of 14

human resource

Published on May 2016 | Categories: Types, Business/Law | Downloads: 19 | Comments: 0
266 views

teknologi maklumat

Comments

Content

Certificate Professional of Human Resources Management

HUMAN RESOURCE INFORMATION SYSTEM

1.0

Definition

Management information system can be defined as a computer-based information system that provides information to managers in the form of displays and reports. In some cases, management information systems allow managers access information on-line to find out the organization's current performance and past records.

Management information systems, greater focus on internal organizational information processing, and not to external information. The information provided to managers are usually on a weekly, monthly and annual basis, rather than daily. Management information systems are not flexible and have low capacity analysis. This system uses only simple routine such as a comparison and make a summary report on the operations taking place in the organization 2.0 Objectives

Enable workforce planning and the determination of the effective size of the civil service through human resource management information; Automating the process of human resources management operations; Develop an integrated human resource information and updates for the purpose of human resource planning;

Facilitate communication and horizontal integration, coordination of human resource processes and access through a single window; Contribute towards the creation of paperless environment, and Provide a human resource information system that is open and flexible and updates to meet agency management at various levels.

1

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

3.0

Management Information System (MIS)

Management information system can be defined as a computer-based information system that provides information to managers in the form of displays and reports. In some cases, management information systems allow managers access information on-line to find out the organization's current performance and past records. Management information systems, greater focus on internal organizational information processing, and not to external information. The information provided to managers are usually on a weekly, monthly and annual basis, rather than daily. Management information systems are not flexible and have low capacity analysis. This system uses only simple routine such as a comparison and make a summary report on the operations taking place in the organization. 4.0 HRMIS at Bank Rakyat

HRMIS project is the initiative of the Bank Rakyat to ensure resource management in the Staff and executive can produce skilled, trained and motivated. HRMIS been developed and are being implemented by all Malaysian Civil Service. HRMIS not mere human resource application system but, more importantly, is a new approach to human resource management of a comprehensive and integrated to overcome all sorts of obstacles in the staff and management. HRMIS developed based on ten main functions of resource management competency-based human as illustrated in Attachment A until attachment E

2

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

5.0

Human Resource Information System (HRMS)

Bank Rakyat can use based information systems to produce pay slips and payroll reports staff, keeping staff records dan menganalisa use of staff in the organization's business operations. Four main activities carried out by the human resources management are: • Recruitment and employment of staff. • Development and training of staff. • Data management staff. • Cessation and the benefits of the staff.

Advantages gained by the company if it uses a computerized information system. Most organizations are turning to the use of technology and information systems to help them carry out marketing functions in the current challenging environment. Managers use the marketing information system to find out the requirements and needs, formulating the marketing mix and produce the best marketing strategy

Transaction processing system is an information system that is vital to the organization. It is essential for the processing of all transaction data organizations efficiently. Transaction processing system now plays an important role for the organization. Organizations can gain a competitive advantage by providing transaction processing system that is efficient and effective. Most organizations now, using Internet technology, Extranet, and other networks to connect them directly online with customers and suppliers. This technology is not directly accelerate transactional activities between organizations with customers and suppliers

Department managers in manufacturing using computer in two ways, namely as a physical system (such as Computer Aided Design / CAD, Computer Aided Manufacturing / CAM and robotics) and information systems. Manufacturing information systems help managers, in terms of production planning, production costs, product quality, product sales, inventory and so on. Computerized manufacturing information system will help the organization to compete and survive in the market

3

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

Human resource information system based computers can help human resource management become more effective and efficient in managing the organization staff records. In addition, this system is able to produce important reports required by the organization and outside the organization. It also helps organizations providing human resource planning to support the organization's strategic and tactical planning.

Management information systems, a significant contribution to the organization by providing the information required by the organization. This information is provided to managers from organizations with the purpose of helping solving the problem faced by the organization. Management information system will facilitate managers to identify the problems that exist, and understand the problem and solve the problem.

6.0

HRIS System Requirements

6.1

Optimal Use of Technology

Through HRMIS development, Bank Rakyat can optimize ICT infrastructure automate existing human resources management standards, comprehensive and not confined to specific functions. HRMIS has combined

the entire process of human resources management from strategic planning, recruitment, placement, promotion until termination of service.

6.2

Continuous Monitoring Policy Against Human Resource Management

Use

the

standard

system

in

all

public

sector

agencies

facilitate

monitoring of the implementation of human resource management on an ongoing basis. Data accurate and authentic quickly obtained online help

and policy decision-making process. Consequently, process improvements to human resource policies also can be more effective and sustainable.

4

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

7.0

Bank Rakyat Servants Performance

Through HRMIS, the performance of members of the bank can be measured based on goals and targets set by the Key Performance Indicators (KPI)

agreed by the head of department or agency heads, and can be monitored to assess individual performance in line with the objectives and goals of the agency.

7.1

Applications Features HRMIS

A) Relations Among the Three Component Data

Use the data in the HRMIS is based on three components: data data personal, employment data and transaction data. Every human resource management process using employment data and personal data as the core to implement a transaction. Next update is done based on the transaction database concerned.

B) Self-service Benefit

Through self-service facilities are provided, the officers got out, inter others, the following: • updating personal records; • apply and check leave; • submit a claim; • monitor the performance of the work; • apply appropriate courses; • competency assessment; • apply for a change, and seek counseling.

5

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

C) Web-based

HRMIS has developed a web-based (web-based) and can be accessed through internet. However, based on the security policy of the subsidiary applications under the Electronic Government project to use the network. D) Integration Between Human Resource Functions Function has been integrated management of human resources for the use of the concept "Single entry, mutilple users' data and notice that instead of something module may used by other modules. of all

E) Security and Workflow Application design and technical architecture HRMIS has guaranteed the integrity of information and security that any additional access, amendment or repeal of the data can not be done without the consent of the responsible. In addition the human resource management is facilitated through the workflow settings according to roles and responsibilities of the officer.

8.0

Applications benefit HRMIS

HRMIS benefits can be seen from the perspective of the organization, human resource management and employees. Benefits to the organization can be summarized as follows: • human resource activities will be carried out more easily and concisely with the availability of human resource information systems and real-time on-line; • Policies and procedures are standardized human resources and information consolidation human resources in a centralized databank will facilitate the use of the system by all agencies;

6

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management



Productivity working the

can

be

increased and handling

through error and

faster

processing, work activities

good overlap, certain;

environment, easier

reduction automation

system

• Implemented an integrated human resource information allow sharing accurate information and faster and better communication among

agencies involved, and

Human resources activities are less productive can be reduced and that more attention be given to the work of a more productive analyzing and planning the next piece of work to enhance decision-making, implementation and monitoring

Benefits HRMIS application to human resource management are also the following: • Integration of the overall human resource function provides information integrated human resources, accurate, fast and reliable; • Facilitate management of human resources through the use of technology; • Increase productivity through an easier system and automation

specific human resource processes; • The use of human resources policies and procedures are standardized; • The function of human resource management in HRMIS application has taken into account elements and workflow process improvements to resource managers people can play a more strategic role; • The processing time, especially for operational functions to be faster and faster through the use of the latest ICT; • Basic information such as human resource management services schemes, policies, circulars and guidelines to ensure consistent harmonization implementation of human resource management, and • Collection of information centrally facilitate the analysis and

generating statistical reports related to human resource management.

7

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

Benefits while the employee is HRMIS application: • Facilitate communication between employers and employees; • The incorporation of basic information and profile service personnel need not be over and over again; • Reduce duplication of activities and manual; • Users can check the status of every transaction made through the application HRMIS; • Increase satisfaction, motivation and productivity, and • The system is user-friendly and flexible.

9.0

Conclusion

In order to strengthen human resource management, the Bank had to work the potential of information technology to ensure the successful development of electronic applications. Accordingly, in line with its tagline as "Leading Human Resources, Bank Rakyat has been tasked as the lead agency to spearhead the HRM implementation.

HRMIS which encompasses all human resource management process, from recruitment to retirement, has resulted in a process of transformation in the private sector to bring the quality of the private sector to an even greater extent. HRMIS system is not merely a human resources application, but a more important, it is a new approach to comprehensive human resource management and integrated management to overcome all sorts of obstacles in the private sector. In accordance with the trends and demands of the new millennium, HRM implementation has better has communication automated this become a platform for sharing information faster and among allows agencies. more At focus the is same given time, to the work process more

productive as analyzing and planning the next piece of work to improve decision-making, implementation and monitoring.

In addition to automating the process of human resources and the creation of an

8

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

environment without paper, the applications have been linking for the first time all All agencies electronically so that information from the grassroots level staff channeled to the higher. To facilitate communication and horizontal integration, the project was provide a Human Resource Management Database of the Private Sector. HRMIS also not only be seen as a mere application, but as a process human resource management to come or HR To-Be. Therefore, it is important to HR ensure that any new ideas in to be put to forward, avoid must conflict go together approach

framework

To-Be

order

which ultimately not only misleading but also undermine the goal of the agency basic human resource management.

Aspects of internal agency-level expertise also giving priority to the success of HRM implementation. It is an important fact that the cooperation and commitment all parties have ensured that the successful implementation of HRMIS. Without alliances strategic partnership between the Government and the consultant, or a change of mind and ways of working among the private sector in the implementation of these applications will certainly find ways deadlocked.

Although forced through various challenges and constraints from time to time, HRMIS successful but the application is extended to all agencies. Strategy was designed to address the constraints that arise and continue efforts to ensure that all challenges can be resolved as soon as possible.

After ten years of development, has sparked a change HRMIS mind and transformation in the private sector human resources management

9

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

Attachment A (Summary Informatian)

Personal Records Management Module This module provides functions skills, to store basic information such officer license,

personal,

family,

language

academic

achievement,

driving

bank account number, work experience prior to joining the civil service and awards received. Other than that, this module also stores information about profile and declaration of property services.

10

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

Attachment B (Annual Leave)

11

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

Attachment C (Training Course)

12

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

Attachment D (Payroll System)

Module Management Remuneration, Benefits and Rewards

This module provides the facility to administer the maintenance records for the officer payroll preparation process due to processes such as placement, vacation (half pay, without salary), promotion, evaluation and change the efficiency of service scheme. In addition, this module provides benefits administration records enjoyed by officials such as loans, medical, claims and advance, scholarships and annual fees.

13

SPD1020912006 AZRUL ZAMMIR SOBKI

Certificate Professional of Human Resources Management

Attachment E (Performance System)

Competency Assessment Module

This module provides functions for recording and analyzing the level of competency individual or team. Officer or management to identify gaps between level of competency and competency of personnel positions. Further action to close or overcome the gap can be taken through Module Development. information competency

Modules can also be used in HR Turnover for the recruitment, placement and promotion. This module also allows officers perform examination activities including application processing, examination schedule, record the results of the assessment and update results.

14

SPD1020912006 AZRUL ZAMMIR SOBKI

Sponsor Documents

Recommended

No recommend documents

Hide

Forgot your password?

Or register your new account on INBA.INFO

Hide

Lost your password? Please enter your email address. You will receive a link to create a new password.

Back to log-in

Close