Conclusion

I can conclude that in competitive advantages, every company has their own competitor so they must know the forces in industry and develop the competitive strategies that can lead company to the success.

Human resource recruiting and staffing via online can make time and cost effective. Its can improve the quality of the candidates and could reduce the time of processing the applicant. The users must at least have the knowledge to use it, than can help to reduce any misuse or avoid any problems to occur.

In web based employee self service, I can conclude that this ESS if use effectively has made the employee and manager works more simplify because it not require long enquiries, give more quality service to employee and managers. Furthermore, it can improve speed on the process of the updating information. That a really good for the company that use this ESS and become more productive.

References

Cascio, Wayne F. 2003. Managing Human Resources, Productivity, Quality of Work Life, Profit (6^th ed.): McGraw-Hill Higher Education.

Michael J. Kavanagh, Mohan Thite, Richard D. Johnson. 2012. Human Resource Information Systems: Basics, Applications, and Future Directions (2^nd ed.): SAGE Publications, Inc.

Tong, D.Y.K. and Sivanand, C.N. (2005), Service Provider Review: International and Malaysian, Employee Relations, Vol. 27 No. 1, pp. 103-17.

Wendell L. French. 2007. Human Resource Management (6^th ed): Houghton Mifflin Company.

Yrle, A.C.,Hartman, S.J. and Walsh, K.R. (2004). E-business: Linking Available Services and Entrepreneurs’ Needs, Journal of Small Business and Enterprise Development, Vol. 11 no.3,pp. 390-9.

Blog 3: Web Based Employee Self Service

According to what I learn in class’s lecture and note, Web Based Employee Self-Service is one of the win-win situation and proportions for organizations and employees. They called it win-win proportions because of the employees and managers using the interactive technology to obtain the information conduct transactions, and essentially shortcut the processes that previously are take a time.

            Employee Self-Service or ESS is a Human Resource (HR) portal that provides an electronic means for their employee in the company to access their HR information and services. This portal can provide the single sign-on capability for the employee to complete the transactions without HR’s assistance.

            This ESS will go from simple intranet web sites like view and read the online HR policies or safety requirements in the organization to the sophisticated internet web sites that allow employees to access and change their individual records such as in Aims web UTM for lecturer update their details. For example, adding promotion, status about adding a new child. The changers can be made anytime and everywhere 24-hours, 7 days a week basis as long as can the internet and get in to the ESS portals (Aims web UTM for this example).

            This ESS gives some of the functionality to the employee (Michael J. Kavanagh, Mohan Thite, Richard D. Johnson. 2012). First is in the view of HR communication. The employee can access company policies or procedures, review company information, access HR policy manual and e-mail inquiry or help request, complete employee surveys or 360-degree feedback data and the respond to personal information that request from HR. The second functions are in the scope of benefit services. In this benefit services, employee can research and view plan rules and requirements to their job, also can delete or add independently and also model health plan alternatives. The third are in personal data update. They can update emergency contact, correct error by their own in personal data likes about the numbers of children, vacation or sick days. The last function is in development. In the development function it can see by employee can enroll in training courses, and also can access to internal or external e-learning courses. In this flow of the function of ESS we can see that the communication and data flow smoothly without interruption when updating about the employee’s data information or read for the latest news or requirements in the company’s web site.

Blog 2: Human Resource Recruiting and Staffing

To identify, attract and hire the most qualified people is the goal of the recruitment function (Cascio, 2006). Based on the model of Breaugh and Starke (2000), the objective of recruitment are include cost of filling a job opening, speed of filling a job opening, psychological contract fulfillment, employee satisfaction, retention rates, quality of applicants, quantity of applicants, and diversity of applicants. As we already learn in Human Resource Planning, the popular phrase of recruitment and tougher than ever is the process of having the right people, in the right time and at the right place (Tong and Sivanand, 2005).

            Today’s on global environment which is a very competitive world, all of the organizations are searching and like to have a very efficient and effective way on searching and maintaining their qualified workforce. By using the technology (Internet), it can ensure that the goals to become more productive and cost effective will be achieve. This online application of recruitment will be utilized to the organization that want to obtain information on the applicant to facilitate the process of selection in this compete in global world.

3.1 What is E-recruitment?

E-recruitment is the process of personnel recruitment using an electronic resources in particular is the internet. When officer of human resources want to use e-recruitment system, they must know the important knowledge about it. First is how these systems work, second is how to build it and the last one to guide is how to use the system. On this e-recruitment, there have the big components such as Job Vacancies, Personal Information Candidate, Administration, Job information and the last one is the policies of recruitment. Under the job vacancies is external and internal recruitment and for under the administration are screening, test, interview, assessment and interview result, background and medical report, and also the agreement (offer letter).

Below are the Figure1 that illustrates the function of recruitment and selection:

Figure 1

3.2 Advantages using e-recruitment

            Everything has their implication whether it give the advantages or disadvantages. In this web-based system of the recruitment and staffing, for the employers it can increase the company’s quality by enhancing employee performance through the existing modules like module Employee Self Service (ESS). Where by it provide a flexible and interactive interface between the company and job seekers. Another thing is in position vacancies, which make the organization can disseminate information and articles related to the job vacancies that offered. The profile of job seekers will be put into online system to facilitate the data retrieval in organization and related potential of the job seekers.

        

Blog 1: Information and Competitive Advantages

What is the role of information technology? Actually, what I learn in the previous HRIS in the topic of “Using Information System for Gaining Competitive Advantage” class are the information technology can substantially increase process efficiencies, can improves communication and also can facilitates collaboration. Technology as a driver and the cause that can makes the business being competitive and changes the way that business can compete to one and another.

            I learn also about “what is strategic information system?” A strategic information system is any information that uses Information Technology (IT) to help an organization gain a competitive advantage, reduce a competitive disadvantage or meet other strategic enterprise objectives.

            When the organization uses the technology to enhance their efficiency of business to make them compete effectively with their competitor (Yrle et al., 2004), it’s actually thinks about the competitive forces. The forces are the rivalry of competitors in the same industry, the new comers or entrance, the substitute products that can capture the market share, customers and suppliers bargaining power. All of that are the forces that can make a business wake up and find the strategies to counter back the forces.

Every business wants a success more than their competitors. So, to success the business must develop strategies to counter the forces. In the chapter, I learn about five competitive strategies that business can be used as key important to compete with their competitors. The fist one is take a look in cost leadership. In look in cost effective is actually become low-cost producers, help to reduce costs for suppliers or customers and increase cost to competitors. For example, Proton reduces their cost by merger with Frizer-Nash Researcher (FNR) in development of green technology. Second, differentiation strategy – make your business different with your competitors. Be unique and differentiate a company’s products from our competitor product and also focus on a particular segment of market. For example, Proton make them unique compared to their competitors in Malaysia when become a global automotive company. Third is an innovation strategy. Its include to become unique products, services, or markets and radical changes to business  processes such as in 2014, Proton want to build the car than have hybrid technology for save the environment. In growth strategy, it diversity into new products or services, it expands the capacity to produce and also into the global markets. The last one is alliance strategy. These establish linkages and alliances with customers, suppliers, competitors, consultants, and other companies. Also includes mergers, acquisitions, joint ventures and virtual companies. For example, Proton always has linkage to their customer and build turbo engine after get the feedback from their customer with the program with Lotus for engine development.

Introduction

Assalamualaikum,

It's me~ Efa... ^_^

Hi everyone, this is one of the newest things that happen on me in this semester. It’s very new and challenging for me to make a blog (I’m not kind of person that updating about the social network). This is my only blog and this blog especially for my core subject in final semester which is Human Resource Information Systems and the nickname for this subject is HRIS.

My father gave this name to me. NURUL EFAZLIN BINTI SHAI-IN. This year I’m completely 23 years old (my birthday on 2^nd April 1989). Still younger to make my dreams come true. Now, I’m 3rd year student of Human Resource Development and in final semester at University Technology Malaysia. I have four siblings and I am the second in the family.

I think this HRIS subject is one of the tough subjects for this semester. So, I must make my self very clear and understand about this subject.