SUmMARy

In this continuous challenges world, it is not about technologies that will always make an evolution but humane also make this world become challenges (Drucker, Dyson, Handy, Saffo & Senge, 1997). All companies are about to change their systematic approach in managing human or employees in their company in order to compete with others to fulfill the market demands and avoid from being left-behind to the changes. It is because, according to Porter (1990), human resources are the most serious things to handle compare to organization and physical. Employees are the assets to the company and to compete with others, company must consider and develop their high quality of work force, product and service quality, product differences and technological innovation.

Technology has taken the business environment by storm. Processes that used to be manual are now automated, and electronic means of communication have been heavily integrated into today's offices. The arrival of technology has completely transformed today's business practices. There are three processes that enable HR activities in improving and developing their service and management for the use of management and employees which are transactional, traditional and transformational. The development of HR function from traditional and manual process to the specific system that established after the new technology was introduced is a transformational approach and method in order to get easy access and have a chance to develop the new function and roles of HR.

In a world of globalization, many organizations trying to promote their businesses in local or international in order to compete with others and gain information pertaining to the business they are running. Some of them might use global model of HRIS, international and multinational or there are some of them might use transnational model which compile together three of the models.

My GlOBaLIzAtiON

As the area of human resource management becomes more strategic and more global it is becoming more important and critical to the organization. While not all companies are recognizing this yet, those that are most effective and most admired, seem to be the ones that are. As a consequence they are doing many things that make their management of human resources as effective as possible. The global changed the nature of the company such as compensation program existence, number of global HRIS organization exist that handle worldwide issues, the specific global software solution that help HR manager and more.  The problem which struggle HRIS is that building a truly global system is an order whereas it is costly and time-consuming. It requires the cooperation of an inordinate amount of knowledge in various business practices, environments, legal systems and languages of the world.

Another problem is many multinational companies consider their foreign subsidiaries to the dominant domestic structure. This may cause losing a chance to leverage synergies between countries, regions and businesses and it may call as multi-local. There are four different models of HRIS that are multinational where the need for responsiveness through local differentiation, global model is the need for efficiency through global integration by building a single, standardized centralized system and international is the need for learning through leveraging worldwide innovation and knowledge sharing while transnational is more to increasing a diversity and complexity.

References

Globalizing HRIS: The New Transnational Model by Karen Beaman and Alfred J. Walker, IHRIM Journal Oct.-Dec. 2000

My CoMpeTiTiVes AdVaNTaGeS

According to what I have learned in the class about this topic, I realize that in businesses, we should have competitors in order to excel in our business development including employees, productions, financial of company and so forth. If company is popular and well-known, it can be remain for a long time period rather than company which is small, less compete, less budget and more. In last class, we are having an activity in which we need to form a group and discuss about the competition among company in the same field of business. For example, KFC Holdings which is a kind of fast food restaurant and compete with McDonalds in terms of services, variety of menus and drinks, promotions and so forth. All these factors are the core business in order to attract clients to come to their restaurants and gain as much profit and achieve their organizational mission. One of the advantages of the competition among them is the restaurant have their own clients and brand name or product, may remain for a long period when the profit is increase and stable and they compete in a good way in which they globalize and centralize their market or product to control and promote using network from client support.

Based on this situation, we can conclude that competitive advantage is that firms has over its competitors, allowing it to generate greater sales or margins and/or retain more customers than its competition. There can be many types of competitive advantages including the firm's cost structure, product offerings, distribution network and customer support. Another term of competitive advantage is the ability gained through attributes and resources to perform at a higher level than others in the same industry or market (Christensen and Fahey 1984, Kay 1994, Porter 1980 cited by Chacarbaghi and Lynch 1999, p. 45).

Information technology has become a generator to these competitors in order to promote their sales and products by using an internet. By using the internet as the middle-site to customers and organization, businesses can gain a competitive advantage through creation of an effective website.

Reference :  

Competitive Advantage: Creating and Sustaining Superior Performance by Michael E. Porter

My InTRodUcTiOn to HRIS

I actually have no idea bout dis subject. But since IS stand for Information System, so that i got an expectation which dis subject teach us what system in every HR department in organization must have, should own and it really got certain and special system which is functional to operate HR system. All i know, HR got lots of things to manage, organize and etc. For instance, payroll got own system on how to calculate and key-in data for employees payment and salary. Also in employee relations in which all cases that happen must be recorded and file it. It use so much more folder, data bases and system in order to make it easy to manage.

Before we go through, we need to know what is HRIS is all about. The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. 

Typically, the better The Human Resource Information Systems (HRIS) provide overall:

• Management of all employee information.
• Reporting and analysis of employee information.
• Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.
• Benefits administration including enrollment, status changes, and personal information updating.
• Complete integration with payroll and other company financial software and accounting systems. 
• Applicant tracking and resume management.

An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. An appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.

Before all this happen, HR system is more to book keeping or data keeping by using files or we can say it keep the employees data manually and the roles of HR is not too much just like this new era. The old roles or system of HR is called a transactional activities. Another activities that HR established in order to manage focus on HR such as compensation, selection and more is called traditional while transformational is more to the expanded on th HR functions such as training, career development, employee relation and so forth. According to the history of three era in which are pre-world war II, post-world war II and social issue era, these era shown the expansion of HR management by using the systematic approach and compare with before the world war happen, HR has no specific system and was called as a caretaker in managing the documentation and system by records manually. After world war and the world or company was introduced by new technology, they started to compete in systemize and expand their function and roles of HR.

References : http://humanresources.about.com