mohd Amin, (2011) "Internal consultation skill and linkage with the critical strategic roles of HR practitioners in Malaysia", Journal of Management Development, Vol. 30 Iss: 2, pp.160 – 174

2.      Yvonne Lagrosen, Rana Chebl, Max Rios Tuesta, (2011) "Organisational learning and Six Sigma deployment readiness evaluation: a case study", International Journal of Lean Six Sigma, Vol. 2 Iss: 1, pp.23 – 40

About me!!

Today I feel very happy because now I have the own blog. First of all, I want to introduce myself. My name is Nurasikin binte Zainal. My age is 22 years old. I live at Kluang, Johor. Now, I have continued my studies at Johor Skudai to take human resource subjects. My hobbies are jogging, climbing, watching movie and reading book especially love story. My favorite’s foods are mee Bandung and tom yam. My ambition wants to become Manager of Human Resource. My philosophy is “I always want to be a good person whether in education, career or life”.

            In fact, I was very worried for this semester because all the subjects are very difficult. But I hope I can do the best. Before I attend the HRIS class, I was very afraid because I look Dr Nur Naha is very expert and fluent speak English and sometimes I not understand what she say. So, I must listen well. Actually, my opinion about HRIS is combining about two topics between Human Resource and Information System. Besides that, I not know with well about the technology because I just know the basic. So, that why I fell this subject is very difficult.

Human Resource Information System (HRIS) is a system which seeks to merge the activities associated with human resource management (HRM) and information technology (IT) into one common database through the use of enterprise resource planning (ERP) software. This subject actually wants to improve the performance, productivity to product the information to make sure the activity HR can be effective.

I take this subject because compulsory and I would like to take this opportunity to increase my knowledge particularly related to human resources field. Nowadays, as a student of human resources, I must have a lot of knowledge, skill and ability to ensure I can compete with the other graduate.

Reference:

1. William E. Berry. (2011). HRIS can improve performance, empower and motivated 

          knowledge worker. DOI: 10.1002/ert.3910200307

2. Kenneth A. Kovach, Charles E. Cathcart; Public Personnel Management, Vol. 28, 

         (1999). Human Resource Information Systems (HRIS):

    Providing Business with Rapid Data Access, Information Exchange and Strategic 

    Advantage.