Summary

Nowadays, technology usage has deeply influence HR functions within the organization. These all system makes the organizations more effective and efficient. I exposed to the model of HRIS and how the model running. A good and well plan system needs to take time to have dry run. It is to make sure that the system have no problem and are easily use by all types of users. Furthermore, the system help many organizations grow faster especially for the international company that have many workers. These systems can make the data more easily to manage and always up to date. Moreover, by invented web-based technologies, manually HR function will become automated, by using computerized instead of manually in the past. All of the paper work/information can be easily processed through computerized system whether to store for reference or conduct analysis. Besides that, web-based technology had also provided more comprehensive and ideal learning toward employees as it helps enhance their knowledge and skill toward their work. Less time and cost are identified when using web-based because employees just need to enrol to their website and have learning in anytime and anyplace they prefer. As a conclusion, HR issue has become more concerned by an organization for the purpose to be able to competitive with competitors and also help organization to build up their businesses in worldwide with their effective HRIS that have implemented.

Web-based Technology & Employee Learning and Development (ELD)

The next topic I learned is some related to employee learning and development. The topic is wed-based technology& employee learning and development. This topic is discussed about how HRIS can be used to develop or manage the employee learning and development. Training is a program which provided to fulfil the current needs of employees to perform their current job and development is point to fulfil one potential and its focus on future but not only current. By using HRIS, the information of training and development can be manage and categories to be use when it’s needed. For example, training need analysis, web-based technology had reduce and simply the process of TNA such like proper managed the data and fill up the questionnaire through internet. According to Liegle & Madey (1997), most of the businesses are utilizing the Internet as the delivery vehicle for a portion of their training needs. Every of the single information will noted with computerized system which is easy to store and take out when necessary. Besides that, HRIS system in ELD can also use to evaluate the performance of the employees before and after the training. If compare to previous system which using manually system to manage every single step of ELD, computerized system was more convenient and flexible. The most important is it could reduce cost and time consuming. This system is useful for us who might to be Human Resource executive in the future. Furthermore, Dr. Nur Naha had discussed about Harvard business studies to us during the class. We had exposed to that we have to answer the question aggressive in order to get a better mark in this case studies. I had learned a lot during this case study, besides to have a clear picture of the case, I learned the tactic of answering question and also exposed to the power of team work.



Reference:
Liegle, J. and Madey, G. (1997). Investigations into Technologies for Distributed

HRIS model

The new topic I leant is HRIS model. The modeling of HRIS consists of 3 sets of component which are input subsystem, HRIS database and output subsystem. Input subsystem is such as the basic information that generated from the data collection. This information will after that through on a system which called HRIS database and finally distribute to output subsystem to be used by the related parts of HR activities. The most funny of today is Dr. asked a question of ‘what is HR self-service’, when I am still wondering isn’t the answer was that simple as others say ‘layan diri’? Dr. suddenly called my friend’ Josephine to answer this question. Josephine was so shock to receive a question suddenly from Dr. and showed a funny facial expression. Finally, Dr.Nur Naha had announced that the answer was does it ourselves. Sometime the answer is there but we still require getting a better answer. Due to this web-based employee self-service, it allowed all employees have their own access via web browser to information residing on HR system. It means that employees can update personal information by their own as individuals. HR self-service is useful to reduce the speed of delivering products and it was giving chances to employees to access to their own career and thus increase their own satisfaction in their field or career.

Transnational HRIS

The next topic we had learned is transnational HRIS part 2 ‘HR Systems Architecture and Service Delivery and Model. There are 3 main model included in this system are Standalone system model, data warehouse model and single integrated model. From the picture provided, I can clearly understand how the models working and how the running systems of each model. According to Beaman (2004), standalone system runs its own independent systems which identify multinational model that is ultimately localized and highly decentralized. It consist lots of independent local business unites and only little control at the centre. Data warehouse is a model which focuses on sharing. This model takes learning and sharing approach, it integrates the innovation that adopts from local business unit into global business model, then roll back throughout the organization. The last model is single integrated model which have only one instance of the database that identify global model that is highly centralized and standardized which minimizes the needs of the local business units. Each model has their own advantages and also disadvantages. For example, standalone system model can run independently with each units but it was hard to collect data analysis because there is not standarlized format to collect data. Different types of company have to choose the different model to operating their company. I am also has been exposed to the HR activities which typically performed globally, regionally and locally. This is an interesting topic since it had taught us how the data generated and models that the data transfer around the world. I like this topic. Besides that, I like the teaching technique using by Dr. Nur Naha, with the discussion and some funny joke, it always attract my attention to class. Through the quiz for today, I gain the chances to review again what we had learned before and it was also refresh my mind to be more concentrate in class in order to perform better in the next quiz. Fortunately, I apply what I had learned during the class and won a small present from Dr. Nur Naha, I was so happy today, not for the present, but for self-satisfaction.





References
Beaman, Karen V. 2004. Sourcing Strategies for the Transnational Organization. IHRIM Journal. Pp 29-38

Summary

From the lecture delivered, we had exposed to what is HRIS, competitive advantages and globalising HRIS. By using HRIS, human resource department can be more effective and efficient by integrated with new technologies on a regular basis so make things much simpler and more modernized. HRIS can provide accurate information in real-time when making HR decision such as administration, payroll, recruiting and training. HRIS is useful when making a work-related decisions. By having a clearer view of what is presently happening in company, it can also predict what could happen in the future. An organization could use one, some or all competitive strategies in order to increase their competitive within the competition. Such like HSBC, they are using innovative strategy by giving a online, full service customer systems while comprise with others strategies. Different types of organization adapt different types of HRIS models, it depend to the system of the company. Some of the company prefer to global model in order to have a standardlised and centralised system across to their subsidiaries. Well, since tall of the models have their own weaknesses, transnational HRIS model has exist to ensure managing HRIS more efficiency and effective. Transnational model is suit to every organization and bring global efficiency, local flexibility and innovation to the organization in managing HRIS. That's all for my opinion from the lecture =)

Globalising HRIS

From this topic, we had exposed to the differentiate of HRIS models. From the global system of HRIS, there are 3 strategies have to cover that is, responsiveness, global integration and innovation and knowledge sharing. There are 3 types of HRIS models: multinational, global, international. In my opinion, multinational model is based on local and regional differences. It would be changed due to the local culture and regional differences. This models give the 'power' to customer to customize their system. Implementing and managing HRIS by building a single, standardised centralised system is defined as using global model. They use a single and one fits system across the globalization, localization generally not adequately met. Besides that, international model was stated as stood on the middle of multinational and global model. It was defined as adapting knowledge and expertise to local organisations while continue retain the one fits system to control over the local organisations. Well, all of these models are not prefect to all the organisations, an ideal transnational HRIS model exist to ensure managing HRIS more efficiency and effective. Transnational model is suit to every organization and bring global efficiency, local flexibility and innovation to the organization in managing HRIS.

Competitive advantanges

From the second topic of HRIS, we had identified the basic competitive strategies and how to use it to confront the competitive forces it faces. There are five main strategies: cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy. Cost leadership is based on the concept that you can produce and market a good quality product or service at a lower cost than your competitors. Differentiation strategy is based on a product or service that unique from others that valued by the customer perceive it's better than others provider. Innovation strategy is based on the products and services in order to radical changes to business processes. Growth strategy is based on the global markets, diversify into new products or services and alliance strategy, based on establish linkages with customers. Some of the company use one, some, or all of the competitive strategies. Besides that, we had also exposed to what is PESTLE analysis, it is a tools to help organization develop strategies by understanding the external environment from the organization. From the activity 2, we had divided into few groups to think about a product in the market which some companies had acted by using competitive strategy. Our group presented the differentiation strategy of HSBC and CIMB, for example, HSBC has using the benefit of discount in certain product to attract customer by the way CIMB was using the strategy of gained pointer to exchange product in the market. From the assignment given, i had exposed to the organization system of HSBC. HSBC separate their service into 2 types, personal and commercial. In the categories of personal, they got HSBC Premier banking services, personal financing, home loans, insurance, internet banking, investments and credit cards service. For commercial, they got business, SME, international banking systems. I realized that they were keep moving towards in order to provide their best product and services to their customer. They are strive to gain satisfaction from their customer and attract new customer to invest to their services. For example, HSBC have the internet banking system and it allow every user to access their account anytime everywhere. It allow to do mobile banking with selected smart phone, assured that the information is being protected by one of the most sophisticated online security systems in Malaysia!



References:
1) http://www.quickmba.com/strategy/generic.shtml
2) http://www.hsbc.com.my/1/2/
3) http://www.renewal.eu.com/resources/Renewal_Pestle_Analysis.pdf