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. 

WEB BASED HUMAN RESOURCE PLANNING: RECRUITING AND STAFFING

        For this topic I had learned about the recruiting and staffing process by using system or web. This is the easy process for company that wants to take new worker. The recruitment is the process of attracting, screening and selecting qualified people for a position in an organization. That means the organization needs to advertise new job or position in their company to public. So, by using web is easy to advertise it. And the staffing is the process of selecting and train individuals for specific job functions and charging them with associated responsibilities. Basically, staffing focuses on test and assessments of individual employees and candidates, which are at the heart of the evaluation processes that enable organizations to manage their talent. Most of the company that want to do this will using the e-recruitment system that is online job application and processing system for employers to advertise their job opening and for candidates to submit their application via the internet. This kind of system is very easy and helpful to applicant from anywhere to apply the job by submitting their resume and full fill the detail of the job they want at that company.

           Two main objectives why this system was developed are to help the human resource management to find the right people to fill the job vacancies in organization and to decrease employee’s turnover. I would like to highlight the main advantages and disadvantages about this system. The advantages are company can reach the large target for the applicant. This is because they can get high-quality applicant in local or oversea. By using e-recruitment, there are wide and no limit. Everyone in everywhere and anytime can log in for apply. Another advantages are reduce cost and time. Organization can save a lot on advertising and can publish available position on company’s website. In addition, company also can cost saving by reduce cost newspaper advertisement, reduce mailing cost and reduce workload of HRD.

            Nonetheless, the disadvantages are information overload where organization had to dealing with so many applications including the unsuitable ones and candidates have to search amount thousands of job specifics. Next disadvantages are the system get challenges to update information. This is because organization should alert with the information policies of recruitment changing and job vacancies are change if the position fulfill by candidates.

ABOUT ME!!

Assalamualaikum and hi. My real or full name is Abdul Halim bin Ideris. I’m from Kuantan, Pahang. My friend call me Halim, Alem, Aling and Alem Ole.  I’m running 23 years old and my date of birthday is 19 August 1989 and was born in Hospital Tengku Ampuan Afzan, Kuantan. Now, I am Final Year student in Bachelor in Psychology (Industrial and Organizational) in UTM Johor. My hobbies are playing futsal, football, PC games, and observe people. I am active person, especially in sport and recreation area. I like to play sport and manage the team in sport and also love to manage the tournament in sport. That’s why I got “OUTSTANDING CO-CURRICULUM AWARD” and “SPORT ICON” certificate from my College in “Malam Anugerah Permata Gemilang Kolej 9-10 2012” J. After graduate, I hope that I can get work in my area as a Psychology or maybe in sport area such as “Pegawai Belia dan Sukan”.

            I love to do something that I really enjoyed. But if I get something that is not in my area, I will try doing my best because I am “master of everything but not expert in everything”.  Why I said this statement? This because I already take the personality test twice and the result is still same as the statement. So, I can do anything but not expert in everything. I like to give advice and motivate people especially my friends. Because when we are giving motivation to other, which will teach us to do the best and never give up also will increase my positive thinking. Before this I am negative thinker and that is not good for me as a Psychology student. Before I finish my study in UTM, I want to get sweet memories as much as I can.

            I have my own motto in my life. My motto is “TRY TO BE COOL, DON’T LOOK LIKE A FOOL”. These mottos teach me to be a good person to each other and do not act like we are genius every time because that will annoy other. Thank You.