CONCLUSION

From the three topics, I can conclude that for the competitive advantages is how the information technology can give an impact to organization system and it also can give the benefit to them. Next, we can conclude from the Employee Self-Service that it a one of the human capital system that gives an impact to the efficiency to the workers and employers because this system will makes the management of organization easier. For the last topic that recruitment and staffing topic, we can conclude that the online recruitment can makes that process easier and more efficient. This is because if organizations use the online recruitment it will save the time and cost on recruitment, and so on. So, firstly the organization must invest such an amount to use this method but it will give a good impact for the future.

RECRUITING AND STAFFING

In the previous week, we already cover about recruiting and staffing topic. Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. According to the Douglas and John (2009), recruitment and staffing of new employee is the first processes to rapidly adopt the internet as a core element of the business process. In that topic we had learnt about understanding subsystem of recruiting and staffing, the comparison traditional method and online method, their objectives and the roles of technology on recruitment and staffing process.  So, we already know about the details about recruitment and staffing using online method. In that week also, we asked to prepare a presentation regarding to this topic. We only given one week to get prepare on this presentation.  As we know, online recruitment also called E-recruitment. From what I learnt, E-Recruitment is a process of having a right person right time and right place via online. That process is for selecting workers. Online recruitment also helps the participants and employers gain information toward the vacancy in that organization. From my understanding in that class toward this topic is online recruitment or E-Recruitment is productive strategy to achieve the goal. So, Human Resource Officer should know how this system works, how to build it and how to use this system.

We also know the components of E-Recruitment and Selection from that class. There are many types of components that can be used for recruiting a workers such as job vacancies, external recruitment, internal recruitment, test, interview and so on. For example, test. If organization using online test, it will allows for the possibility of unprotected administration. It also can give security toward that test where by it keeping the test content under lock and key for future use and preventing cheating.

From what I learnt also there are many advantages and disadvantages using E-recruitment. Their advantages is can save the time and cost, wider the reach for employer and participants, sophisticated technique, and so on. This online recruitment also has their disadvantages such as technological abuse, wrong information, and need expertise and so on.

So, in conclusion, the online recruitment is a good method rather than the traditional method because it will give a big impact to the company. 

Reference:

Reynolds, D. H. and Weiner, J. A. (2009). Online Recruiting and Selection: Innovations in Talent Acquisition. Wiley-Blackwell, USA.

WEB BASED EMPLOYEE SELF-SERVICE

In this week, we already learnt about web based employee self-service.  Regarding to the Corpuz (2006), he said that Employee Self Service is the one part of the Human Resource Information System. Employee self-service is a service that using interactive technology by employees and employers to obtain the information and so on. Employee self-service (ESS) is an increasingly prevalent trend in human resources management that allows an employee to handle many job-related tasks (such as applications for reimbursement, updates to personal information, and access to company information) that otherwise would have fallen to management or administrative staff.

Regarding to the an ESS application may be made available over the company's intranet or portal, or through specialized kiosks, and may be confined to a company's private network or may be part of a Web self-service solution for customers, employees and managers. ESS software is available as a stand-alone product or as a component of some larger application. In that class also I already get a full meaning of ESS that are ESS is web-based application that provides employees with access to their personal records and their payroll details.

The most common features of ESS allow employees to change their own address, contact details and so on. In that topic also we can differentiate the use of ESS to employer and employee which is for employers it use for personnel changes, salary actions and job requisitions. And for employees the ESS is useful for HR communications, benefit s service, personnel data updates and job postings. So, if the company using this service on their organization it will give a good impact to the organization. This is because for employer for example if they want to make changes to the data, it will take a short time and more easy because they only just edit from the previous data. If the organization use this ESS service it will influence the HR management through personal data quality, employee empowerment, improvement on the process and HR integration at the employee level. ESS also can reduce the cost, and can increase the satisfaction towards employee and employer.  

When employees have access to self-service, they are able to answer many questions independently, thus lowering the number of phone calls to the HR and payroll departments. When employees and managers are able to update information online, less money is spent on paper forms. Because employee information is captured electronically and sent to the appropriate approver or database, less time is spent processing employee transactions. There is no re-keying of data from paper forms. The disadvantage is Biggest barrier is that some employees don't use personal computers as part of their jobs. 

Reference:

Corpuz, C. R., (2006). Human Resource Management. Rex Book Store, Inc .

INFORMATION SYSTEMS OF COMPETITIVE ADVANTAGES

For this chapter we already learnt about to identify the basic competitive strategies and how technology overcome it. Regarding to the Stair (2010), competitive advantages is a significant (ideally) long-term benefit to a company over its competition, and can result in higher-quality products. Technology is no longer useful in business strategy, but the most important thing in the whole organization. IT can change the way businesses compete. It has made almost of the company wanted to become the most competitive among the competitor. IT plays major roles in business that can substantially increase process efficiencies, improves communication and facilitates collaboration. IT also can help an organization with gaining a competitive advantage, reduce a competitive disadvantage and meet other strategic enterprise objective.

To succeed, a business must develop strategies to counter these forces that are rivalry of competitors within its industry, bargaining power of customer, and bargaining power of suppliers. A strategic Information system (IS) helps an organization gain a competitive advantage through its contribution to the strategic goals of an organization and or its ability to significantly increase performance and productivity.

In that class also we already learnt that there are five competitive strategies that will be implementing:

1. Lower Cost – Deliver a product or a service in lower cost. This does not necessarily mean the lowest cost, but simply a cost related to the quality of the product or service that will be both attractive in the marketplace and will yield sufficient return on investment.
2. Differentiation strategy – Differentiation strategy means the addition of unique features to a product or service that are competitive attractive in the market.
3. Innovation Strategy - Develop products or services through the use of computers that are new and appreciably from other available offerings.
4. Growth Strategy – Diversity into new products or services in to global market.
5. Alliance Strategy - Establish linkages and alliances with customers, suppliers, competitors, consultants and other companies and includes mergers, acquisitions, joint ventures, virtual companies.

If the organization using these competitive strategies, there are not will be costing to the company because these strategies are not mutually exclusive. 

Reference:

Stair, R. et. al. (2010). Introduction of Information Systems. Course Technology Cengage Learning, United States of America.

Introduction: About Me

              Assalamualaikum and hello everyone!! My name is Yunus bin Ibrahim. I am 22 years old, was born on 09th April 1990 in Muar. I’m studying at UTM Johor Bahru by taking Bachelor Degree in Science of Human Resource Development. I have 8 siblings and I’m the third child in my family. My hobbies are collecting a gadget such as phone and so on.

I'd created this blog is because my the one and only lecturer, Dr. Roya wants us (students of HRIS subject) to elaborate, share and give opinion about what we have learned in this 3 credit compulsory subject for us as HR students. It is also said as reflective journal as we have own blog, post our knowledge and get marks. Generally, HRIS is a one of the methods that used by the organization to makes their company more efficiency.