SUMMARY OF HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

SUMMARY OF HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

The Human Resource Information System (HRIS) course give a knowledge to student about how to using Computer-Based Information System (CIBS). This knowledge can be apply in organization in order to facilitating the achievement of competitive asvantage of an organization. This subject teach us how HRIS can be implement in organization with efficiency.there are the topic that covered in HRIS, which is the web and key trends changing human resources, introduction to information system and competitive advantages, HRIS in context, web based human resource including recruiting and staffing, performance management cycle, web base technology and employee learning and development, introduction to online induction systems and human resource management and payroll process.

Other than that, HRIS can assist managers charged with improving the efficiency of HR administration by reducing cost, enhancing the reliability of reporting and improving service to internal customers. Information technology facilitates administration in multiple ways. First, an HRIS can help improve data accuracy by reducing the need for multiple inputs, eliminating redundacies in data and reducing the opportunity for human inputs errors and associated corrections. HRIS also through databases, speeds the process of building reports with simple query capabilities.

For the future of HRIS as noted in early topic, forecasting the future is very difficult. It is because HRIS is not just about what might become technically possible. This system is essentially serve human enterprise. Dtudent focusing on understanding the field of HRIS must never forget the human issues involved in developing and implementing an HRIS. The HRIS continues to evolve and it is important for those studying it not only to understant what is occuring today but also to look at the environmental and technological forces that will affect it in the coming years.

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WEB BASE TECHNOLOGY & EMPLOYEE LEARNING DEVELOPMENT

Nowaday, Employee Learning and Development (ELD) is important in order to ensure organization get long term competitiveness, excellence, quality, flexibility and adaptability. The function of Employee Learning and Development (ELD) is to promote and support employee and organizational growth, development and empowerment by providing innovative, quality workplace learning programs, resources and service.

               Employee learning and Development (ELD) systems is the system that plan and observe the employee training, career development ant the emlpoyee’s perfomance. As well as analyze the employee career development, ELD systems also recommend training programs and periodic performance appraisal. There are several purposes of ELD systems, that include :

·        To improve and correct an employee’s performance and the organization it self.

·        Trainning programs increase the employee’s knowledge, skill and attitudes towards their current work.

·        Development programs where the program conduct in order to preparing the employees with thier future work.

·        This system also will help the employee manage thir stress due to work overload.

There is five components in ELD system, which is employee personal information, performance before training, training course, training transfer and program evaluation. Employee personal information is the personal background about employee such as staff ID, name of the employee and the position. This component is to know more detail about employee.Second components is performance before training that can be describe as the employee education and performance level. This can be checked using Key Performance Indicator (KPI). This element is to know more deeper about employee.Next components is training course. This element is information that the employee need to know such as course code, course name, module and date of training. Next components is training transfer. Training transfer is how the knowledge in training transfer to participants, either transfer through knowledge development, forum, video conference, or other.Last elements is program evaluation. Evaluation looks at the total value of that training event and process, thereby placing it into its organizational context and aiding future planning.

This system is good and give advantage to the company because this system are cost effective and accessibility helps to empowerment and facilitation and improved computer skills.  This system have disadvantage because this system are lack of human contact, need employees to know the computer basic skills and certain content are not suitable to employees.

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Recruiting and Staffing

In organization psychology subject, i learn about recruiting and staffing related with psychology field using traditional way. But it is same when i learn on this topic just add with online system. Actually recruitment is the process of attracting, srceening and selecting qualified people for a position in an organization. Staffing is the process of selecting and train individuals for specific job functions and charging them with the associated responsibilities. So this basic system change to e system. So the fuction of e-recruitment system in to develop to decrease employee’s turn over and to help human resource management to find the right people to fill the job vacancies in organization. It will help organization more in recruitment and staffing their staff quickly and effectively. E- recruitment system is the online job application and processing system for employers to advertise their job opening and for candidates to submit their application via internet.

There are several advantages of recruiting and staffing by using web based human resource planning. The main advantages is organization can reduce cost and time compare using traditional way. Organization can advertise all the available positions in company;s website and it will save a lot of advertise cost from advertise it on newspaper advertisement and also reduce mailing cost. At the same time, others will get information quickly when the system gives the update information. On the other hand, the selection process will be easier describes the job vacansies and their requirements through internet system. It also will help the human resources executive make an appropriate selection to fill the available position based on candidates;s qualifications.

Although the system is easy to get information quickly, but at the same time, this system provide lot of information until this system overload. It will make candidates have to search amount thousands of job specification. Company also need to dealing with so many application including the unsuitable ones. Sometimes, the system is hard and limited for users to access especially in critical time, only the employee in the organization can access this system.

This topic actually help me to using this system to find a job that suit with my qualification. Before this when to find a job, i must red newspaper but now, just using internet, i can apply any job that suitable.

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PERFORMANCE MANAGEMENT CYCLE

For the first time i heard about performance in class, i thought it is about how employee perform in the work place. But actually, i not learn about perform, but i will learn about performance managementnt system using HRIS. The truly definition of performance managemnt system is the process of involving employees in accomplishing your agensy’s mission and goals. Employee performance management includes planning work and setting goal, monitoring performance, developing capacity, reviewing performance, and rewarding good work in order to ensure that goals are consistently being met in an effective and efficient manner.

There is five stage in performance management including plan, monitor, develop, riview and plan. stage 1 is performing planning, this plan starting at the start of the year and then periodically is the core of the performance management process. The performance plan should be a written document and describe more about performance resutl, performance behavior and development objective. In the stage 2, monitoring are including performance and giving feedback like two communication ways between manager and employee throughout the performance period is critical to the performance management process. Then is stage 3, development occurs through monitoring where it can helps more in improving the work process. Stage 4 is about performance review that summarize the performance over a period of time. Review stage will evaluate perfomance results and behaviors while rating and rangking have both pros and cons. A summary rating of each employee may be useful. Stage 5 is reward base on good performance. Recognition and non-monetary rewards are important part of the reward structure.

Performance appraisal is different compact with performance management. Performance appraisal is a method by which the job performance of an employee is evaluated typically by the corresponding manager or supervisor. A performance appraisal is a pert of guiding and managing career development. It is the process of obtaining, analyzing and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee’s recent successes and failures, personal strengths and weaknesses, and suitability for promotion or futher training. It is also the judgement of an employee’s performance in a job based on considerations other than productivity alone. Performance appraisal also can control behavior, provide feedback, as a system improvement and as a basis reward and punishment system.