Friday, October 14, 2011


In conclusion, from all that I had been study, HR function is become easier with help of Information Technology (IT).we can see the transformation of using the IT in the company. There are several strategies that company use to drive their business with help of IT such as cost leadership, alliance strategies, growth strategies and else. All this strategies are become effective because of IT itself.

After that we also know there are four basic models that company usually uses. There are multinational, global, international and transnational. Each of this model have their own strength and weaknesses.

Last but not least, what that I can say is, IT is very useful to make the HR function more effective and efficiency.

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Thursday, October 13, 2011


Basically on this topic what can I share with all of you is they are three strategies need that drive organizations in selecting each model. Firstly the need for responsiveness through local differentiation. That means a company who are have many branch all over the world have to give an authority to their branches to make their decision based on their current culture and situation. In term of their system they must to have their own authorities (branch) to work with their self through government policy of their company. Secondly, the need for efficiency through global integration. With this we can say that the HQ of company has authorities to make decision and all the branches must follow it. Lastly the need for learning through leveraging worldwide innovation and knowledge sharing.

Multinational Model

From my understanding this model are creating because of they want to have their own authority to drive this business with their own platform or style. For example HSBC Bank, they have many branches all over the world and each of their branches has their own authority to drive the branch aligned with the current environment and culture of the country.

Global Model

This model is totally different from Multinational Model because this model is reverting with multinational model. Global Model is use the HQ authority to make all decision making and system to all the branches that they have. The driving force behind the global HRIS is a focus on maximizing efficiency and on building a single standardized organization within a uniform operating environment. The example of global company is Toyota Motor, BP, Cevron and else.

International Model

Allowing for local control over many decision, responsibilities and aspect, to carry out the goal. The great advantages of this model are focus on sharing, learning, adapting and transferring knowledge and expertise. This model is useful for development organization that still unbalancing skill set and operation around the world. It allowed for exploiting for innovation and creativity.

Transnational Model

This model is a complexity model that has the entire three models. It is also have ability to respond effectively and swiftly to the demand brought.

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After study and get good explanation from my lecturer about the changes in HRM merge with IT the next topic that I would like to share there is “Is for Competitive Advantages”. What it mean about information system competitive advantages? Those this related with HRIS? Are this are not have disadvantages? With this question I would like to share it more.

Role of ITS

A competitive advantage is an advantage over competitors gained by offering consumers greater value, either by means of lower prices or by providing greater benefits and service that justifies higher prices.

Information system competitive advantage means we use the information technology system to gain the profit and opportunities in drive the company aligned with worldwide demanding. Information technology have it own role like IT can help to perform the task faster with minimum time, improve communication with workers, competitor and supplies. It also can facilitate collaboration like emergence with supplies (joint venture).

Basically, there are five competitive strategies that a company need and have used it. There are cost leadership, differentiation strategy, innovation strategies, growth strategy and alliance strategies. I’ll will discuss it and share some information about it.

Cost leadership strategy

With this strategy, the objective is to become the lowest-cost producer in the industry. Many market segments in the industry are supplied with the emphasis placed minimizing costs. If the achieved selling price can at least near the average for the market, then the lowest-cost producer in theory enjoy the best profits. This strategy is usually associated with large-scale businesses offering "standard" products with relatively little differentiation that are perfectly acceptable to the majority of customers. A low-cost leader will also discount its product to maximize sales, particularly if it has a significant cost advantage over the competition and, in doing so, it can further increase its market share.

For example the like TESCO HYPERMARKET. They give the lower price from other to attract the buyer to shopping with them compare to other hypermarket.

Differentiation strategy

This strategy involves selecting one or more criteria used by buyers in a market - and then positioning the business uniquely to meet those criteria. This strategy is usually associated with charging a premium price for the product - often to reflect the higher production costs and extra value-added features provided for the consumer. Differentiation is about charging a premium price that more than covers the additional production costs, and about giving customers clear reasons to prefer the product over other, less differentiated products.

We can see the BANKING SYSTEM like Islamic and conventional. They use different strategy to attract customer to save and make deal with them. Islamic system likely to use give lowers interest to their customer but in other side like conventional banking system they are offering like went save it with them we can get more profit rather than Islamic banking.

Innovation strategy

What I can say about these strategies is they likely to use unique products, services or markets. This products or services they tend to likely change to make a new innovation to their product or services

From my view, we can see L’OREAL PARIS product. Their product rapidly changes because they intend to make innovation to their product.

Growth strategies

Growth means expand. With this perception we know that growth strategies is like being expand and have many kind of product and services with one company. Growth also can be said like expand our company into global market.

Wal-Mart’s is a hypermarket that uses the online system to make and have ordering the product. With this kind of situation the Wal-Mart Hypermarket are being into global market because they use online system to sale their product.

Alliance strategy

It establishes the connection with customers, supplies, competitor, consultant and other company. It also include emerge with other company.

We can take Wal-Mart’s as example, they use the replacement system of inventories like they use the satellite to get know how many they need to be added their stock on current month. Then all the data are sent to their supplies to take action.

In conclusion, these five competitive strategies can drive the HR function with help of technology system. With this also, company can decrease the time consuming and budget of years.

Wednesday, October 12, 2011


Basically in general we know the technology can help our work and life become easier and comprehensive. IT is the basic needed in our life now a day. In view of Human Resource Practitioner IT is some of technology are drive their work and task more comprehensive and effectively.

Changing or the key trend in HR with IT supporting can emergent the HR functions much faster. Information Technology (IT) is the key component of changing in HR. These changes can be seemed like from local to global and from administration to self-service. What I said from local to global is before this HR function is limited, but with IT it helps a lot.

Information Technology (IT) is a system that helps HR function can be share with worldwide. In example, we can see the changes of HR function like before this we buying a flight ticket with manual application like we have to go to airport and register it but with IT we can just go to front page of ticket airlines and book it. That means the changes from administration to self-service.

In addition, from my understanding, there is several type of differentiation of HRIS. The main focus in here is when we as HR Practitioner we need to use a system to make our work more effective. The most common system that HR Practitioner can be use is when to make daily operations, managerial, executive and boundary spanning. What is call daily operation is when HR use this system to make transactional process system like payroll process and attendance when came to work. In managerial system that commonly had been use is management information system like calculating for empowerment ratio for recruiting new employee in years.

Last but not least, from this topic we also can know about why HRIS is mostly needed in HRM. After make revision and have lecturing time there are several things that I can conclude here. Using HRIS in firm can increase the work performance and enhancing the effectiveness and efficiency. Innovation also can be added in this field. If you to get more information just click this link….

“Information Technology drive Human Resource (HR) function”

Monday, October 10, 2011


From my view this is a set of interrelated components that are combination of people, hardware, software, data resources and communication networks. HRIS also is a key component of today’s networked business like providing more comprehensive information to worldwide, improving employee’s satisfaction by delivering HR service more quickly and the most important thing is HRIS can enhance the efficiency and effectiveness of HR functions.

When we said about HRM we keep thinking of a process of recruitment, selection, training, appraisal, and compensation and performance management of employees. In general we can say that we are dealing with people. When it keep added with more number of people to be deal it seems difficult to be managing by manual. By emerge the HR function with information technology (IT), it can make HR expertise job easier and well-order.

In conclusion, from this course we as a student in HRD can know the evaluation of human resources management (HRM) and it aligned with information technology (IT). In this aspects we can see the evaluation of HRM with IT are been emerged.

“IT can make work easier but if we take it as a platform to make it worse it become worse”