In my summary…

From all topic I learn with Dr.Nur Naha, I can conclude its given more knowledge and get some experiences sharing from shoe. All topics we will use after we graduate especially to application in organization. Besides that, I very thankfully to Dr.Nur Naha because teach me and other about HRIS with details and Cleary. Even always no have class because she always ‘out-station”, but we can still covered topic on time until end of semester.

To much knowledge and experience I get from attend this courses such as skill to create HRIS system, the content of HRIS, analytical thinking and skill to be good presenter. I also know what are HRIS actually and more likely to know with details. I also receive too much memory in my mind like doing reflective blog, HBS case study and also create system of HRIS. All this needed me more realistic and also more flexibility.

I always remember what Dr.Nur Naha Say,”If You Want To Be Good Presenter, You Must First Understand With What You Teach To Others” . I always doing my best for get good score for this subject. I also very thankfully because get good classmates whereas give me supporting and helping.

In last words, I very enjoying attend this courses from starting until end of the semester. And i excited when Dr.Nur Naha still remember me as an “Ice-Blended Man”. Actually, that time was Dr.Nur Naha buying some ice-blended for the children, I just helping my member to keep the kiosk. From that, Dr.Nur Naha always remembers me. Thank you Dr.Nur for you sharing knowledge and hope you will “halal” all ilmu in world and hereafter…….thanks a lot……

(278 words)

Total:1365 words

Employee Learning and Development (ELD)…

In this chapter, I learn about the purpose of ELD, component of ELD system, function of ELD system, also about the application of ELD system and implication for management. Besides that, I also know about the advantage and disadvantage of ELD system. Based on book “Effective Training: Systems, Strategies And Practices” explain that learning is a relatively permanent change in cognition resulting from experience and directly influencing behaviour. That means, learning is most factoring in influences the human behaviour. According that book also explain about the development is the learning of KSAs (an outcome of training and other experiences).this means, knowledge, skill and abilities is related each other for get good outcome.

In this chapter, I also learn and knowing about the purpose of ELD.This important to give guidelines and also benchmarking for all organization. Why? . From this, the objectives an organization will achieve with their realistic purpose for an system. ELD system also will increase the employee performance and organization. Not that just, but ELD system also increase the employee’s knowledge, skill and attitudes. And other ELD purpose is to ensure the employees can maintain the competitiveness for doing very well job.

In this topic, I also know about the component of ELD system. The components in an system important because easier to understand with step by step. Component  also known as the content in an ssytems.in my perspective, ELD component very important to ensure the system can doing very well and also can achieve their objective.

Besides that, I know about the function of ELD system. The function means what we used for something or the main purpose. The function in ELD systems show that system can used for right time in the right place. The ELD system functions such as performance before training and also for the transfer of training. For example, performance before training needed for give evaluate before attend this system and after attend. Why? . Because can be as performance evaluation for the company and also the employee in future. Every system has advantage and disadvantage depends on how we used and learn it.

In conclusion,ELD system give me new knowledge and more understand about this topic very well’s also can visualize to application in future especially for more expert used ELD systems’ suggest ELD system give too much benefit.

(387 words)

References:

P.Nick Blanchard & James.W.Thacker.2010. “Effective Training: Systems, Strategies And Practices”.New Jersey: PEARSON

Recruiting And Staffing…..

Recruitment and staffing provide the overall framework for the process of planning, recruiting, selecting, and hiring employees. The goal of recruitment and staffing is to identify the smartest, most versatile employees you can find. Retention of your best employees starts with your effective recruitment and staffing process, strategies, policies and procedures. Recruitment and staffing are the focus of these resources. (http://humanresources.about.com/od/recruitingandstaffing/Employee_Planning_Recruiting_Selecting_Staffing_and_Hiring.htm)

Based on journal, “Staffing practices in the private sector in Sri Lanka” explain that staffing which is concerned with the recruitment, selection, placement, evaluation and promotion of individuals, lies at the heart of how businesses procure human resources (HR) in an organization. Besides that, the focus is on matching the capabilities and inclinations of prospective candidates against the demands and rewards inherent in a given job.

In this chapter, we learn about what selection criteria and selection methods are used. For example, the appropriate selection method is job analysis. This included the requirement, experience, skill and also abilities. This important to make sure a job position will fill by right person in the right time. And make sure the job position doing very well. Though, the appropriate selection criteria are based on attitudes and also soft skills. This need because can increase organization performance and also increase employee motivate. And also the organizations need to concentrate on prospective employees’ “hard” technical skills and also their “soft” behavioural skills. However, it was argued that most often organizations’ recruitment and selection processes emphasise prospective employees’ “hard” skills and focus very little on their “soft” skills. Besides that, evidence suggests that effective communication, leadership, motivation, analytical skills, and organizational ability were among the important qualities that were sought during the selection process.

Problems in staffing and recruiting also we learn and understand. From my perspective, the common problem is attitude among the employee. Attitude means natural and just can change by you based on motivation and etc. Why I tell that?. This because, good recruiting and staffing based on human attitude. So, if bad attitude will give bad outcome.

(336 words)

Reference:

http://humanresources.about.com/od/recruitingandstaffing/Employee_Planning_Recruiting_Selecting_Staffing_and_Hiring.htm

Vathsala Wickramasinghe (2006), Staffing Practices In The Private Sector In Sri Lanka. Journal Of Career Development International, 12 (2),108-128

About Performance Management System…..

 Firstly, I choose this chapter because that is most important part in HRIS. It means, the performance is outcome from something and also can be benchmarking. The purpose of designing and implementing a performance management system is to ensure performance happens by design and not by chance. It is a systematic process where the organisation involves its employees in improving organisational effectiveness by focusing them on achieving the organisation's mission and strategic goals.

The performance management system is a tool to implement strategy. It is a useful tool to communicate organisational goals and objectives, reinforce individual accountability for meeting those goals, track individual and organisational performance results. It involves the three stages of planning, coaching and reviews. Performance Management System that includes performance plans – KPI (Key Performance Indicator) & competency library, a coaching system, a performance review form and also linkage to relevant HR systems.( http://www.smrhrgroup.com/HRS/cs-performance-management-system.htm)

 

        Based on above diagram, that explain about stage in performance management system .that includes from first stage is mission and last stage is results. Before get good result, the process of management systems must following every stage like in above diagram. These because, every stage have related each other and can integrate for get results.

Based on article ‘Performance management through strategic total productivity optimisation’ explain that performance productivity measures quantitatively tell something about products, services, and the processes that produce them. Besides that, these articles also explain about Enhanced competitiveness depends on factors such as: identifying the important measures of performance for a given strategy, understanding the inter-relationships of these measures, focusing on measures which truly predict the long-term financial success

of the business. They enable organisations to know:

• How well the organisation is doing.

• Is the organisation meeting its envisioned goals?

• Are the resources optimally being utilised?

• Is there the scope for improvement?

• If and where improvements are necessary.

In conclusion, total productivity has a very strong impact on the drivers of future competition, but has largely been ignored in contemporary performance management systems and to be proactive; companies must anticipate the potential of performance productivity management practices and systems and make sure that manufacturing is involved in major engineering and marketing decisions for their future performance.

(364 words)

Reference:

http://www.smrhrgroup.com/HRS/cs-performance-management-system.htm

Article of “Performance management through strategic total productivity optimisation” (2005).By  A. Rathore ,R.P. Mohanty ,A.C. Lyons  and N. Barlow, Int J Adv Manuf Technol .