Conclusion

For this Webfolio 1, I have experienced a lot of things. Searching for the right and suitable resources is the most challenges part which we need to really understand and find the most related point to support our own point. Despite on that, it was enjoyable for us while completing this assignment. Information System that has a lot of changes from time-to-time had brought a lot of changes too in Human Resource in aspects of Information System. We can simply say that technology made all the works, the Human Resources activities easier. In our first week, we knew that there are few worldwide changes that altered the business environment which are globalization, rise of the information economy, transformation of the business enterprise and emergence of the digital firm. Next, we can identify several strategies that had been used by most of the company nowadays in order to keep competence within the industry. In this blog too, i had explained a few things related to the globalizing HRIS and its model, which can be divided into Multi-National Model, Global Model and International Model. It also has 3 critical components which are allow global efficiency, local flexibility and innovation or sharing. We’ve got a lot of additional information and this exercise make it more understanding since Information Technology is not our expertise. I would like to send my gratitude to our lecturer, Dr Nur Naha Abu Mansor for giving me guidance and right direction to complete this webfolio. I’ve got something beneficial and it is meaningful for me to complete this blog. As a conclusion, I really hope that this blog will help me to understand the overall concepts of Human Resources Information System and also, it will help the readers to find an information regarding to HRIS.

Thank you and see you again :)

(299 words) 

Chapter 3: On Globalizing HRIS

Assalamualaikum and Hi :)

For this week, our class had learnt something that is very interesting since it is involve the worldwide areas. In these recent years, with the existence of new technologies systems, most of the organization had changed their practises into globalizing the company in every side (Beaman & Walker, 2000).  In my opinion, we can see that there are a lot of company or organization had implied a variety of approaches and strategies in order to develop their organization, as well as to upgrade their practises within their organization. McLeod & DeSanctis had introduce and mentioned the Nine Fisher, Schoenfeldt and Shaw HRIS Application area which involve planning, job analysis, equal employment opportunity, recruitment, selection training and development, performance appraislal, compensation and benefits and lastly organizational exit(turnover). All of these is Human Resources activities and it includes in HRIS. Recalling from the previous chapter, one of the strategies in competitive advantages is Innovation Strategies. Globalizing HRIS is one of it and it shows the radical changes in its business processes.

There are three HRIS models that we discussed in class. There are Multi-National Model, Global Model and International Model. For Multi-National Model, it takes into consideration on local and regional differences. It is flexible since the practices followed the national system. For Global Model, the system was standardized and it implies the one for all system and did not allow any changes on the system. While International Model adapts the knowledge and expertise from the regional and at the same time it also control the local organization. We can simply assume that International Model is the combination of Multi-National model and Global model.

According to Kayode (2012), globalizing HRIS will result a big amount of data with a strategic and effective usage of data. It is more accurate, systematizes all of the stakeholders like top management and share holders will get same access to the same and latest information. We also discussed the critical components when globalizing HRIS which are allow the global efficiency, local flexibility and innovation. Brewster, Sparrow & Harris (2005) had mentioned that efficiency involved two main components, which are using big numbers of outside utilization of business processes and high focus of what we want to achieve. Allowing global efficiency seems to be most crucial critical components since we are currently globalizing the system.

Thank you :)

(392 words)

References

Beaman, K. & Walker, A. J. (2000). Globalizing HRIS: The New Transnational Model. Retrieved October-December, 2000, from http://www.jeitosa.com/knowledge/knowledge-globalization/globalizing-hris-the-new-transnational-model/

 

Brewster, C., Sparrow, P. & Harris, H. (2005). Towards A New Model of Globalizing HRM. International Jpurnal of Human Resource Management, 16:6, 949-970

Kayode, O. (2012). Impact of Globalization on Human Resource Management. Science Journal of Business Management, 3&4

McLeod, R. J. & DeSanctis, G. ( 1995). A Resource-Flow Model of The Human Resource Information System. Journal of Information Technology Management, 3

Chapter 2: Information System for Competitive Advantages

Assalamualaikum and HI  :)

This week review, we had learnt about basic competitive strategies which relates with information system. Information plays very significant roles in industry nowadays. Most of the company nowadays applied several strategies that is very competent which can bring to their organization roles. According to Hemmatfar, Salehi & Bayat (2010), they had listed out eleven competitive strategies but in class, we only focused on five topics. There are Cost Leadership, Differentiation Strategy, Innovation Strategy, Growth Strategy and Alliance Strategy. When we look at these strategies, most of it likely related with how they want to become very competitive in order to promote and branding their organization.

Cost Leadership is the way how the organization lowering their costs and at the same time they can maintain the quality of their products or services by using several methods for instance, online business to consumer (Xu & Quaddus, 2010). We can see that when an organization able to lower their costs, immediately they are also helping the people around them to reduce their costs too for example, the supplier and customer.

Differentiation Strategy is the way how the firm’s differentiate their products from other company so that they can dominate and control the industry (Hemmatfar, Salehi & Bayat, 2010). As we know, when our products are different and unique from other competitors, people are more attracted and we can simply dominate the industry.

Innovation Strategy is the changes on the organization’s products or services which likely to renovate, or making it better. This innovation strategy might also change the business processes and practises (Xu & Quaddus, 2010). Some of the organization might decide to make an innovation most probably due to the changes in current needs, modernization and advances of technology.

According to Hemmatfar, Salehi & Bayat (2010), they had mentioned that this Growth Strategy requires the organization to develop and create a lot of new products, increase the capacity on the amount of products in the market to meets the demand and also expand their organization to the global industry or field.

Alliance Strategy is strengthening and creates a relationship with customers, partnership, suppliers and also people around the organization (Xu & Quaddus, 2010). This alliances needs the use of information system to get any related network or knowledge.

(380 words)

References

Hemmatfar, M., Salehi, M., & Bayat, M. (2010). Competitive Advantages and Strategic Information Systems. International Journal of Business and Management, 5

Xu, J. & Quaddus, M. (2013). Information Systems for Competitive Advantages. Atlantis Press