Reflection

This subject is very interesting for me. Firstly, this subject is really confusing me because I thought we need to do some system like C++ or something. But after review the whole topic of this subject, I already get the idea what was this subject about. As a student Psychology (Industrial and Organizational) or I/O Psychology, this subject very important and relevant for us to know it. Although this subject is seems more relevant to human resource management, yet it high correlated to management psychology. An I/O psychologist need to knowledgeable about the management in company in order to analyze a situation in accurately and then make relevant solutions and recommendations. It is a challenging and useful subject for us. To argue whether the subject relevant to our course or future, it’s depend on how you manage your knowledge that you learnt into your reality of life. Besides that, I love the way Dr Nur and Mr Ibrahim conduct the class. They are very friendly and kind full. Sometimes I get confusing about the term use in HRIS but Dr Nur and Mr Ibrahim like know what my problem was. Then they elaborate the term in easy way to understand. So, my experience about this subject and class was very sweetness. Even though sometimes I feel a lit bit stresses to understand what was lecture explain about. This is maybe because I am struggle for my Final Year Project (FYP). Sometimes I think my FYP in this class. But I learn how to manage it and think it positively. It is good practice for my mental processing and applies it in my real life.

Web-based Compensation and Benefit System

Compensation and benefit was the important thing why the employee gives the organizational commitment. This compensation and benefit makes employee love to work at their company. It showed that the companies are taking care of their employee welfare. Welfare was the basic needs for human. According to Maslow Needs Theory, physiology is the main need for every human. The physiology need such as money, bonus, health and so on. Benefit in this chapter such as cash and non cash rewards. It includes health insurance, paid time off, pension, wellness program and so on. Meanwhile, compensation in this topic such as wages, salary, commission and so on. Using this compensation and benefit can attract more employees to work under any company. This also can increase the employee job satisfaction, productivity and many more. Besides that, compensation and benefit also can produce the good or quality employee. The quality employee can produce by giving the appropriate compensation and benefit. Then it will encourage to the employee to stay longer into the company and do not think to change their job to another company. For me, this compensation and benefit must been given to all employee even though the company not in good economically. This is because the employee work for money and their benefit, so the organization need to do or give something to make sure their employee can give full commitment while working. This is related to humanity. If the organization did not give any benefit and compensation to their employee, the company was not good in taking care of their employee welfare.

Employee Learning and Development (ELD)

Learning in this topic is more relate to the word training. This is because the process of ELD is actually the process of training to the employee y using system. The main purposes of ELD are Improve and correct an employee’s performance and the organization’s itself. This ELD was good to the employees to know their level of performance in company. So, employee can compare their performance with others employee by ELD by using Key Performance Index (KPI). KPI more related as a carry mark for us. This is because at the end of each year, employee must collect the good number of KPI since the early year. This can help them to get some bonus or increase their knowledge, skill and ability (KSA). Meanwhile, carry mark for student can help them to get the good result at the end of their semester. It shows that it is important to distinguish between learning, training and development to understand the process that lead to acquisition of KSA. ELD system can give impact to management. This system can helps organization in making important decision (Phillips, 1996). This is because the organization already knows the performance of their employee so it make easy to identify the selected employee that will help company for important case or job.  There are also had advantages and disadvantages for ELD. ELD can help company to improve the employee computer skills. This is because; employee must face the computer during the training session. So, automatically employee can improved their computer skills. And the disadvantages of ELD such as lack of human contact. This is because ELD delivered by using the computer only and only have participated between employee and computer. They cannot ask what they don’t understand about the content of the training.

            Phillips, J. J. (1996). How much is the training worth? Training and Development, 50(4),                           20

Online induction system

An online induction is the important thing for new employee to know the background of their new company. According to Torres-Coronas and Arias-Oliva (2005), online induction is the big picture of what are the company was. I can say that an online induction system is the system that we use to new workers when there was employed in that company. This topic is really related to the story when I was in UTM. Before I came to UTM, I was get information what are UTM policies, vision, and mission and so on by using UTM webpage. During in UTM, I also had been introducing by the facilitator or crew about the background of UTM. But the introduction was manually. Meanwhile, an online introduction system is using the system only to get the idea what the company or institute was. This type of system can reduce a lot of cost and human energy. This is because if we used introduction to our company manually, we need to participate it and use some money to pay the instructor. But an online induction system just the system that already rigid and the organization can update it when they want or if there get new information that had been changed. Besides that, there are also had disadvantages about e-induction program. There are lacks of human relationship because these systems are not face-to-face system. When I was first time in UTM, the facilitators are being so friendly to us, after the induction program, we always keep in touch and know each other. So, there are pro and cons to use any program system, we as human must know how to manage it to make sure that we are always going into the right way.

Torres-Coronas, T., & Arias-Oliva, M. (2005). e-Human Resources Management: Managing Knowledge People. United States of America: Idea Group Inc.

SUMMARY

              In conclusion, HRIS subject is challenging to me as a Psychology student. This is because HRIS is more to the system that used by HRM or HRD in organization and Psychology is more to human cognitive, thinking, mental, behavior and attitude. So, these areas are different to each other. But, if this area is being related to each other, it will more interesting and fun for us to learn. It wills more easy if we are learn HRIS with expert such as my lecture, Dr. Nur Naha and our tutor Mr. Ibrahim.

            HRIS is very important to any company or organization to practice it. When they are expert in this area, it will easy to them to do their daily work especially for the Human Resource Department. For example, it will be easier to them to create a system for recruit and selecting new employ. Most of the big organization or company had their own web pages. So, HRIS is very helpful them to make their company always being up to date and looking forward.

            When applied HRIS in real life in the organization or company, it will create or make more benefit to them. HRIS was paperless because all the system that applied was in online data or web pages. All the system also will do quickly because HRIS was more to computerized system. It was clearly that HRIS can be a lot of benefit or advantages to organization such as saving cost and time, increase job satisfaction, increase employee creativity, more efficiency and effectively.

            Hopefully, I will used and apply HRIS subject in my daily life before and while I have been employed. I also hope that I can help anyone or any company that need to learn about this subject. That is very good when we are applying and share what we know to public. So, the competitive is good and healthy.

PERFORMANCE MANGEMENT

           In this topic, I had learned two important things in performance management. There is performance management cycle and stage of performance management.  Employees provide performance, and, in exchange, employer provides rewards, which are distributed via payroll system.  Performance management systems are usually entirely internal the organization, but data must be linked to several other system, including reward, staffing, training and development, and career development.

            For performance management cycle, there are four important elements that stated.  The elements are performance planning, staff and organization, performance and development reviewing and action. These four elements are cycle and relate each other. For the element of performance planning, the organization must stated and setting the objective and also defining what is needed.  Next element was staff and the organization that enabling staff to deliver their work. Then, performance and development reviewing that tacking stock of achievement. And the last element was action. For this performance management cycle, if the action is not success or reset the objective, there will back to the performance planning element but if the action is not suitable according to the objective, it will go back to staff and organizations elements to make change.

            Meanwhile, for the stages of performance management there are five elements that we need to know. Each of the elements was related to each other.  First stage is plan. Plan is when we setting the objective and work to success that goal. Second and third stages were monitor and develop. This two stages ware doing the same task and sharing the same characteristic that was monitor and then develop daily performance management. At these stages, organization should give feedback and coach the employees who are in process of this performance management system. Organization also needs to adjust the goal if there had something wrong about their goal or objectives. The fourth stage was review. The organization need to review the performance of their employee and system at least annually. If there is something wrong, they need to discuss and document it to improve. The last stage was reward. Reward that usually used is in monetary or nonmonetary. 

ON GLOBALISING HRIS

             For this topic, I learned the strategic need to use in HRIS.  In this chapter also I learn to know three models of HRIS. There are three different strategic needs that drive organizations in selecting each model on globalizing HRIS. The first strategies are the need for responsiveness through local differentiation. Second was need for efficiency through global integration. And the last strategies are the need for learning through leveraging worldwide innovation and knowledge sharing. These three different strategic needs were related to the models of the HRIS. There model of HRIS is multinational, global and international.

            Multinational model was sensitive to the need of the company only. These mean that the company only focuses on the situation that happen and needed for their company only. By using the multinational model the organization must takes a responsive approach to implementing and managing HRIS by being sensitive to local and regional differences. Manages a portfolio of multiple, national HR systems, allowing local operations a significant amount of freedom and organizational autonomy.

            The global model was the standardized system. Company using this model cannot change or skit the procedure of the system. They must “follow all” the system used. For example, the pilot simulations in all country must have the similar procedure of the system. This is because this type of job is universal and very difficult if there are different systems in every country. This model takes an efficiency approach to implementing and managing HRIS by building a single, standardized centralized system. Normally it is a one size fits all and it forces a single view of HRIS on the organization to the point that local need are generally not adequately met.

            The last model was international model. This model was medium set between multinational model and global model. This model was in the middle of these two models. It means that this model is universal and can apply in every country even thought there are different culture and size. International model takes a 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. Allows for exploitation of the parent company’s core competencies through the adaptation of technologies, business practices, products, services, knowledge and expertise.