Summary

The information technology is important in business to ensure that the organization can manage the competitive force with well done. So, the organization must have the competitive strategy to compete the market profit. There are five competitive strategies which are cost leadership, differentiation strategy, innovation strategy, growth strategy, and alliance strategy.

            In HRIS there are four classifications of worldwide organizational models which are Multinational, Global, International and Transnational. Meanwhile, there have three architectures system like standalone systems, data warehouse model and single integrated system model. The most advance architectures model is Data Warehouse Model.

For the recruiting and staffing, the manager must have the good way in make the good strategic staffing plan. This plan allows a company to see its workforce as a source of competitive advantage instead of a hit to the bottom line. The e-recruitment is one technology and the internet to automate the staffing management process. (150 words)

Human Resource Recruiting and Staffing

Topic 3           : (Human Resource Recruiting and Staffing)

Date                : 15 October 2012

Venue             : D06-BK6

In the global, the organization must more effective with acquiring and selecting the qualified of employees. So, to ensure the organization can gain benefits from the staffing, the Human Resource Manager must select the suitable candidates at the recruitment process. According to Kanji & Asher (1996), recruitment needs to be filling by using benchmarking. It is to identify the quality of service and the gaps that exist between individual and organization. Then, staffing is the process of selecting and trains the individuals for the specific job and responsibilities. Nowadays, the most popular method is e-recruitment. Based on Schreyer & McCarter (1998), e-recruitment is the recruitment process, including placing job advertisement, receiving resumes, and building human resources database with candidates and incumbents.

 Reynolds and Weiner (2009) stated that online recruiting and staffing systems to get information about job seekers and the process to search a job opportunities. When positions are posted, job seeker information is collected, and tools for gathering evaluative information on candidates are deployed. All of this data must be maintained to ensure the roles in hiring process are effectively and properly. Mostly, the information generated during these steps like The Human Resource Information System (HRIS), the applicant tracking system (ATS), or within the system that deploys showing questions, tests, and other forms of evaluation. For example, Sime Darby has strategy in recruitment process with online application in online recruiting to select the candidates in “Career at Sime Darby” system online application. Form that system, candidates can choice the suitable career follow the qualification.

Mathis and Jackson (2005), “A survey of HR recruiters found that one-third of them felt Internet recruiting created additional work for HR staff members”. It is reasonable to expect an increase on the number of applications for a job opening in an economy suffering a crisis, such ours today. More emails to read, more resumes reviewing. But this can be dealt with the support of proper software. The advantages from web-based recruiting and staffing are time savings and cost of a newspaper or postage.

Recruitment and staffing process are important to ensure that good and suitable candidates for the working environment for any position to ensure the organization to prevent loss of profit. Besides that, as the student human resource the recruitment and staffing as a very good topic to lean to ensure I have knowledge when to work especially for recruiting new employee in using e-recruitment. (400 words)

References

Douglas H. Reynolds, John A. Weiner (2009) Online recruinting and selection: innovation in talent acquisition, John Wiley & Sons Incorporation, West Sussex, UK.

Hopkins B. & Markham, J. (2003). E-HR: using intranets to improve the effectiveness of your people. Gower Publising Limited.

http://www.simedarby.com/Careers_At_Sime_Darby.aspx

Knowles, J. S. a. V. (2000). Graduate recruitment and selection practices in small businesses. Career Development International, 21-38.

Mathis, R., & Jackson, J. (2005). Human resource management: Essential perspectives (3rd ed.). Mason, OH: Thomson South-Western.     

Moreland, S. I. a. N. (1999). Auditing recruitment and selection using generic benchmarking:a case study. The TQM Magazine. Volume 11, 333-340.

Othman. R & Musa,N. (2007). E-recruitment Practise: Pros vs. Cons. Public Sectors ICT Management Review.

Robert E. Ployhart, Benjamin Schneider, Neal Schmitt (2006) Staffing organizations: contemporary practice and theory, Lawrence Earlbaum Associates Incorporation Publishers, Mahwah, New Jersey.

                                              

Schreyer, R., McCarter, J. (1998). The Employer's Guide to Recruiting on the Internet Impact. Virginia: Impact Publications Manassas Park.

HRIS Systems and Systems Architecture

Topic 2           : (HRIS Systems and Systems Architecture)

Date                : 8 and 15 October 2012

Venue             : D06-BK6

HRIS system is a database designed to allow tracking of all sorts of personnel related information. The HRIS System is competent to identifying and tracking contacts with applicants, maintain necessary data on the status of each employee in the company like if the HRIS System needs to keep path of training functions for new hires and current workers, the planning software module makes it likely to plan the overall training program and also keep track of who has participated and successfully completed each section of the program.

Based on Bearman (1999), has four categories of worldwide organizational models. First, multinational is the responsive approach to implementation and management HRIS which being sensitive to local and regional differences. Second, global is the efficiency implementing and managing HRIS approach which build a single, standardized, and centralized system. Third, international is learning and sharing approach which implementing and managing HRIS by transferring and adapting knowledge and expertise to local organization. Fourth, transnational will base on all this three multinational, global and international.  That model use to build the organization performance more efficient.

In the systems of technology has three basic system architectures create in HRIS. First, a Standalone is operating system units run it own independent system with no worldwide standard place and no link with each other. These systems difficulties to do data analyze. Example, if the company has problem the information is not easily to be sent to the head quarter because the data are not in their system. Each unit business just update via email, fax or telephone. Multinational HRIS model in this system. 

Second, Data Warehouse, each unit operates standardized the using the same software system, each database are separate for each region or country and every units carry the same software version. This can maximize resources and save costs through common, automatically shared application and benefits to company dealing with retailer. This data warehouse be defined as international model that it is an intermediary from global system to multinational system. 

Third, Single Integrated system there are only one instance of the database, generally located at corporate headquarters. These model no need to separate reporting database because everything was link between each other and the date and information are automatically update. Although some organization choose in order to separate transaction processing of transaction from the report analysis. But, this model also uses the same screens worldwide, with appropriate changes language for different countries. Most company that will be using this model is the Global and Transnational HRIS Company. (419 words)

References

Beaman, Karen V. 1999. On Globalizing HRIS: Moving to a Transnational Solution. IHRM Journal. Pp-34.

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

Beaman, Karen V. and Walker, Alfred J. 2000. Globalizing HRIS: The New Transnational Model.Pp 33-34.

Michael J. Kavanagh & Mohan Thite. (2009). Human Resources Information System: Basic, Applications, and Future Directions. SAGE Publications Ltd.

Information and Competitive Advantages

Topic 1           : (Information and Competitive Advantages)

Date                : 1 October 2012

Venue             : D06-BK6

According to Proctor (2011), information technology (IT) is a branch of knowledge concerned with the management, development and use of computer-based information systems. In changes of technology so rapidly now, the organization must have strategy to always prepared in ensure their technology up to date. Refer to Howard et al. (1999), believed that if Information Systems (ISs) design and strategy development are addressed simultaneously, strategic competitive advantage can be gained. Meanwhile, according R. Kelly Rainer and Casey G. Cegielski (2011), strategic information systems (SISs) provide a competitive advantage by helping organization apply its strategic goals and increase its performance and productivity.

According to Steve Clarke (2001), the Porter’s model of competitive advantage seemed to be the most interesting. It assumes existence of five from different drives which force organizations to invest in information technology such as threat of new entrant, rivalry between companies, substitute products, customers bargaining power and also supplier bargaining power. So, from this the organization must have cerate competitive strategy. Refer to R. Kelly Rainer and Casey G. Cegielski (2011), a competitive strategy is a statement that identifies a business’s strategies to compete its goals, plans and policies that an organization seeks a competitive advantage in industry. That is, it seeks to outperform its competitors in some measure such as costs, quality, and speed.

Michael Porter’s propose that competitive advantage is to be gained from one of three generic strategies called differentiation, focus, and cost leadership. Differentiation is making product or service in some way different from competitors. Focus is the focus on a particular part of the market where organization aims to do better than competitors by its improved knowledge and skills. Cost leadership is generating an advantage by producing at a lower cost and the increase profit margins.  

For my view, the Air Asia airline Malaysia use the information technology with web presence like E-Commerce in online booking ticket that give the lower price for their customer. So, the customer can book early. From this topic, I already know how to ensure the business can be successful with make the good decision and good strategy with good leaders for ensure the business can competitive in best operational. So, in improve Human Resources practices, the organization must considers many issues like time, money, challenges and other issues to ensure the employee have the good knowledge and skill in provided them with the good decision in technology. (400 words)

References

Davenport, T. H. (1999). Process Innovation: Reengineering Work through Information Technology. Boston: Harvard Business School Press, 1993. Dell, M., Keynote Address at the Direct Connect Conference, Austin, Tx,August 25, 1999

http://www.airasia.com/my/en/home.page

Mehdi Khosrowpour, Jan Travers. (2000). Emerging Information technologies for competitive advantage and economic development: 1992 Information Resources Management Association International Conference, Idea Group Publishing.

Porter, M.E., & Millar, Ve. (1996). How information gives you competitive advantage. In Managing Information for theCompetitive Edge (AUSTER E and CHOO CW, Eds), 71–92, Neal-Schuman Publishers Inc., New York.

Proctor, K. Scott (2011), Optimizing and Assessing Information Technology: Improving Business Project Execution, John Wiley & Sons.

R. Kelly Rainer, Casey G. Cegielski. (2011). Introduction to IS: Supporting & transforming business (3^rd edition), John Wiley & Sons Inc.

Steve Clarke. (2001). Information systems strategic management: an integrated approach, Routledge Taylor & Francis group.