web folio 1: WEB-BASED EMPLOYEE SELF SERVICE

Before using employee self service, HR professionals are spend more time in organize the information and data of employees on the paper. But, advanced of internet and technology produced Web-based employee self-service acts as a web-based application that contains information of employees to access HR services regarding to their employment. Employees can update their personal data especially critical information such as their address and emergency contacts, they can view their current and previous wages or payroll information with the benefits, access to request leave, view vacancy internal job posting and apply to attend training. Internet and advance in browser technology influence the development of employee self-service in each of the organization. But not each of the organization have employee self-service because the employer need to be consider the size of the company. Employee self-service is suitable for the organization that has almost 200 numbers of employees due to costs and difficulty of implementation and maintenance.

 HR departments can reduced their workload and cut time on administrative tasks because empolyees can access their own information without assisst  from HR professionals. HR departments will work more flexible and efficient manage personal and global information of employee  via the web. So, they are more proactive and play strategic role in organization Data of each empolyees are more accurate and also can increases the reability of the data and productivity of HR departments. There are several advantages used web-based employee self service to the organization:

a)      can reduce time dealing with HR departments

b)      provide better quality information and data on the system or web browser

c)      increases management information because of data protection

d)      employees gain more knowledge sharing and collaborative working across other departments or boundaries

e)      employees can access information of portals in everywhere and everytime because they used employees self-service in laptop or desktop computers, tablets and also smart phone or mobile devices.

f)        More sophisticated and informed decision-making

g)      Cut the cost and burden of HR administration

h)      Reduced manual data errors and increases the accuracy of HR information and data

i)        Improve the satisfaction of employees during access

Even though, there are many advantages used employee self-service but it also have several disadvantages to employees and HR departments when using this web browser which is:

a)      Changed in corporate culture

b)      Need staff resources to implement, administer and maintain

c)      Data protection may be breaches by hacker or identity theft

d)      Required new interfaces in terms of HR, payroll and others

BIBLIOGRAPHY

Peter Reilly, T. W. (2003). How to Get Best Value from HR . England: Gower Publishing Limited.

Tatnall, A. (2004). The New Gateways to Internet Information and Services. United States: Idea Group Publishing .

web folio 1: HR PERFORMANCE MANAGEMENT SYSTEMS

            Basically, performance management using past performance in order to improved future performance and also as an ongoing process of identifying, evaluating and developing the job performance of employees so that the goals and objectives of the organizations will be achieved successfully.  In while, performance management systems not only have information of employee performance but it is a system that consist data of internal organization includes of rewards, staffing, training and development and career development. Even though there is various employee performance but data of each employee are specific based on their performance. So, HR manager can easily detect the employees that performed well or not in their jobs. HR manager also can evaluate job performance of each employee and the reward system that they should received based on the performance.

Performance management system give benefits to organization by ensuring each of activities or works of employees are aligned and can achieve organizational goals. It is because both organization and employees performance are related to each other

In addition, performance management systems consists many scopes of activities includes continual feedback, both managers and employees can review the performance together to make new goals and development objectives and also for coaching activities. There are several characteristics of performance management systems:

v  Employees goals must be align with mission and vision of organization

v  Performance of employees must supports and related with organization performance objectives

v  Continuously review and look up the feedback on individual and organization performance

Besides that, performance management systems are essential to the organizational performance because 

v  It help organization to develop the performance culture

v  To make sure the employees performance goals must align with organization strategic goal

v  To improve the employees performance if it does not achieve target performance of organization

v  To investigates the qualified employees for the promotion (succession planning)

v  To identify the relationship between pay and employees performance

v  It can acts as a tool for the organization to achieve transformation

BIBLIOGRAPHY

Bandaranayake, D. D. (2001). Assessing Performance Management of Human Resources .

Wollongong, U. o. (2009, Septermber). Recommendations for implementing performance management systems in organizations.

web folio 1: HRIS SYSTEMS and SYSTEMS ARCHITECTURE

There are one dissimilarities based on 4 types of HRIS models which is multinational, global, international and transnational HRIS model in terms of technological architecture of the systems that they used in that model. They may be used one of these systems whether using Standalone System Model, Data Warehouse Model or Single Integrated System Model.

Ø  Standalone System Model

Most common model used by the organization is Standalone System Model. It means that the each of organization operate their own independent system. Data or information may inform, update and send through fax, telephone, mail or in person. But, it is hard to do data analysis because they are independent organization. So, Standalone System model is more suitable for the Multinational HRIS model and for big size of organization.

Ø  Data Warehouse Model

This system also common but it more advanced compare to Standalone System Model. The organizations more easily handle the data because every unit operating in the organization has same type of software system whether they using Oracle, PeopleSoft or SAP even though the organization have separate database at other region or country especially they have many branches around the world. Advantages of Data Warehouse Model are every unit operating the similar type of the software, can take full advantage of resources and also minimize costs of the organization. When compare with to the Standalone System model, the difference is this model more focus on the data. It is means that the data is received from all operating units automatically and in a standardized format.  But the disadvantages used this model is not each units of branches uses the same database. In addition, Data Warehouse model is fit for International HRIS model.

Ø  Single Integrated System Model

The top and more advanced model is Single Integrated System model. This model only has one database and handle by corporate headquarters. It is more focus to the headquarters and has connected with all the units at other branches. Each of the units has strong networking with each other. Data is automatically updating throughout the organization and the center data at main data warehouse. This model has more advantages  in terms of database and networking. Even though this model is better compare to others model but it is quite familiar in some field and still uncommon in the HR world. So, normally most of Global and Transnational HRIS model used Single Integrated System Model. 

BIBLIOGRAPHY

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

web folio 1: INTRODUCTION

Myself

Assalamualaikum, first of all, before I proceed about HRIS topics. I want to introduce myself. My name is Fatin Atikah Bt Mohd Jamal. I studied at UTM with major courses is HRD. I am from Pasir Gudang, Johor. Before this, I studied at Johor Matriculation and my course is science physic. 

About HRIS

            As I know, HRIS is a system that has many functions regarding information of organization HR. HRIS will make HR manager worked more easily, quickly and accurately during manage the information such as people, forms, policies, procedures and also data that related to organization. Besides that, according Kavangah et al. (1990) define HRIS as a “system used to acquire, store, manipulate, analyze, retrieve and distribute information regarding an organization human resources”. Nowadays, many companies already have HRIS in their organization and acts as a computerized system to manage information more smoothly compare to 10 years ago the company does not have computerized system and just have HRM system on the paper.  

BIBLIOGRAPHY

Michael J. Kavangah, M. T. (1990). Human Resources Information Systems.