SUMMARY

 For the conclusion, this three topic are explain about the using of the HRIS in around the world but how the HRIS using is depend on the organization. For example, some company use the HRIS system to manage their business some company use the system to make their company system more efficiently. The lack of knowledge about the uses of HRIS among the organizations can give big effect to the organization consist their profit, efficiently and so on. Other than that, HRIS system are very important to the HR practitioner because HRIS system can make your task easily to complete in the limited time and this system also can reduce cost of the company. From this 3 topic that i learn, the most difficult topic is a part of globalising, because in this topic i have to know about all the sector that very big market to the local and the global because that company use many system. Other than that, so difficult to determine which company those use the model multinational, global and international if you didn’t know well about the company. So for my perceptions, i have to know about system that big company use to answer all questions for all topics

TOPIC 3 INFORMATION SYSTEM FOR COMPETITIVE ADVANTAGE

This topic is explain how the information system can be use or important to the competitive advantage.

There are three role of information technology

·         Can substantially increase process efficiencies

Means that when the organizations use the information technology for the system the task that the staff must do more efficient because the time can be reduce.

•          Improve communication

Improve communication basically to the employee, competitor, supplier and other people that will be deal with.

•          Facilitates collaboration

Means that, when some organization merges with other organization so the facilities that provides for each organization can be use for both parties.

• Competitive forces

Organizations can success when they develop strategic to counter these forces. The first forces are a rivalry of competitors within its industry. When they a many industries that exist with the same functions of product the business that they do are slower because they are too many product that serve to compete with other competitor.

Second is a new entrant into an industry and its markets. In the market know, many new industries have enter for the business so the older company that long time exist they must know what are the strategic that they must use to make sure their buyer stick to their product only.

Third is substitute product that may capture market share. Substitute product is a product that is same function but different brand. So if the organization can’t compete with their competitor they will fell down because one the company can’t believe their client about the product based on the price and quality the product will loss.

Forth is bargaining power of customer. Costumer have their own right to buy which product they like so as a business industries you must concern about your costumer need and try to produce product that can encourage the costumer to buy it.

Fifth is bargaining power of supplier. It more to the supplier, if your product didn’t gain profit so supplier is difficult to give your raw material.

There are five competitive strategies

•          Cost leadership

Means that when the organization good in their leadership the strategic that they create are more effective. So from that benefit the organization can help suppliers or customers reduce cost.

•         Differentiations strategic

The organization must create a strategic are different with other organization so the costumer can choose better based on the best product. Other than that, produce the product for the specific place. So the need of the product is more important o ha place rather than other place.

•          Innovation strategy

Try to innovate the product more interesting and more flexible to use. Now people are very busy with their life so try to innovate the product to be better. For example, if the product can use for the single use so innovate it to multiple use.

•          Growth strategic

If do a business your must think that your business can be expand for the global market. Other than that, try to produce new product that can fulfils the need or costumer around the world.

 ·         Alliance strategy

It means try to merges with other company that are great in business not only for the profit but also can learn about the running of the business. When merges it happen, both company can share many aspect in team of knowledge, skill, expertise, facilities and so on. 

TOPIC 2 ON GLOBALISING HRIS (moving to a transnational solution)

In this topic, HRIS have three models that can organization use to globalize their business. There are three type of model for HRIS

• ·         Model Multinational

In this model, when the organization wants to implementing the HRIS system, they must consider about the local and regional differences. The organization must know about the need and requirement that other organization deal with. For example, if one of the big companies gives a service to other company, they must know about the other company needed and their differences.

• ·         Model global

For my understanding, this model are implement and managing HRIS by build one single standard that all the organization can use that.

• ·         International Model

International model can be defined the need for learning through leveraging worldwide innovation and knowledge sharing. For example, one of the organization have a system that concern about the local and regional differences but for the same time the system can use for all.

In the transnational, there are three components that consists of

• ·         Global efficiency

Global efficiency means that one single system that best practice around the world and they use this system to get more efficiently for their information system.

• ·         Local flexibility

This aspect means the flexibility of the HRIS that can local can use that for their organization. This means they are more concern about their needs. When responsive on their need, we need to legitimate diversity and appreciate multiple perspectives.

• ·         Innovation and sharing

Learning and sharing the information in the organization. By innovation, they not only do for their product and service only but also their processes. To share the information they must use the best sources that all organization can use such as internet, so from the internet they can easily sharing their information and their expertise.

TOPIC 1 THE WEB AND KEY TRENDS CHANGING HUMAN RESOURCES

There are many aspects those changes to the organizations when new technology implement. Basically it transforms to be better. When the technology is changes, the organizations that use the information just for the local can transform to the global because when use the better technology the organization can access not only for the local also outside the organization. Other than that, the changes of the technology can make the organizations to deliver the information to other organization efficiently. This information system concept is more focus to 4 aspects is a technology, applications, development and the management. This entire concept is very close connection with each other because without this entire concept the information system is not very effectively. For the technology it consist the hardware, software and so on, the applications more to the how we use it.
Human Resources Information System is very important to all organization. For my understanding this HRIS is a system that can make HR practitioner task more easily to complete. This system can storing or keeps the data for each employee in the organization. This system better to manual system because when using this system, the person that in charge can updated or check the employee information faster and efficient. It will reduce time and cost. Other than that, this system can provide a planning, decision making, controlling and other human resources functions.

MY INTRODUCTION

Salam, firstly my name fauziah binti senang, I am from Batu Pahat, Johor, before I come to University Technology Malaysia, I take my form six in smk senggarang and not the science course. I didn’t expect that I take my course know in Bhc in Management and Human Resources Development in UTM because my first choice is want to be a teacher maybe but actually I don’t like to be a teacher. In first year I came to this UTM. I m very excited because my dream to become a university student. In first semester, I sill adapt the environment and my course...and for the long minute and hour to adapt and I found that this course a very close connection to my soul and for the rest of my live I will enjoy this course and enjoy the Uni life. Human resources are a very common position in all company so I hope I can fulfil the position in the good company with the good personality and in good in knowledge, skill and abilities. This job for me is very difficult because have to deal with many people in different background to solve their problem as well as their character.

TO KNOW MORE DEEPER ABOUT HRIS...READ THIS....

Human Resource Information Systems

The purpose of this paper is to identify other companies who have faced similar human resources issues in regards to information technology. Through benchmarking different companies we can learn how other companies have handled certain human resources issues related to information technology, information systems, new technology, and data security. An overall analysis has been completed using research on IBM Europe, Ameriprise Financial, Terasen Pipelines, Shaw’s Supermarkets, CS Stars LLC, IBM, WORKSource Inc., and Toshiba America Medical Systems, Inc. This paper also includes eight synopses of companies facing similar issue to those in the reading.

New Technology

With the changing world and constant new technology that is available, managers need to be aware of the technology that will increase effectiveness in their company. Human resource information systems (HRIS) have increasingly transformed since it was first introduced at General Electric in the 1950s. HRIS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HRIS systems that are used today. Human resource professionals began to see the possibility of new applications for the computer. The idea was to integrate many of the different human resource functions. The result was the third generation of the computerized HRIS, a feature-rich, broad-based, self-contained HRIS. The third generation took systems far beyond being mere data repositories and created tools with which human resource professionals could do much more (Byars, 2004).

Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing numbers of employees. Terasen Pipelines moved its headquarters from Vancouver to Calgary to be closer to the oil and realized a major growth in employees. In the past recording keeping was done on paper and with spreadsheets. Mangers at Terasen realized that there was a need to change to a more computerized system and looked into different HRIS vendors. By making the move to a HRIS system, Terasen is able to keep more accurate records as well as better prepare for future growth. Another company that saw the benefits of keeping up with new technology is WORKSource Inc. To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic pay stub, electronic timesheet software, time-off system, and human resource information system (“Tips,” 2006). By adapting these new programs, WORKSource was able to reduce waste and cost.

The Internet is an increasingly popular way to recruit applicants, research technologies and perform other essential functions in business. Delivering human resource services online (eHR) supports more efficient collection, storage, distribution, and exchange of data (Friesen, 2003). An intranet is a type of network used by companies to share information to people within the organization. An intranet connects people to people and people to information and knowledge within the organization; it serves as an “information hub” for the entire organization. Most organizations set up intranets primarily for employees, but they can extend to business partners and even customers with appropriate security clearance (Byars & Rue, 2004).

Applications of HRIS

The efficiency of HRIS, the systems are able to produce more effective and faster outcomes than can be done on paper. Some of the many applications of HRIS are: Clerical applications, applicant search expenditures, risk management, training management, training experiences, financial planning, turnover analysis, succession planning, flexible-benefits administration, compliance with government regulations, attendance reporting and analysis, human resource planning, accident reporting and prevention and strategic planning. With the many different applications of HRIS, it is difficult to understand how the programs benefit companies without looking at companies that have already benefited from such programs.

One such company is IBM. IBM has a paperless online enrollment plan for all of its employees. Not only has the online enrollment saved the company 1.2 million per year on printing and mailing costs, the employees enjoy working with the online plan. "Since we began offering online enrollment, we've learned that employees want web access," Donnelly [Senior Communications Specialist] says, so they can log on at home rather than through the company intranet. So the company has been working to put in place a web-based enrollment system that employees and retirees can access from anywhere (Huering, 2003). By utilizing the flexible-benefits application HRIS has to offer, IBM was able to cut costs and give employees the freedom to discover their benefits on their own time and pace.

Another company that has taken advantage of HRIS applications is Shaw’s Supermarkets. In order for Shaw’s to better manage its workforce, the company decided it was time to centralize the HR operations. After looking at different options, Shaw’s decided to implement an Employee Self Service (ESS) system. The use of self-service applications creates a positive situation for HR. ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers, and ensuring that their data is accurate. With this solution, employees have online access to forms, training material, benefits information and other payroll related information (Koven, 2002). By giving employees access to their personal information and the ability to update or change their information as needed, HR was given more time to focus on other issues. Understanding the different applications HRIS has to offer will give companies the chance to increase employee efficiency and reduce costs.

Measuring the Effectiveness of HRIS

The evaluation should determine whether or not the HRIS has performed up to its expectations and if the HRIS is being used to its full advantage (Byars & Rue, 2004). One of the most significant challenges faced by public personnel executives today is measuring the performance of their human resources information system (HRIS) In order to justify the value-added contribution of the HRIS to accomplishing the organization's mission (Hagood & Friedman, 2002). Implementing an HRIS program may seem a necessary stem for a company, but unless it will be an effective tool for HR operations, it will not help increase efficiency and may hinder it instead.

One company that implemented a HRIS system is Toshiba America Medical Systems, Inc. (TAMS). TAMS put all employee benefits information online and created an open enrollment option when TAMS changed healthcare providers. Almost immediately upon rolling out the UltiPro portal [new HRIS technology] to employees, TAMS began seeing improvements, with an estimated 70% increase in open enrollment efficiency (Wojcik, 2004). By determining the efficiency of the new program, TAMS was able to realize the benefits of the new HRIS system.

Security of HRIS

The privacy of employee information has become a major issue in recent years. With identity theft becoming a common problem, employees are becoming more sensitive about who sees their personal information, and the security it is kept in. By making sure employee information that is kept in the HRIS is relevant to the company and making sure there is limited access (password protection) to such information, companies can make its employees more secure with the safety of their information. Whether electronic or paper, employee files deserve to be treated with great care. Establishing security and end-user privileges calls for a balance of incorporating, HR policy, system knowledge and day-to-day operations (O’Connell, 1994).

One company that faced a major security issue was CS Stars, LLC. CS Stars lost track of one of its computers that contained personal information that included names, addresses and social security numbers of workers compensation benefits. The bigger problem was that CS Stars failed to notify the affected consumers and employees about the missing computer. Though the computer was retrieved and no information seemed to have been harmed, many employees lost their sense of security with the company. New York's Information Security Breach and Notification Law, effective in December 2005, requires businesses that maintain computerized data which includes private information to notify the owner of the information of any breach of the security of the system immediately following discovery, if the private information was, or is reasonably believed to have been, acquired by a person without valid authorization (Cadrain, 2007).

Another company that experienced a breach in security is Ameriprise Financial. In late 2005, a computer that contained personal information on clients and employees was stolen. Because many of the employees at Ameriprise take their computers between work and home, the company determined there was a need to put more security into those computers. Ameriprise made sure all employees had the new security suite installed on their computers. By responding quickly to the need for more security, Ameriprise made sure all information is being kept secure. Making sure employees information is kept as secure as possible there will be more trust in the company and the HR employees working with that information.

Conclusion

IBM, Terasen Pipeline, CS Stars LCC, and Toshiba America Medical Systems, Inc. are good examples of companies facing issues similar to human resources information technology and human resources information systems. All of these companies know the importance of new technology, human resources information systems, and data security. The remainder of this paper provides synopses of more companies facing human resources issues, how the company responded to the issues, and the outcomes of the company’s responses.

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