Conclusion

Human Resource Information System is one of the alternatives that can replace the traditional way of handling HR work. HRIS seems to be helpful, as it an reduce the work of HR manager. The advantages of using HRIS are several. The advantages include saving time and cost. Besides, HRIS also can provide flexibility in doing job.

Even thought HRIS have a lot of advantages, however this system also have several disadvantages. Connection problem and technical problems seems to be the barrier for implementing the system. Besides, it is not easy to implement this system in the organization. One of the barrier in implementing HRIS is to change the organization culture. The organization need to consider a lot of things before they decide to use this system.

As the system is something new, especially for the employees, the organization need to conduct a training for the employees. This is because, most of the employees still unfamiliar with the system. By the training, the employees will gain some knowledge and skill to used this system. 

 Although this system has both advantages and disadvantages, the organizations however need to have the courage to take the risk. The organization also need to consider pro and cons for this system and determine whether this system is suitable to be implement in the organization before making a choice.  

Stages in Performance Management

Performance management can be define as the process of involving employees to accomplish the goals of an organization. PM also can be define as the process of motivating employees through setting goals, measuring progress, giving feedback, coaching for improved performance and rewarding achievement. The purpose of PM is to links people to performance and profit. It starts by understanding what success looks like for an organisation, and then ensures that everyone in an organisation works effectively to achieve that success. 

Basically, there are 5 stages involve in PM. The Stages are:

Stage 1: Planning

Before conducting PM, the organization need to plan the PM. The PM plan should be written in document so that it can be review. In planning process, the organization first need to identify and  clarify the goals of the organization. The Organizational goal must be realistic and achievable. Besides, the organization also need to set the PM goals and need to make sure that PM goals are align with organizational goals. After setting the goals, organization also need to determine the outcome result and standard. 

Stage 2/3: Monitoring and Developing

In monitoring process, it is important for the organization and employees to have two ways communication. This is because, this stages is the important phase of PM. During monitoring stages, the employees performance will be evaluated. The, the organization will give feedback to the employees about their performance. If the performance of employees is not so good, the developing process will occur where the employees will be coaching and training. Sometimes, the organization will adjust the PM goal during this period so that it can be achieve by the employees.

Stage 4: Review

In this process, all the information gather in previous stage will be documented and review. Besides, the employees PM result also will be documented. After documented all the information, the documents will be review to identify the employees performance. the strength and weaknesses of each employee will be listed and summarize. After done rating the employees, the organization then need to come out with plan of development.

Stage 5: Reward

After doing the rating, the organization need to give reward toward the employees who shows good performance. The reward given to the employees will motivate the employees to work harder. On the other hand, for the employees who doesn't show a good performance, the organization must send them for training  to improve their performance. Bear in mind that the purpose of PM is to find out the weaknesses of the employees, not to punish them.

Online Induction

Induction can be defined as a process of providing information, which is relevant to a new employee during the first few weeks of work. The goal of induction is to make the new employees feels welcome in their first few weeks in the organization. According to Longman Dictionary for Contemporary English, Induction can be defined as the introduction of someone into a new job, company, official position, or the ceremony at which it is done.

According to Mark Carey (2011), a good induction system should:

i. Support new employees to be familiar with the working process and procedure and also familiar with working environment

ii. Make the new employees become productive in a shorter time frame.

iii. Cover job requirements clearly and comprehensively.  

iv. Help to make the employees feel supported.

v. Provide macro and micro information about organization and its culture to the new employees.

vi. Support employees to feel comfortable working in the organization.

In order to make the induction system became easier, most of the organization are starting to use online induction system. Usually, the organization will design their own induction system which respect to their own values and policies. Besides, online induction system also can provide relevant information needed to develop detail report and track employee skills and progress. 

there are several advantages of using this system. For example, by using this system, the organization no need to spend big amount of money per year to conduct an induction system to the new employees. By using this system, the organization also can reduce the time using and in the same time can give the flexibility to the new employees in managing their induction session.

Although this systems seen to have a lot of advantage, there are several disadvantageous and limitation that need to be consider before implementing this system. For example, the organizations need to consider the technical problems as one of the limitation. Bear in mind that not all new employees have internet access at their home. In this case, the flexibility of the system couldn’t be considered as the advantages. Besides, Lack of supervision and communication between the new employees and management also can cause a gap between these people.

Although this system has both advantages and disadvantages, the organizations however need to have the courage to take the risk. The organization also need to consider pro and cons for this system and determine whether this system is suitable to be implement in the organization before making a choice.  

Training System

Training is one of the educational process. Training can be define as an organized activity aimed at imparting information and  instructions to improve the employee's performance or to help him/her to attained a required level of knowledge or skill.

 Usually, the organization will conduct training program at least once a year to trained their employees. The purpose of training program is to increase the effectiveness of the employees and also to increase the organizational productivity. Increasing one's capability, capacity and performance also can be included in the goal of training. Basically, organizations will conduct training in several area such as communication, motivation, team building, computer skills, customer services and others.

Typically, the organizations will spends a lot of money to conduct a training program. This cost is required to cover the training expenses such as training materials and trainer. As the cost of conducting training program is expensive, the organization need to limit the numbers of training program.Sometimes, the training program is offered only to selective employees to reduce training cost. Since financial problem seen as one of barrier to doing the training program, most of the organization starts to looking for a solution for this problems. As a result, they come out with a training system. Training system is a software package that can help the organization to manage training program, as well as materials and individual participant progress.

By this system, the organization no longer need to conduct a training program for the employees as the training program can be done alone or in group via online. Besides, the employees also can have flexibility in completing their training as the training can be done at anytime and anywhere. This is not only can reduce the cost, but in the same time can save time consuming.

Although Training system seems to have a lot of advantages, this system however have several limitation. For instance, this training only can be done if and only if there is an internet coverage facilities. Beside, this system can be considered as effective if the entire employees know how to used computer. Besides, not all training is suitable for this training method. Communication training, for example is more suitable to be conducted in traditional way...

Conclusion

Along these 7 weeks, there are a lot of things that I learn from HRIS class. In the beginning, it is really hard for me to understand the HRIS as I have no basic in human resource management. But, when the time is passing, I gradually start to understand the HRIS.

From the lectures, I can conclude that HRIS is a system that used to help the organization to make the HR works became easier and effectives. HRIS involve in many areas of HR, including recruiting, staffing, training and development, payroll, induction, promotion, performance management, compensation and benefits, and others.

Besides, from these lecture, I can generalized that there are several advantage and disadvantage of Human Resource Information System.

Advantage

i. Can make the work became easier – one of the HRIS advantage is to make HR work became easier. This is because, by using system, the manager/person in charge no need to do HR works in traditional ways which consuming much time.

ii. Reduce time consuming – By using HRIS, the HR jobs will become quick.

Disadvantage

i. Data Loss – the data that is inserting in HRIS might be loss because of virus or other factors.

ii. Virus – The system might be break down because of virus

iii. Risk – the system that implement in the organization maybe not suitable for the organization or perhaps the employees refuse to use the system.

In my opinion, if organizations want to implement any HRIS, they need to consider the advantageous and disadvantageous of the system first. This is to ensure that their action is right and there is no regret in future.

Performance Management

Performance management is one of the areas in Human Resource. Basically, Performance Management is used to evaluate the performance of the employees and helps the organization to motivate the employees to meet or exceed the expectation performance.

As Performance Management is one part of HR work, effective PM system actually can affect the other area of HR such as payroll, training and development, compensation and benefits, recruitment and others. Most of the organization will pay some amount of money to buy performance management system. This system actually helps the organization to manage the whole performance management process and assist the organization to identify the area that need to be improve quickly and easily.

Performance Planning

Before doing performance appraisal, the manager or person in charge need to plan the performance process. The manager needs to make sure that the performance management process can be handled by any manager, regardless of management style and skills. Besides, manager also needs to ensure that the performance management process is based on organization goal, strategy and operating plan.

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Formats

The format of performance management can be different, depends on the level of employees. The manager needs to make sure that they used the suitable format of performance management system. Using web-based performance management system can make the work become easier as it can fix the performance management format to the log-in user automatically. Besides, by using this system, the performance of the employees can be calculate and evaluated automatically.   

As a conclusion, performance management system is one of the tools that can be used to evaluate the performance of the employees quickly and easily. Besides, this system also can be used as a guideline for the management to increase the performance of employees and help the employees to accomplish the goal of the organization.

e-Reqruitment

E-Recruitment System or online recruitment is one of the HRIS that commonly used by most of the organizations. Online recruitment is a system that used the power of internet to match people with job. Usually, this system is effective at getting high responds of potential employees.

Zenith Bank is one of the organization that used Online Recruitment

Basically, there are two reasons of using online recruitment system. The reasons include:

1. To make the work became easier - By using this system, the recruitment process will became easier as the employer can attract more potential candidate for the job. Besides, by using this system, the employer can easily screen the best candidate to fit with the specific job.

2. To reduce turn-over among the employees - By using this system, the employer can get the best employees for the job. This can reduce the tendency of turn-over.

HRM Guide website suggests that there are 5 other benefits of online recruitment. The benefits include:

i. Wide Geographical reach - by using this system, the employer can reach much wider candidate pool. By getting the wider pool, the tendency of finding the right candidate is also high.

ii. Speed - By using Online Recruitment system, the recruitment process will be faster as the candidates can respond to the advertisement immediately.

iii. Reducing the cost - Traditional recruitment system such as newspaper advertisement is costly as the organization need to pay some amount of money for the ads. By using this system, the organization can cut the cost of advertising. Besides, the organization also no need to spend money for pre-selection process as this process can be done online.

Online Recruitment

Although online recruitment can be consider as the most effective ways to recruit the best employees, but there still have some disadvantages of this system. The disadvantages include:

i. Dissatisfaction of candidate - This system can cause dissatisfaction among potential employees. This might be because of the poor system maintenance or perhaps because of spam and virus.

ii. Lack of face-to-face interaction

iii. Limited to access

iv. Missing Information