HRIS 2 Conclusion

            Thanks to this reflective blog that I am required to make, I have learn so many wonderful things about HRIS and web based application which are web based employee learning and development, web based occupational safety and health and web based compensation planning

            Web based application are one of the many wonderful creations created by HRIS. As the company grow, so as time and technology. Web based application are very helpful in managing any number of employees and company branches even though the branches are located at other countries. Lots of wonderful things happen because of the constantly upgrading process by the human resource practitioners that are constantly striving for a better managing the company and integrating technologies as well as maintaining the balanced between the core company and their branches.

            Web based application are the most cutting edge technology that we can use in order to stay competitive in this globalization era while maintaining and even upgrading the performance of the employees. Web based application are considered the smarter choice for any company that are looking for effective management process

HRIS 2 Web based compensation and planning

            In the previous post I have discussed about web based occupational safety and health. In this post I will be reflective and give a little bit of my reading to clarify on what is web based compensation and planning.

            In the early days, all of the compensation planning are being made by the mainframe computers tracking payroll at that time it is very hard to handle due to the only mainframe computers are tracking all of the payroll and if anything happens to the mainframe it will affect the ability to give accurate amount of salary and even delay the payment to the employees. Then in the 80s and early 90s the compensation planning shifting to PC, automating all of the HR tasks like job evaluation and salary planning. This make the jobs of HR manager a bit harder by needed to make the compensation planning and the job evaluation at the same time, while handling the employees of their needs now they need to do the compensation planning as well to control the employee payroll system. After the early 90s come to an era where compensation planning are used by the managers by the help of web based compensation planning. Web based compensation planning is a tool for HR managers and line managers that help in fixed compensation, variable compensation and stock compensation.

            Beforehand every company is using Microsoft Excel to manage their compensation plans. However Microsoft Excel does not provide matching budgeting and financial modeling capabilities and fails to address workflow issues related to executing the compensation planning cycles efficiently. By using a web based compensation planning can eliminate the burden of HR managers in making the compensation planning and allowing the company to move from excel compensation worksheets to something much better that are made especially for compensation planning. Web based compensation and planning can help by develop and maintain competitive pay rates, drive employee performance,  manage merit increases and compensation budgets. By using all of the advantage above can help the company in stay competitive by giving the upper hand in managing salaries much better compared to their competitors.

            Compensation administration is closely linked to effective employee performance management. Web based compensation and planning provides the budgeting and merit increase tools for the managers know on how much they need to pay the employees based on their performance ratings, current salary levels and experience.

HRIS 2 Web based occupational safety and health

            In the previous post I have discussed about web based employee learning and development. In this post I will be reflective and give a little bit of my reading to clarify on what is web based occupational safety and health.

            First what is occupational safety and health? Occupational safety and health is a procedure that every occupational must have a proper protocol that will protect the employees from any form of danger in their workplace. For example in construction sites there are safety protocol that required the workers to always wear safety boots and helmet and other precaution steps to be taken to overcome any accidents from occurring. It is the responsibility of human resource manager to take the role to teach the employee regarding the proper safety steps to be taken in any kind of situation. Before this the managers need to make a workshops or seminars to explain to the employee regarding occupational safety and health. These are the traditional ways of doing things, but with technology, the managers are able to make all the occupational safety and health steps standardized and uploaded it into the websites for the convenience of both employee and managers. By doing so, it can save the time of employee and managers from doing any seminars and workshop regarding occupational safety and health.

            By using web based occupational safety and health we can train employers and employee in an internet-based OSHA expert compliance assistance system. The application will cover the usage of an internet-based diagnostic software system that will use an on-line interview process that will give a compliances profile for each facility that are covered by the interviews and even a comprehensive on how to do list to help the user on managing the compliances. The information must be customized for each facility that follow according to the facility needs and will be kept current over the internet. Next the system must be capable to be automatically downloading, indexing, viewing and even printing the Material Safety Data Sheets (MSDS) file for future report purposes and updating the user profiles over the internet automatically. Next we can achieve on the training materials that are well suits up for the purposes of both training employers and employees needs on proper occupational safety and health procedure.

HRIS 2 Web based employee learning and development

            In this post I will be reflective on Dr. Roya class about what is web based employee learning and development. Before the rises of technology everything are done by manually. Employee learning and development are no exception from any others. Beforehand the activities of employee learning and development are conducted by doing seminars, workshop, classes or even any training that can be provided to increase employee learning and development. However with technology arises with the needs of globalization a more uniform employee learning and development can be made even though the companies are divided into any geographical location and this tools are reliable because before it needed to be uploaded on the web it must be tested thoroughly for any errors and to know if the outcome are the one that are perceived by the top management.

            What is web based employee learning and development? It is a role orientated training management system that are designed to manage any employee training requirements, enrollments and certifications, easily and accurately. This web based application will make full use of tool that empowers the supervisors, instructors and employees by distributing or teaching information by using classes, course requirements, programs and certifications. This web based employee learning and development is a tools which are highly automated that relies on the employee own will to make their own decision on what they are going to learn. This web based application also is the perfect tracking solution to help ensure that your employees receive the training they need.

            The advantage of using web based employee learning and development are quite a lot. First we have the abilities to track the employee and non-employee training requirements through current enrollments, certification and programs. We can check with the application to know on what are the courses that our employee have completed or are going under through. This can helps employers to keep track on what are the training that the employees are going to be needed in the future time. Second is self-service portal which allows the access to information and functionality by the employee, supervisor, instructor or training manager. Third is the ease of process flow that comes with advanced automation of administration that enables the admin to control on the information that are going to be taught to the employees and make it easier for the employees to pick on what they are going to learn or enroll courses.

HRIS 2 Introduction

            Hi and welcome to my blog. These blog entries will once again serve the kind of purpose to those who needed to share educational information purposes. I will discuss on my opinion on my reading and being reflective on what i have learn in Dr. Roya Class. I have discuss on what is HRIS and as well as I have discuss on my previous posts about three important items in HRIS which are Information and competitive advantages, HRIS systems and systems architecture and Transnational HR systems. In the next blog posts I will discuss on my insight on 3 we based HRIS application which are Web based employee learning and development, Web based occupational safety and health and Web based compensation and planning. If you have any question you can forward it here in the comment sections.

Conclusion

I am very thankful that I have been given the chance to share my reflection on the weblog. Personally I think that this assessment really shown me the important of implying HRIS Systems to the organization.

HRIS clearly brings out benefit to any type of organization both locally and internationally.  HRIS can be considered as a tool that can close the gaps between globalization while still managing the employee using a set of HRIS software. 

It is important to master this subject and taking note along on knowing how to manage the employee and expand the organization. 

Taking globalization into account, HRIS brings out the organization to its maximum potential to compete, given that the system is thoroughly reviewed. This can gives an important advantage to the organization by making the operation more organized. Important decision making can be made faster now that the information is stored in a database and access to the information is just a click away.

Transnational HR Systems

We have discuss on HRIS System and System Architecture tech by Dr. Roya, on my following class that i will reflect is Transnational HR Systems. Before we discuss on Transnational HR Systems first we need to know what is HRIS Organization Model. In my last post i have touch on HRIS Organization Model which consists of 4 model which is Multinational, Global, International and Transnational.

Multinational organization model basically distinct the organization that are de-lineated by national boundaries. Each respectful organization managed their key assets, responsibilities and even decision making process are localized. By this organization model, the power in making decision are in the hand of each manager that are in charge of that respecting local organization, hence we can see that the main features of this organization model is its flatten the hierarchical organizational structure giving full autonomy to the local manager to make any decisions. 

Global organization model overseas each operation oversea as extended hand to follow any orders from the headquarters (HQ).  This model view each strategic assets, resources, responsibilities and decision making centralized.  By using this model the operation would be smooth as there will be no conflicts and the order come from the HQ directly. Everyone needs to know each role in order for this model to be a success, if there is a lot of misunderstanding within the organization, this model will be harder to implement.

International organization model views each overseas unit as important appendages.  Each overseas unit have their own important role to play. As this model focus more on learning and innovation, each discovery that are being made by a unit are considered important to share with every units. This model helps the process of transferring any useful important knowledge to all.

Transnational organization model combines the global efficiency, local responsiveness and worldwide learning to make a standardized system. However these models also focus on local activities serve the purpose of the local demands. These models are useful for large multinational company with heterogeneous culture. Transnational exists because of the significant competitive pressures due to the increasing globalization. Hence by introducing transnational organization model, there will be a balance set of standardization and localization that leads to unique company solution for the model. Why should any organization choose transnational model? Transnational model consider the changes in the macro-environment and the globalization drivers. Though there is pressure on globalization and localization respectively, transnational model can focus on the key value adding activities and the emergence presence of global brands and advertising and centralized decision making will help in apprehending the globalization matters. As for localization matters, this will force the organization to study the local variation to the market strategy and local product variations.

HRIS Systems and Systems Architecture

Hi, today I am going to reflect on Dr. Roya Classes, we will discuss on what is HRIS Systems and Systems Architecture. First of all we will discuss on what is HRIS Systems, HRIS is also known as Human Resource Management System, it is actually a database that is design to keep track all related information that is needed by the Human Resource. HRIS Systems is capable of doing things like identifying, tracking, maintaining essential information for each respecting employee. By using HRIS Systems, Human Resource managements will be much in order and easier to manage. HRIS System is a set of software that is very flexible that can follow the employer desire, the managers must first identifying the specific modules to the system before implying them to the organization. Current HRIS Systems that are managing the organizations are:

1. Payroll
2. Time and attendance
3. Appraisal performance
4. Benefits administration
5. HR management information system
6. Recruiting/Learning management
7. Performance record
8. Employee self-service
9.  Scheduling 
10. Absence management

1

Next we will discuss on HRIS Systems Architecture. There are 3 systems architecture Standalone system model, Data warehouse model and Single integrated system model.  Each of this system architecture has its own specialty and every system architecture are match by the corresponding organization models which are Multinational, Global, International and Transnational.

Standalone system model is a basic of HRIS system architecture which they do not communicate or coordinate with one another. For example each branches of PROTON have their own model which are differ from one another. This model uses an old fashion ways to update the data, for example fax, mail, in person meeting and telephone. This model criteria also include that they have an independent system to communicate, doing data analysis and there is no integration from other country or units. This model are usually use by Multinational company.

Data warehouse system operates in order to share application, information and are used widely all over the world and they are running the operating units using the same format of software system. This model will be the same throughout all of the company units either locally or overseas units. By using this model, the organization can save costs of sharing application and dealing with vendor as all of the organization used the same set of systems. This model suits the international organization model, international organization will focus more on sharing, learning and innovation of knowledge from one business units and share with others.

Single integrated system are basically run and located at headquarters (HQ) in one database which uses the concept of centralization. HQ will control, updates the data automatically throughout the organization. This model will force the organization to use a standardized set of software worldwide, however the organization will consider each country to have different language or culture in different countries. This sort of model will be used by global and transnational organization.

Information and competitive advantages

I will reflect on Dr. Roya classes with a bit of extra information. I will discuss on Information and competitive advantages of using HRIS.  "The control of information is something the elite always does, particularly in a despotic form of government. Information, knowledge, is power. If you can control information, you can control people." Tom Clancy quotes this as one who controls information, control people. There is no difference when it comes to businesses. In HRIS we does not only control information, we breakdown the information, process the information, share the information, smoothes the information flows and etc. 

Integrating information technologies into business clearly give the upper hand benefits towards competitive advantage. First it can save cost. By using HRIS we can save cost of any usage of information middlemen, human error, can predict future production and etc. For example consider a computer application that supports job evaluation. Suppose analysts mis-evaluate at least 20 jobs each year due to outdated information. The result is an unwarranted $2,000 annual increase for 10 job incumbents, and it takes two years to discover this mistake. Each mis-evaluated job thus costs $40,000 (10 employees*$2,000 * 2 years), so correcting each misevaluation will save $40,000. We know that a computer application can correct 18 of the 20 mis-evaluated jobs.

Second it can save time. HRIS can reduce the time needed to process the information or transferring information from one department to another, this can be one of the competitive advantage in a sense of serving the customer much more faster. For example, Autodesk, a leading maker of computer aided design software, used to take an average of two weeks to deliver an order to a customer. Now, having installed an ES, it ships 98% of its orders within 24 hours. This saves 13 days of processing data and shipping the parcel, this will be beneficial compared to their competitors, more order can be processed because of the time that ES have cut down significantly. 

Third it can align the process of information flows. From production to marketing to the shipping department the information can be align, less misinformation will occur and all of the order can be processed much faster and accurate.  For example, in Elf Atochem, it tooks four days and seven handoffs between departments to process an order, even though only four hours of actual work were involved. After using HRIS software Elf Atochem has taken full advantage of the system capabilities and able to simplify the flows on information between departments and enhancing customer satisfaction and improve corporate profitably.

There are also 5 competitive advantage in Information System which is cost leadership, differentiate strategy, innovation strategy, growth strategy and alliance strategy.

Sources
Oracle : Information Gives Competitive Advantage

http://www.oracle.com/us/products/applications/siebel/047043.pdf

Cornell University ILR School : Human Resource Information Systems for Competitive Advantage: Interview with Ten Leaders. (Renae F. Broderick and John W. Boudreau 1991)

http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1337&context=cahrswp

Harvard Business Review: Putting The Enterprise into the Enterprise System by Thomas H. Davenport