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

Introduction.

Welcome to my blog. This blog serve the kind of purpose those who needed to share educational information purposes. I will discuss on my opinion after what I have been thought in my class by Dr. Roya. What HRIS is all about. What is HRIS? HRIS is a system that process any Human Resource related activities and integrate it with the usage of current technologies to make an Information Systems. This Information Systems will make Human Resource Manager job easier since every information are recorded, process and store inside a database. This is important because the information will be formalized and can be accessed by any top managers, hence it will make it easier to analyze all of the important matters before making any important decisions. Information Systems will share all the information with department correspondingly, for example if the marketing department receive orders, by simply key in what the customer needs into the system the production line can also access and knows what are the customer needs. This will save the marketing department and production department times and avoid any information errors. Next I will discuss on Information and competitive advantages, HRIS Systems and Systems Architecture and Transnational HR Systems.