Conclusion

The very last entry for this semester. Hi ho guys..

For this Webfolio 2, as well as Webfolio 1, I have experienced a lot of things. It is challenging for me to search for the right and suitable resources since the subjects become difficult as we move to new chapter. I need to really understand and find the most related point to support my own point and relate it with what I had learnt in class. However, it was enjoyable for me while completing this assignment. Since I am a management student, actually it is quite difficult for me to understand the systems. I remembered when our lecturer asked us to design front-end interface for Performance Management System. First time hearing that term makes it difficult for me as well as my friends to imagine and develop it. It is another new experience for us in class. I can see that nowadays Information System has a lot of changes from time-to-time and it also affect on Human Resource activities in aspects of Information System. We can simply say that technology made all the works, the Human Resources activities easier. Compared to Webfolio 1, this time we are been exposed with our own field and how it relates with technology and Information System. Recruitment, Learning and Development as well as Performance Management System is part of Human Resource main activities. It is easier for us to understand and imagine the function of the system in HR. However, it is a bit difficult for me to imagine how the system will be implemented since we never seen the system before. E-Recruitment helps to reach and get a broader and large interest of people who can suit with the job and company. Meanwhile, Employees’ Learning and Development system helps the employees to have an opportunity to learn and develop their selves. Here also, all of the employees are able to share information with others which can help other employees learning process. Performance Management System help the employees as well as employers to design the performance plan, how the desire performance can be achieved and how they will be evaluated. The process is standardized and employees are easily to understand the process. We’ve got a lot of additional information and this exercise make me more understand about the topics. On top of that, I would like to send my gratitude to our lecturer, Assoc. Dr Nur Naha Abu Mansor for giving me guidance and right direction to complete this webfolio. As a conclusion, I really hope that this blog will help me to understand the overall concepts of Human Resources Information System. 

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*Thank you for you who is reading. Really hope to see you guys again. It is good when we can share the knowledge, right??

 

Performance Management System

We meet again!! So, this time I will talk about Performance Management System. Employees’ performance is very crucial to be observed since it can contribute to the employees’ performance as well as organization’s performance. According to Taylor (1911), performance that being measured was based largely on scientific management principles which offers analysis on employees’ effort, tasks, work arrangements and output, establishing work procedures according to a technical logic, and setting standards and production controls to maximize efficiency. I can see that performance management is a continuous process and effort in maintaining the quality of employees’ performance and progress in order to achieve organization’s goals and objectives. Talking about performance management system, it is an approach of system that standardized to obtain the best performance from employees ( Heinrich & Marschke, 2009). Usually, people use Performance Indicators (PI) when managing the employees’ performance. PI can be a benchmark and it will contributes to an effective design and also consistent performance management system as a whole (Flapper, Fortuin & Stoop, 1996). According to Behn (1995), he argued on the ways on how to measure performance in a way that fosters achievement. As what we learnt in class, Performance Management Systems promotes several simple steps in order to create the system. It starts with determining the main important components that should be included in the plan. Then we will come out with several main objectives for those respective employees. This objectives usually the goals in which that employees have to obtain in terms of their performance. The plan should be reviewed by the employees so it can be their references and also their goals in order to achieve the expectation. They should be able to address each of the objectives clearly and understand what they have performed in their job. Performance Management System standardized the process and makes it easier for everyone to access the information. They also able to see how they being evaluated and what types of evaluation that the organization’s used in order to evaluate their performance. This will help the employees to understand and acknowledge that the top management really looking forward on their performances.

Thank you and see you next entry!! ^_^ 

References:

Taylor, F., (1911). Principles and methods of scientific management. Journal of Accountancy,12(2), 117–124.

Heinrich, C., J. & Marschke, G. (2009). Incentives and Their Dynamics In Public Sector Performance Management Systems.

 Flapper, S., D., P., Fortuin, L., Stoop, P., P., M. (1996). Towards consistent performance management systems. International Journal of Operations & Production Management, 16, pp.27 – 37

Behn, R.,D. (1995). What all mayors would like to know about Baltimore’s CitiStat performance strategy.

Center for the Business of Government. 55

Employees' Learning and Development

For this week, we learnt about something that is very interesting since it is involve on our expertise as a Human Resource practitioner which relates with Learning and Development of an employees (ELD). Learning and development in workplace usually can be done by training program. Training program is a planned activity for the employees to enhance and encourage the learning and development process regarding to their job (Fisher, Schoenfeldt and Shaw, 1990) According to Jacobs and Park (2009), there are three variables involve in workplace learning that is comprises of the location of the learning, the extent of planning  that has been invested in developing and delivering the learning experiences and the last one is the role of trainer, facilitator or others during the learning process. I can see that all the three variables can influence the five components in ELD as what we learnt in class which are Employee Personal Information, Performance before Training or we can simply said as Training Needs Analysis, training Course, Transfer of Training and also Program Evaluation. According to Hannah et al (2013), training helps to build employees’ confidence, skills, competency that suits with their job requirement as well as achieving the organizational objectives. ELD as a system has its own advantages for instance cost effective and accessibility. Since it is computerized system, everyone in the organization can easily access the information about their opportunities on learning and development. Other than that, it helps to improve computer skill among the employees. They need to have this skill in order to get an access and get information regarding to LED. Plus, it also helps to empowerment and facilitation. Employees can easily enhance their own Interpersonal Development and they are able to assess and develop themselves. In order to achieve organization’s competitive forces, training and development is the most crucial part and strategies that the organization. Overall, I can see this system helps to make the process easier especially for the employees. They can easily get information on their opportunities to learn and develop, and also they are able to share a lot of information which it is important and beneficial for everyone.

See you again :)

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Jacobs, R., L. & Park, Y. (2009). A Proposed ConceptualFramework of Workplace Learning: Implications for Theory Development and Research in Human Resource Development. Human Resource Development Review 2009, 8, 133-150

Fisher D. Cynthia, Schoenfeldt F. Lyle and Shaw B. James (1990). Human Resource

Management: Boston Houghton Mifflin Company

Hannah, A., Kessie, L., Georgina, E., D. & Agyemang, J. (2013). An Assessment of the Effect of Training Practices on Employee Skill Development (A Case of ECG Ashanti East Region). Department of Business Administration

Recruitment

Assalamualaikum and hi guys..

Yes, we meet again at Webfolio 2. For this week, I will discuss about recruitment and E-Recruitment. Recruitment is one of the Human Resource activities that involve a process of selecting people for certain position. However, since we are facing fast-growth technology advances, recruitment process become easier compare to when we applying the manual system which involves assessing the candidates resumes evaluating suitable applicants for the job ( Faliagka et al, 2012). Plus, according to Kaur (2012), it helps to attract a good and competent people that suits with the position. E-Recruitment that recently exists is widely used especially for the big company since there are lots of advantages when using this. According to Eckhardt & Weitzel (2009), this system proposed that the users can have an access towards this system anytime, available for 24-hours accessibility. As what we learnt in class, the main advantage that I can see when using E-Recruitment is able to filter the information. For instance, when there are 200 applicants where the requirement is a Master holder, this system will filter based on the requirement until it become 80 applicants who are qualified for the position. Another advantage that can be seen when using E-Recruitment is the applicants can be from local and international applicants since everyone can easily access into the system (Compton, Morrissey & Nankervis, 2009). Here, I can see that everyone have the same opportunities and chances to develop their career. Plus, I can see that it is more systematic since the system already has its standard based on the requirement set up by the company. There are several impacts of using this system that had been explained by lecturer and I found that one of it is very interesting. Psychological Contract Fulfilment involves verbal communication between employers and employees. Since E-Recruiting based on an online recruitment, it helps both employers and employees to analyze and determine their expectation and perception for their job, position and environment. It encourages good relationship that can help both employees and employers understand each other. As a whole, I can see that E-Recruitment helps its users and make the works easier. Everyone can easily reach the systems and plus, it have a lot of advantages and it is beneficial especially for Human Resource practitioners. However, it also has disadvantages for instance like information overload, limited user to access, too computerized and internet vulnerability.

Have a nice day all!!

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References: 

S. Laumer, A. Eckhardt, and T. Weitzel, "Status Quo and Trends in E-Recruiting – Results from an Empirical Analysis," in Proceedings of the International Conference on Information Resources Management (CONF-IRM), 2009.

R. Compton, W. Morrissey, and A. Nankervis, "Effective Recruitment and Selection Practices," ed: CCH Australia, 2009.

Kaur, J. (2012). Analysis of E-Recruitment and Its Relationship with Attrition in Modern. International Journal of Management, IT an Engineering, 2(9)

Faliagka, A.,  Ramantas, K., Tsakalidis, A., and Tzimas, G. (2012). Application of Machine Learning Algorithms to an online Recruitment System.