Conclusion

For the first topic that I had discussed is about competitive advantages. In this topic, there are 3 main things that I had discussed. There are two analyses which are SWOT analysis and PESTLE analysis and the five competitive forces. For both of these analyses, there are the tools that we used to find out the current status and position of an organization in relation to its external environment and current activities. Besides, if organization wants to succeed in their performance, they must know how to develop the strategies to counter these five competitive forces to make sure that they can achieve their goals.

For second topic that I had discussed is about on globalizing HRIS.  As I told before this, there are 3 different HRIS models which is multinational model, global model, and international model. Each models have their own characterizes and functions. Besides, all of these models are under transnational HRIS. The transnational HRIS is one that brings “hyper-competitive” advantage in the HR processes and system. Furthermore, the transnational HRIS is one specifically designed to respond to complexity and change.

Last but not least, for the third topic that I had discussed before this, is about Web Based HR Planning of recruiting and staffing. In this system, there are a few implications on management. There is management to be cost effective and efficient, can reach high-quality applicants, and administration also can easily update all the information via using on this system and it can enhance the productivity in organization for overall. Here, we can say that very day, more and more companies are embracing technology to simplify, cut cost, and make productivity more efficient. Although HR still has to fulfill the obligation of being a people to people organization, the Internet is where people are meeting!

Web Based Human Resource Planning (HRP) : 

Recruiting and Staffing

Web Based HR Planning was developed to help the HR management to find the right people to fill the job vacancies in organization and also to decrease employee’s turnover. This web based can be applied for workforce analysis and planning, sourcing and attraction, assessment and attraction, hiring new employees, deployment, and retention also.

Recruiting and staffing are the two different things. Recruiting means the process of identifying and hiring the best-qualified candidate either from within or outside of an organization for a job vacancy, in a most timely and cost effective manner. In recruitment, there are 3 types of needs which are planned such as the needs that arising from changes in organization and retirement polis; anticipated (organization can predict by studying trends in internal and external environment), and unexpected such as resignation, accidents, and death. Then, staffing means the selection and training of individuals for specific job functions and charging them with the associated responsibilities. Meanwhile, e-recruitment system is the use of technology to assist the recruitment process and it involved with finding, attracting, assessing, interviewing and hiring new personnel. The purpose of e-recruitment is to make the processes involved more efficient and effective, as well as less expensive. E-recruitment also can reach many potential employees and facilitate the selection process. But it still have disadvantages such as it is limited to user to access, the user can be missing of the information, internet vulnerability, and users may lack of computer knowledge.

Next, in the web based HRP, there are 3 components which is input (personnel data element), HRIS database (all of the data is held in computer storage) and output (the information about recruitment can be used by the user). Besides, there have 2 main issues which is about validity and security issues.

On Globalising HRIS

Firstly, let understand about the definition of globalization. Globalization is the tendency of investment funds and businesses to move beyond domestic and national markets to other markets around the globe, thereby increasing the interconnectedness of different markets. Globalization has had the effect of markedly increasing not only international trade, but also cultural exchange. In short, we can say that globalization is an integration of business activities across geographical and organizational boundaries.

In HRIS Models, there are 3 different strategic needs that drive organisations in selecting each model. There are local differentiation, global integration and leveraging worldwide innovation and knowledge sharing. 

Besides, in globalizing HRIS, there are 3 types of models which is multinational model, global model and international model.

Multinational model is an organizational model that consists of the subsidiaries in each country in which a company does business with ultimate control exercised by the parent company such as Toyota, KFC, and Adidas.

Global model is characterized by centralized decision making and tight control by the parent company over most aspects of worldwide operations; typically adopted by organizations that base their global competitive strategy on cost considerations.

International model is composed of a company’s overseas subsidiaries and characterized by greater control by the parent company over the research function and local product and marketing strategies than is the case in the multinational model like Tesco.

Then, what is the meaning of the transnational system? It is achieve cost economies, basing other functions in the company’s national subsidiaries to facilitate greater local responsiveness, and fostering communication among subsidiaries to permit transfer of technological expertise and skills. In short, transnational system will increase complexity, diversity, and volatility. In transnational system, there are 3 critical components:

1.       Global efficiency

Benefit: succession planning, training course design, retirement program management

2.       Local flexibility

Benefit: competency management, rewards, salary and financial incentives, and the delivery of training programs.

3.       Innovation / sharing

 Benefit: compensation program design, business process design and product or service development.

Besides, the transnational system has 3 models which are standalone system model, data warehouse model, and single integrated model.

1.       Standalone system model – interdependent system

2.       Data warehouse model – shared knowledge and application

3.       Single integrated system model – corporate with headquarters (HQ), “one-size-fits-all”

Competitive Advantages

For this chapter, I had learned about two types of analysis which is SWOT analysis and PESTLE analysis. SWOT stands for strengths (strong brand names, good reputation), weaknesses (poor reputation among customers), opportunities (arrival of new technologies), and threats (increased trade barriers) while PESTLE is an acronym for political (bureaucracy, government), economical (economic growth, inflation rate), social (social mobility, attitudes to work), technological (internet, automation), legal (consumer law, employment law), and environment (weather and climate change).

SWOT is a strategic planning method used to evaluated strengths, weaknesses, opportunities, and threats but PESTLE is to analyze the industry situation and these 6 elements will shape an organization.

*for more information about SWOT analysis, feel free to click this links: http://www.mindtools.com/pages/article/newTMC_05.htm                   

http://www.businessballs.com/swotanalysisfreetemplate.htm

Besides, I also learn about five competitive forces which is rivalry of competitors within its industry, new entrants into an industry and its markets, substitute products that may capture market share, bargaining power of customers, and bargaining power of suppliers.

For example, we can see in Nokia’s company :

1.       Rivalry of competitors within its industry

-          Nokia had face intensive competition in mobile phone industry such as Samsung and Sony Ericsson.

  

2.       New entrants into an industry and its market

-          Actually, Nokia is in medium level in mobile phone industry. Before this, Microsoft Corporation announce its decision to enter the mobile phones market and it could bring the big threat to Nokia. But it’s only an announcement.

3.       Substitute products that may capture market share

-          Nokia is weak in substitute product and there is no direct substitute in mobile phone industry.

4.       Bargaining power of customers

-          Since the market becomes more sensitive to the price, Nokia could meet the strong bargaining power from them the buyers.

5.       Bargaining power of suppliers

-          Since Nokia is the market leader in the mobile phone industry, Nokia is in the strong position.

.Introduction About Me and HRIS.

Assalamualaikum w.b.t. and hi guys,

For the first entry, let me tell about myself. My real name is Nurliyana Binti Abu. I’m from Johor Bahru. I have one handsome dad, one beauty mom, one specky brother, one talkative little sister, and one cute little brother. Honestly, I am really happy with them. So happy!

In UTM, I majored in Industrial and Organizational Psychology. Ok, let me tell about my previous study first. Before I doing my degree, I had studied in form 6 in SMK Dato’ Penggawa Timur, Masai. Oh, before I further my study in form 6, I heard many things about the disadvantages of form 6. My friend told me that if we take form 6, we can tend to suicide! It is because they said that form 6 syllabus is too hard and our opportunity to further our study to university level is too low. But, my lovely parents still give their support to me to continue my study in form 6. So, when I in form 6, my awesome teachers are very supportive. They always give us the words of encouragements and enthusiasm. And the best thing, we can feel their sincerity to teach us. So, when my teacher teach us with full of sincerity, we also learned with full of sincerity until we get the good result and then continued our study to degree level. So, from here, I have proven that the word of my friend is not true at all. Actually, all of this is up to individual’s perception. Am I right?

Ok, stop about myself. Now, I would like to talk about one of subject that I have learned in this semester. It is Human Resource Information System (HRIS). This subject is conducted by my gorgeous lecturer, Dr. Nur Naha Binti Abu Mansor. Let me tell about the general of HRIS.

HRIS refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. HRIS also a system that lets you keep track of all your employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases. Currently HRIS encompass payroll, time and attendance, appraisal performance, recruiting, training system, performance record, employee self-service, scheduling and so on. Ok, I will stop here and will be continue about HRIS in my next entry. Dadaa. See you next time.