#5 : Summary : Topic 1, 2 & 3

The development of HRIS field has been seen to have an important impact to all organizations along with the technology diversity nowadays. The purpose of the HRIS is to provide service by facilitating employees with an accurate and timely information, easy as at the tip of their fingers.

Furthermore, businesses are changing more and more rapidly. This poses a challenge to existing information systems, which are often inappropriately structured to meet these needs. As we know, processes that used to be manual are now automated and it has been heavily applied into today's offices. Therefore, they should have an ability to deliver high quality products or services by effective sales and marketing too.

In general, many organizations need HRIS to improve information sharing and communication between the company and the employees. HRIS made it easy for the HR department to smoothly operate all components. For example, attendance, disciplinary action, personal employee information updating, recruitment and selection and also payroll. With the accurate and objective tracking of compensation and benefits, employees' morale and motivation increases. Moreover, the HRIS reduces cost and time spent on manual data. It allows the HRM managers to focus more on making decisions and projects rather than paperwork.

                                                 

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#4 : Topic 3 : Globalizing HRIS

It is becoming more important and critical to the organization as the area of HRIS becomes more strategic and more global. There are three types of HRIS Organizational Model. These are Multinational, Global and International. While, Translational Model has three components that needed to be emphasized too. These components are Global Efficiency, Local Flexibility and Innovation or Sharing.

First, Multinational Model is being sensitive to local needs and also to individual cultural and national differences. This model lacks on focusing on centralized corporate direction. The advantage of this model is suitable for huge branches or conglomerates because centralized or decision making is little benefit to acquire. However, the disadvantage of this model is numerous head of departments will have a hardship to communicate and coordinate with each other and it leads to re-invention. Re-invention means there is no improvement because they are not sharing information among themselves.

Next, Global Model focuses on managing and implementing HRIS by building a single, standardized and centralized system. A uniform global operating environment is seen by firms as the driving force. This model is suitable for firms which are providing a single standardized product or service such as Microsoft and Celcom Axiata. Thus, it will reduces overall costs. But, Global Model inclined to force diverse operating units into such rigid structures that they revolt.

The last model is International Model. This model allows local to control decisions, assets and responsibilities. The advantage for this model is easier to transfer and adapt of knowledge and expertise to other business units from any country that develops it to local firms. Furthermore, this model is suitable to be implemented in new companies or new comers. Anyhow, it creates a situation where neither corporate nor local needs area adequately met.

The Translational HRIS Model treats regional business units as distributed resources. This model is benefit for massive and multinational cultures with under significant competitive pressures. Thus, it leads to this model to respond effectively to the demands brought by Sturmund Drang of the Digital Age.

The first component of this model is Global Efficiency which it is need to leverage best practices and technology from around the world. An integrated and interdependent network of HRIS knowledge, resource and expertise should be build. The integrated network provides cost efficiencies and increases a rare group of technical and managerial resources. The example of HR functions that benefit from this model is pension program management.

The next component is Local Flexibility which is a uniform treatment of foreign operations. It is an obstacle to structure the flexibility and responsiveness that HRIS needs today. We need to legitimize diversity and also appreciate multiple perspectives to be responsive to local needs. Competency management and financial incentives are two examples of HR functions that benefit from Local Flexibility.

The final component is Innovation or Sharing. We should have a strong commitment towards learning and sharing in the organization. Innovation is not only about in our products and services, but it is also innovation in our organization and processes. Some examples of HR functions are business process design and product or service development.

                                                                        
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reference :

1.   Beaman, K. & Walker. A. J. (2000). Globalizing HRIS: The New Translational Model. IHRIM Journal.

#3 : Topic 2 : IS For Competitive Advantages

Strategic planning in utilizing information systems is the key to gaining a competitive advantage. Managerial decision makers do not want to purchase new systems for the upgrade unless there is a plan to maximize its capabilities. Thus, I think that IS should be viewed as assets and a means to gain a competitive lead in the industry, not as a commodity. There are three strategies to maximize the IS. These are Cost Leadership, Differentiation Strategy and Innovation Strategy.

In Cost Leadership, Porter (1985) stated that the firm sets out to become the lowest cost producer in its industry. Hence, this strategy is about minimizing the cost to the organization of delivering products and services. It must seek out every source of potential cost advantage.

According to Hill (2008), a business that selects a Differentiation Strategy would offer something to its customers that no one else provides. A business can easily increase its customer’s base by providing a unique design that makes the customer more attract to buy its products from its competitors.

Companies that use Innovation Strategy concentrate on particular niche markets and by understanding the needs of customers within it (Stamm, 2003). They also develop a uniquely low cost or well-specified products or services for the market. Because they serve customers in their market uniquely well, they tend to build strong brand loyalty amongst their customers.

Thus, I can conclude that Cost Leadership works best when there are not many ways to achieve product differentiation that have value to the buyers and when buyers are price-sensitive and are prone to shop for the best price. I think it is important to take the time to assess what my customers really want when developing my strategy. I won’t get any profits when giving prices too low just because I want to be a price leader. In addition, I will take into consideration of time and location when implementing Differentiation Strategy. It is because introducing a product at the right time can helps me to create product differentiation. I should be the first mover to introduce my products before all other companies. Plus, if my company is located close to my customers, or in a location that is easy for my customers to get to, it may have a product differentiation advantage compared to the other companies too. Furthermore, I have to get connection with my customers frequently so that I can gain their opinions about my product. If there are any complaints, I have to rethink and solve it to improve my product. Thus, quality is when my customers come back, not the product.

                                                                        
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references :

1.     Porter, M. E. (1985). Competitive Advantage: Creating and Sustaining Superior Performance. New York: The Free Press.

2.   Stamm, B. V. (2003). Managing Innovation, Design and Creativity. USA: John Wiley & Son Ltd.

3.  Beamen, K. V. (2002). Boundaryless HR: Human Capital Management In The Global Economy. USA: Rector Duncan & Associates.