REFERENCES :

Books :

Karen V. Beaman (2003). The New Transnational HR Model: Building a Chaordic Organization. Pp1-27.

Walker A. J. (2001).  Web-based Human Resource: The technologies and trends that are transforming HR. McGraw-Hill Professional.

Karen Beaman and Alfred J. Walker (2000). Globalizing HRIS: The New Transnational Model. IHRIM Journal, pp 30-43.

Michael E. Porter, (2008). The Five Competitive Forces That Shape Strategy.Harvard Business Review.

Internet :

http://www.jstor.org/stable/249229?seq=3                                          

http://argowiki.com/index.php?title=Information_Systems_as_a_Competitive_Advantage

 http://www.articlesbase.com/human-resources-articles/challenges-faced-by-human-resource-managers-in-the-era-of-gloablization-995167.html

( 1337 Words )

SUMMARY ;

In conclusion, three topic that I choose which is evolution of HRM and HRIS, IS for competitive advantages and on globalizing HRIS. IT and IS provided many benefits to human capital in the present and help human resources management to gain benefits from competitive advantage. Gives a lot of knowledge about IT and IS are realizing HRIS. Development of HRIS enables HRM to become a strategic partner in organization, which then led to the emergence of strategic HRM. Knowing the model of multinational HRIS, global HRIS, transnational HRIS and International HRIS help again on globalizing HRIS. The biggest development on technology is the web-based HR information portal. New technology lead transforming HR become more efficient. 

TOPIC 3 ; ON GLOBALISING HRIS (PART 1)

Globalization refers to an extension beyond national borders of the same market forces that have operated for centuries at all levels of human economic activity. I was learning four types of HRIS organizational models are multinational, global, international and traditional. Differences of these models that are degree of centralization, its level of responsiveness to local issues, and its ability to leverage and share innovation and learning worldwide.

From four types, I am interested to know more about transnational HRIS model. This model is particularly useful for large and multinational conglomerates. The transnational HRIS may increase complexity, diversity, and volatility. Three different strategic needs that drive organization in selecting each model, firstly local flexibility. Secondly, leveraging knowledge/ sharing. Lastly, global integration need for efficiency.

The important thing I know from this topic is transnational HRIS brings efficiencies through an integrated network of competencies and processes, provides flexibility and creates a learning organization. It combines the best of being global and local in an environment sharing. I would do differently when I had the chance do revision hard before quiz in the class. For the forum Dr. Nur Naha tell to do, actually I had once trying to do but cannot continue. I think maybe this forum for last student. So I let it go, however I try to open it again and again but not function.

I can use this information gathered to inform future use when I am study and working place. The knowledge I get from this on globalizing HRIS to implement in my study, this topic are more challenging and make me further thinks. Change management and HR integrating HRIS with anticipate resistance and find ways to deal with it and remind management and others that change is a process and successful change takes time.

 http://www.articlesbase.com/human-resources-articles/challenges-faced-by-human-resource-managers-in-the-era-of-gloablization-995167.html

TOPIC 2 ; INFORMATION SYSTEM FOR COMPETITIVE ADVANTAGES

I learn information system ( IS ) related with  competitive advantage ( CA ) in this topic. IS is comprised of hardware, software data, people, and procedures, by producing  insights that lead to action that produce information may allow a organization to gain CA. Besides that, Competitive forces drive organization to succeed, the term is local flexibility, leveraging knowledge/sharing, global efficiency, rivalry, threat of new entrants, threat of substitute products. In addition, bargaining power of customers and bargaining power of supplies.

Porters’s Model is strategic thrust divide to differentiation, cost, innovation, growth in addition, alliance. An organization develops its competitive strategy based on how it intends to respond to these forces to achieve their goals and objectives. A company can choose one of competitive strategies to help it respond to the structure of its industry. For example, be the cost leader across its industry, differentiate its products from others across its industry, be the cost leader in an industry segment and differentiate its product in an industry segment.

Information systems can help create a competitive advantage by being part of the product or by providing support to the product. A company can gain a competitive advantage by using business processes to lock in customers and suppliers, create entry barriers, establish alliances and reduce costs.

Figure ; Porter’s Five Forces Model of Industry Structure

In conclusion, using competitive strategies to gain a competitive differentiation on products, services and capabilities that company emphasizes strategic business use of IT. The key to a company’s competitive advantage is to increase the margin of its products by adding value, reducing costs, or both. IS uses to support an organization’s competitive strategies for plain gaining and maintaining advantage known as strategic information system ( SIS).

http://www.jstor.org/stable/249229?seq=3                                          

http://argowiki.com/index.php?title=Information_Systems_as_a_Competitive_Advantage

TOPIC 1 ; Evolution of Human Resource Management & Human Resource Information Systems

HRIS, WHAT IS IT??

Karanagh et al. (1990) define human resource information system (HRIS) as a system used to acquire, store, manipulate, analyze, retrieve and distribute information regarding an organization’s human resource (p.29). Three general categories resources are available to the firm that is physical, organization and human. Human resource identified as the most important to gain competitive advantage in the market place to achieve desired results profitability and survival.

Human resource (HR) activities include three broad categories that is transactional, traditional and transformational (Wright, Mc Mahan, Snell & Gerhart, 1998). Firstly, transactional activities involve day-to-day transactions that have to deal mostly with record keeping. Secondly, traditional activities such as HR program such as planning, recruiting, training and compensation. Lastly, transformational activities are those activities that add value to the organization. Ulrich (1998) identifies four main roles of the broad roles of HR that is strategic business partner, administrative expert, and employee champion and change agent.

HISTORICAL OF HUMAN RESOURCE MANAGEMENT & HRIS

The formal design of any information processing system is supposed to follow a set of steps labeled the system development life cycle ( SDLC) according to engineering and information processing literature. SDLC has five phases general that are planning, analysis, design, implementation and maintenance. Determinants of successful system implementation are the documentation of the planning and development.

Between advantages of using HRIS such as payroll efficiencies and a reduction in labor costs due to automation. Moreover, HR can help organizations untangle the rigidity and inertia associated with the mechanistic, routine nature of enterprise resource planning ( ERP).

In sum, role of HRM from early 20^th century to 21^st century changing from caretaker to strategic partner and employee focus records to cost-effectiveness employee development. The development of the HRIS related and affect the emergence of strategic HRM. 

- About Myself -

INTRODUCTION ;


ASSALAMUALAIKUM warahmatullahi wabarakatuh….

The name given is Asiah binti Rappe, the fourth in siblings. Beloved daughters of parents who name Suriati binti Barahim and Rappe bin Ambo. I was born on 20 December 1987 at  Felda Umas-Umas, Tawau Sabah. Now live in Kampung Baru Pasir Putih, Tawau. Temporary accomodation at the College of Tun Razak, Universiti Teknologi Malaysia. Continue my education at the secondary level from level one to level six at SK Kinabutan Tawau. While the lower secondary level, selected enters Arabic classes in basic communication subject only. After that, the higher secondary level to continue learning by choosing science stream on the basis of interest in the subject.

After that, I am continuing my study in geographic stream at SPTM level. Finally, after receiving the result that allows me to set foot in Universiti Teknologi Malaysia, Skudai. ‘Alhamdulillah’, the option to do a Bachelor of Science (Human Resource Development) is the best option to improve myself in terms of increased knowledge, personality and leadership. this course offers a variety to be explored to adapt readily to changing environments and to continue learning independently. Now I am taken HRIS subject in section 02.

First, I do not know about the challenges and career prospects offered by this option. What I would expect the reading skills is one of the claims in the depth of this cost, although this option seems simple but is very challenging options after taking it. This is because as a human resource, practice must have leadership qualities, good communication and intelligence in various areas. In addition, responsibilities as a runner that needs to make a wise decision to organize an organization.

The entire program in the course can improve the quality of the individual to succeed. Feel very grateful and expect god willing to be success in my future career.