CONCLUSION

            In conclusion, the HRIS are important in HR function. These will be made easier to help them in managing the employees through the use of Information Technology (IT). We can see the useless of the IT in organization. The organizations will growing faster and compete with other company to achieve their goal and mission. In decision making, they can solve the problem faster and can get a lot of information through the IT and just a click away. Operation department also will produce a large amount of product and more organized. They are several advantages of HRIS which are time and labor management, give benefit for employee and HR management, improve productivity, save time, improve communication skills with the other employees and good relations and can creates self-service option. The only disadvantage is that important data concerning your company might be stolen particularly nowadays where there is a great increase in cyber crime.

 

HUMAN RESOURCE RECRUITING AND STAFFING

            Recruiting is the process of identifying and hiring the best-qualified candidate from internal or external of an organization for a job vacancy, in a right time and cost effective manner. It is also involve the utilization of organizational practices to influence the number and type of individual who are willing to apply for job vacancies.

Staffing is the process of selection and training of individual for specific job functions and charging them with the associated responsibilities. In management, staffing is the part of the process that must concern with acquiring, developing, employing, appraising, remunerating and retaining people so that right type of person are available at right position and at right time in the organization.

Before the emerging of the technologies, recruitment process will be conducted by manually. Nowadays, all the recruitment process will be conducted through on line system. This system is call as e-recruitment. E-recruitment is the process of personnel recruitment using electronic resources, in particular the uses of internet. Companies or recruitment agents will spend least time to conduct the on line recruitment process as to improve the speed by which job candidates can be matched with live vacancies.

They are two methods that need in the recruitment and staffing system which are job portal and resume scanner. When having recruitment and staffing through on line system job portal, the companies are easiest to recruit employees. HR Department just posting the position of the job vacancies with job description and job specification on the job portal to gather information for job applicant.  They also can search for the suitable resumes posted on the job site corresponding to the opening in the organization. Although job portal is required a lot of money but it more convenience to use it.

Resume scanner is one major benefit provided by job portal to the organization. It enables to employees to screen and filter the resumes through pre-defined criteria and requirement of the job. It is means the employees who want to have job, they need to make a resume and then send it into job portal. So, it required organization to screen their resume.

Online recruitment and staffing have many advantages to the organization. With the emergence of the technology, it helps the HR Department to find the candidates to fulfill the job vacancies that are suitable with companies’ need. It is because recruiters had been automatically can trance the qualified candidates and the candidates will be check in the job portal whether they are qualified or not. 

TRANSNATIONAL HUMAN RESOURCE SYSTEM

Nowadays, they are so many changes in our daily life such as global mobility, falling trade barriers and explosive growth in international business, global expansion is on the agenda of most large enterprise. The company should be known how they can organize themselves for international operations. Organization must be adaptive to changing condition, controlling at the centre while empowering at the periphery, ever-changing worldwide learning capabilities and that transcends geographic and divisional borders.

HR Manager needs to anticipate emergent human capital needs on order to meet the challenges and faces this situation. The organization also must innovative to take advantages of new opportunities, while at same time preserve a common vision, and coordinate activities globally. Transnational in human resource system must make an optimal balancing between centralized control and decentralized autonomy, while maximally ever-changing innovation and knowledge sharing across the enterprise.

Transnational organization model combines the global efficiency, local responsiveness and worldwide learning to make a standardized system. Transnational model consider the changes in the macro-environment and the globalization drivers. Though there is pressure on globalization and localization respectively, transnational model can focus on the key value adding activities and the emergence presence of global brands and advertising and centralized decision making will help in apprehending the globalization matters. As for localization matters, this will force the organization to study the local variation to the market strategy and local product variation.

The Transnational Model comprises the following five core components:

· Vision -sets the overarching framework, direction, and values for the organization. The vision statement does not present a precise plan for the organization to follow, but rather sets the purpose and clear sense of direction, defining a common set of values or guiding principles for the organization.

· Organization – defines the organizational structure that the enterprise will function within. They define four basic structures or models that manifest in their global development which are Multinational, Global, International and Transnational organization.

· People – comprises the organization’s associates with their skills, competencies, and orientations. People are the fundamental asset that allows the effort to function and proper.

· Process – delineates the processes that individuals in the organization are to follow. The traditional companies have tried to implement a new initiative by changing the formal organizational structure.

· Technology – provides the underlying infrastructure to support the people and the processes

The new Transnational HR model must be adaptive and responsive to changing conditions and must at the same time preserve overall cohesion and unity of purpose. The new Transnational HR Model includes methods for measuring each of its components:

§ The Vision-to-Values (V2V) assessment process aids in defining a global vision and set of values for the organization, placing quantifiable, measurable values – or metrics – on the global enterprise vision and strategic objectives;

§ The Efficiency Innovation Model (EIM) assesses where the enterprise is along the path in its global evolution and points to some leading practices to help move the organization further along in its development; and,

§ The Global Orientation Evaluation (GOE) approach assesses the associates in the organization to determine whether they have the appropriate personality characteristics and global mindset for leading a transnational enterprise.

As a conclusion by Hock, he illuminates that the ability to understand, preserve, and leverage the past (i.e., the cultural heritage of the organization) in order to build the future (i.e., the new chaordic, Transnational HR model) is key to finding the right structure and gaining wide-reaching acceptance throughout the organization. Bartlett and Ghoshal’s transnational model provides an important “transitional” stage that can help organizations move from their structured, regimented past to the new chaordic entity of the future. Of course, no such change can happen overnight – organizational evolution is a journey that must be nurtured and managed over time through the establishment of a clear vision for the organization and the transformation of the mindsets of the associates.

HRIS SYSTEM AND SYSTEM ARCHITECTURE

            System Architecture is the conceptual model that defines the structure, behavior and more views of a system. It is a response to the conceptual and practical difficulties of the description and the design of complex systems such as an industrial system, IT infrastructure, organization, business and project. Systems architecture will often rely on a tool called architecture framework, which is a reference model to organize the various elements of the architecture of a system into complementary and consistent predefined views allowing covering all the scope of Systems Architecture.

According to Beaman, Karen V. (2004), System architecture have three types of system with four HRIS model which are standalone systems, data warehouse model and single integrated system model. Each model has specific function to an organization. The three models have their own specialties. The selection of the models is depends on the organization which it deems appropriate to their organization structure whether the organization multinational, global, international or transnational organization in using HRIS system architecture.

            In standalone system model is a single function runs in particular way which identify multinational model that is ultimately localized and highly decentralized.  Operating units will send the information independently by each organization to the global data warehouse. This model clearly identified a company as a Multinational HRIS model. This model is quite common in large, diversified multinational organization, particularly those that have grown through acquisition. This model is quite difficult to analysis data because taking a lot of time and effort and also only little control at the centre.

Data warehouse is related to international HRIS model. In this model, all operating units use the same software systems in order to reporting the information for each regional or country data warehouse. Global data warehouse will receive the report or information from regional. This model can increase resources in order to reduce the cost with standardized data such as sharing knowledge, commonness and standardized format but not everyone uses same database.

Besides that, a single integrated system model is related to global and transnational HRIS model. It is appropriate for global and transnational HRIS system because these types of system use the same screen worldwide which it is will adapt to the changes for different language in different countries. This model is most advances rather than data warehouse model and standalone model. There is only one instance of database that located at corporate at corporate headquarters. Updating any information for each branch or franchise the system automatically updates it throughout the organization.

Introduction To HRIS

            Human Resource Information System is a system which includes the activities that related with human resource management (HRM) and information technology (IT). It’s also include a software or on-line solution for the data entry, data tracking and data information needs to the Human Resources, payroll, management and accounting functions within business.  Typically, the better the Human Resource Information Systems (HRIS) provide overall of these which are management of all employee information, reporting analysis of employee information, company-related documents such as employee handbook, emergency evacuation procedures and safety guidelines, benefit administration including enrolment  status changes and personal information updating, complete integration with payroll and other company financial software and accounting systems and last one is applicant tracking and resume management. An effective HRIS provide information on just about anything the company’s needs to track and analyse about employees, former employees, and applicant. Your company will need to select a Human Resources Information System and customize it to meet your needs.