Management Information System Assignment

BACHELOR OF BUSINESS ADMINISTRATION WITH HONOURS (BBA)

SEMESTER SEPTEMBER / 2020

CBMS4303 MANAGEMENT INFORMATION SYSTEM

NO. MATRIKULASI

:

900101085618001

NO. KAD PENGENALAN

:

900101085618

NO. TELEFON

:

010-2109625

E-MEL

:

[email protected]

PUSAT PEMBELAJARAN

:

LC TANJUNG MALIM

No 1.0

2.0

Content

Pages

1.1 Important Of Information System In Daily Operation Of An

3

INTRODUCTION Organisation HOW HUMAN RESOURCE MANAGEMENT SYSTEM(HRMS) CAN BE IMPLEMENTED IN ORGANISATION 3.1 Choosing the right program

4-5

3.2 Mapping implementation procedures 3.0

3.3 Implement company plans THE IMPORTANCE OF HUMAN

RESOURCES

MANAGEMENT 5

SYSTEM IN ORGANISATION 4.0

HOW THE HUMAN RESOURCE MANAGEMENT SYSTEM ABLE TO

5.0

FACILITATE THE BUSINESS PROCESS BETWEEN DEPARTMENTS HOW HUMAN RESOURCE MANAGEMENT SYSTEM ABLE TO SUPPORT

THE

MANAGEMENT

DECISION

IN

5-6

PROMOTION,

INCREMENT AND STAFFING

6-8

6.1 Staffing 6.2 Promotion 6.0

6.3 Increment HOW THE

INFORMATION

IN

THE

HUMAN

RESOURCE

MANAGEMENT SYSTEM CAN BE CONTROL IN THE ASPECT OF 7.0

8

SAFETY, CONFIDENTIALITY AND INTEGRITY. CONCLUSION 9-10

8.0

REFERENCE

11

QUESTION 1

1.0 INTRODUCTION 2

The passage of time has taken us to an era equipped with state-of-the-art technology in line with the changing times. The importance of the Information System in the context of this century society can no longer be denied. Convince top management to adopt Information Systems to achieve organizational integration. The information system is defined as a combination of software hardware and communication systems that support business operations to increase productivity and help managers make decisions. The history of the existence of information systems coincides with the history of computer science that began long before the modern discipline of computer science emerged in the 20th century. In general, information systems are focused on information processes in organizations, especially in business enterprises where it is seen to be able to share benefits with the surrounding community. The purpose of the assignment is to discuss about importance of Information Technology implementation in managing the organisation’s information system. 1.1 Important Of Information System In Daily Operation Of An Organisation Current innovation can altogether support your organization's exhibition and efficiency. Data frameworks are no exemption. Associations overall depend on them to explore and grow better approaches to produce income, connect with clients and smooth out tedious undertakings. With a data framework, organizations can set aside time and cash while settling on more brilliant choices. An organization's inside divisions, for example, advertising and deals, can impart better and offer data all the more without any problem. Since this innovation is computerized and utilizes complex calculations, it diminishes human blunder. Besides, workers can zero in on the center parts of a business instead of going through hours gathering information, rounding out desk work and doing manual investigation.

On

account of current data frameworks, colleagues can get to gigantic measures of information from one stage. For instance, they can accumulate and handle data from various sources, for example, sellers, clients, stockrooms and deals specialists, with a couple of mouse clicks. 2.0 HOW HUMAN RESOURCE MANAGEMENT SYSTEM (HRMS) CAN BE IMPLEMENTED IN ORGANISATION 3

The Human Resource Management System is no longer an option but a basic requirement for companies to achieve success in fierce competition. The human resource system certainly produces important results, but we should understand that the implementation of such a program is a long and complicated process. 2.1 Choosing the right program The first and most important step of this implementation is to determine the appropriate system for the company. This means that the employer must pay attention to the estimated expenditure, available products, adaptation rate, quality of application usage and so on before obtaining the relevant program. Although the process is arduous, employers must make smart decisions because their choices will affect their enterprise in the long run.

2.2 Mapping implementation procedures Once the company gets a suitable application for operations. they can set timelines and process flow diagrams based on their program parameters. To complete this step, the employer should design a visual map and place the details of their plan in stages. In addition, they need to ensure that their plan is comprehensive throughout the entire process. Such actions will streamline the company's vision at different levels as well as optimize the benefits of a human resource system in the company. 2.3 Implement company plans Once the company is fully prepared, it is time for them to run the program. Employers should work closely with selected system providers to build a holistic approach to their system efforts. In other words, employers should update the progress of the implementation of the Human Resource Management System for trustees and employees so that everyone is always in sync. Avoid excessive requirements and achievements in this measure also reduce the company's delays and risks.

4

3.0 THE IMPORTANCE OF HUMAN RESOURCES MANAGEMENT SYSTEM IN ORGANISATION Human resources are the main driver in every line of work in a company. Whatever the field, products or services, sales and manufacturing, all done by humans (employees). All advanced equipment and software still need humans as their operators. Technology solutions such as HRMS (Human Resource Management System) should help companies (in this case HRD) to speed up and facilitate employee management and create better services to support their performance. HRIS shapes an incorporation among HRM and data innovation. In this manner, the essential goals of HRIS : 

To give precise data about human asset and their working and applicable natural variables.



To give applicable data.



To give convenient data.

4.0 HOW THE HUMAN RESOURCE MANAGEMENT SYSTEM ABLE TO FACILITATE THE BUSINESS PROCESS BETWEEN DEPARTMENTS Just as Accounting software can provide warnings in the event of potential losses and other important indicators, HRMS can also do the same in employee management. Some preventive measures can be taken such as detecting vacancies in the organization, training planning for company growth, all of which can save costs in delaying its handling.The software also stores employee data that is important to the company such as skills and experience, job appraisal details, employee extra skills or experience, training that has been done, and others that are very useful for HRD managers in recruiting, transferring, and performance appraisals . HRMS can also function as a monitoring tool or notification of things that are considered important to improve employee performance. For example, notifications about birthdays so that HRD can prepare greeting cards or other forms of appreciation as a reward for the contribution and presence of the employee concerned. Such simple actions can increase employee morale, performance, and loyalty to the company.

5

Good HRMS also provides additional integration that can be combined with existing modules for better management. For example, if integrated with attendance and track record or performance record, then the work of a specific task or project can be done by knowing which employees are doing what task and can be transferred or assisted to another project. In other words, more efficient human resource management, each employee works to the maximum and does not overlap in his work as well as faster response responses.

5.0 HOW HUMAN RESOURCE MANAGEMENT SYSTEM ABLE TO SUPPORT THE MANAGEMENT DECISION IN PROMOTION, INCREMENT AND STAFFING

5.1 Staffing HR arranging of what the association will require is critical to HR experts, uncovering various aptitudes profiles, working timetables, empowering the association to have the opportune individuals, in the perfect sum, at correct time. 

Promotions, moves, recruiting, and end rates: tracks information to examine and settle on choices about labor force arranging and work needs.



Analysis and meaning of work: permitting representatives in geologically scattered areas to cooperate. 6



Recruitment and determination: capacity to help measures by making devices that are more deft and empower online work.

5.2 Promotion Prize frameworks comprise of all material and insignificant partners, which representatives can get, contingent upon the nature of their exhibition, the commitment to the improvement of the business and its relationship with the estimations of the association . HRIS permits us to recognize the accompanying data, with respect to rewards: 

Salary data: compensation handling, occasion the board, nonattendances and unlucky deficiencies, programmed estimations of pay parts.



Retirement arranging: ID of progression plans, annuities, smoothing out of loosening programs.



Benefit organization: benefits attribution, ascribed benefits investigation, money saving advantage examination.



Salary investigation: examination of compensation improvements, pay correlations.

5.3 Increment Notwithstanding the requirement for work association and dynamic, what will permit associations to have expanded degrees of profitability will be the arrangement of their staff and their inspiration? In this sense, the improvement of HR will be a factor of intensity and even, now and again, of endurance. "Hierarchical advancement is straightforwardly connected with the improvement of Human Resources. In these cases, the data that we can accumulate from HRIS is: 

Career advancement: examination of professions, their development, improvement of vocation plans and the accomplishment of goals plot.



Education, abilities, and preparing programs: investigation and recognizable proof of capabilities, ID of preparing needs, admittance to preparing substance distantly. 7



Evaluate worker execution: meaning of execution objectives, plan of assessment measurements, execution assessment, and input of results.

6.0 HOW THE INFORMATION IN THE HUMAN RESOURCE MANAGEMENT SYSTEM CAN BE CONTROL IN THE ASPECT OF SAFETY, CONFIDENTIALITY AND INTEGRITY

Each organization/association ought to have a composed security strategy plotting both the kind of data considered classified and the techniques workers must follow to ensure private data (regularly in their representative handbook). Protection and classification of data are particularly applicable worries for hris on the grounds that a hris contains a huge volume of private representative information, for example, federal retirement aide cards, clinical records, financial balance subtleties, compensation, homegrown accomplice remuneration, work test results, and execution surveys, not at all like numerous other authoritative structures. (Desanctis, 1986; Kovach and Cathcart, 1999). Upon this public web, such information is amazingly attractive. Appeared above situation features how programmers may utilize phishing strategies to act like organization chiefs requesting an inside archive to control a gadget (a sort of phishing frequently known as whaling). Associations need to follow secure registering systems to address these difficulties. Most companies have pulled back from utilizing plans that are centered around what "information based validation" applies to in the data security industry: things that individuals realize that can be undermined, for example, the secret phrase of an individual. A great part of the Internet, truly, relies just upon an email and a secret word. A workaround is to utilize two-factor confirmation (2FA), which mixes "you know anything" with "you have something." notwithstanding a username and secret key blend, for instance, the client would need to bring something, for example, an actual key, with them.

8

7.0 CONCLUSION Increasingly, technology has a profound impact on HRM. As technology evolves, it will also force HRM to take on new contours in both its processes and its practices. HRIS emerged in response to the need for this change to be carried out in the most fruitful way possible, considering the improved accuracy, the quick access to information, the increased competitiveness and efficiency and the re engineer of the HR function

There are still many questions about the true objectives of HRIS and the responses they allow to the real needs of HRM. It is true that there are still some limitations to its use and its results. However, its role in HRM allows us to respond more quickly to HRM changes and needs, for example, enabling to control budget, tracking and screening, skills matching, appraisals, feedback, manpower planning, succession planning, skills monitoring, training needs analysis and global analysis. Digital technology is dominating the world in unprecedented ways. It is very important for companies to change the way their enterprises because lack of attention to this phenomenon will widen the gap between small enterprises and large enterprises. Now that you understand the greatness of technology in the success of a company, you should browse the I’m In Human Resource Management System as well as its outstanding features to improve your business now. By focusing on using technology to continuously improve the quality of the work. Technology can improve the information available to HR, facilitating HR processes, and making them faster and more effective.

One of the biggest allies in HRM, HRIS is adopted to make organizations more accurate and effective. However, we face several challenges are faced. HR professionals need to prepare themselves for the future by gearing up for new roles or find themselves outsourced. HR professionals needs to integrate an HRIS as a big project and as a major change for the organization, assuming its role as business partner, as a data analyst, as an internal consultant, 9

focused on the strategic issues of HRM, necessary for the development of people, business and organizations.

10

8.0 REFERENCE Azizan, H. M., & Razlina, H. J. (2015). Relationship between workplace incivility, job attitudes and muslim religiosity personality among trade union members. Global Journal AlThaqafah, 5(2), 43-51.

Johson & Kavanagh (2018). Human resource information systems : basics, applications, and future directions , SAGE Los Angeles.

Mohd Sazili Shahibi, Azlinda Saidin, Tengku adil Tengku Izhar. (2016). A Framework Based on Human Resource Managment Sytem (HRIS) For the Evaluation of Users Satisfaction: Selangor. UITM, (Vol .6, No .10).

Morshidi, A. H., & Hamid, F. A. (2010). E-Government and Malaysia: A Theoretical Consideration. SOSIOHUMANIKA, 3(2).

Nasrin, N., & Morshidi, A. H. (2019). Kecerdasan emosi (ei) dan perbezaan gender dalam pekerjaan. Jurnal Kinabalu. Diakses dari https://jurcon.ums.edu.my/ojums/index.php/ejk/article/view/1923 pada 12/11/2019

Satar, S., & Morshidi, A. (2007). An Evaluation of Cultural Roles and Usability Attributes in Learning Management System. Faculty of Information Technology and Multimedia Communication, Open University Malaysia.

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Question 2 No 1.0

Content TWO EXAMPLES OF HRMS SYSTEM

Pages

1.1 BITRIX24

13-14

1.2 ORANGEHRM 2.0

2.0 FEATURES OF BITRIX24 2.1 Social Intranet 2.2 Tasks and Projects 2.3 Document Management

14-17

2.4 Calendar 2.5 HRMS 2.6 Mobile application 3.0

FEATURES OF ORANGHRM 3.1 HR Planning Function 3.2 Recruitment and Selection Function (HR Recrutiment & Selection) 3.3 Orientation Function (HR Orientation)

17-20

3.4 Development Function (HR Development) 3.5 Maintenance / Evaluation Function (HR Maintenance) 4.0 5.0

SUMMARY REFERENCE

20-23 24

1.0 TWO EXAMPLES OF HRMS SYSTEM 12

1.1 BITRIX24 Bitrix24 is a main free social information the executives and cooperation stage utilized by more than 4 million organizations around the world. Accessible in cloud and on-premise with open source code access. Bitrix24 is for organizations and private ventures. It additionally suits distant groups who need to stay in contact and work together proficiently.

1.2 ORANGEHRM Orange HRM is a tool for managing open source licensed human resources. OrangeHRM Inc. is a software company based in Secaucus, New Jersey. Human Resource Management is a key need for any business no matter how big or small the business is.

13

2.0 FEATURES OF BITRIX24 2.1 Social Intranet Bitrix24 is designed to make communication as easy as accessing facebook and communicating with your colleagues. Now imagine communicating with your team in one company like communicating through facebook. Bitrix24 provides features of task management, document management, and time management thus improving efficiency and communication. Bitrix24 comes with iOS and Android applications.

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2.2 Tasks and Projects Bitrix24 has project and activity management features to delegate tasks and activities to your team. You can create groups to discuss and share about the projects your team is working on.

2.3 Document Management Share the document to Bitrix24 so that it can be accessed by the team at the company. Presentations, documents, videos, etc. can be downloaded for team work as well as personal data.

2.4 Calendar Also can easily coordinate your team schedule with the sync feature via outlook, android, iPhone, etc. Use the reminder feature to remind events. Share th activity calendar on iPhone, iPad, or Android.

15

2.5 HRMS As an HRMS system, Bitrix24 can store employee data directories, employee daily reports, and apply for leave. You can also create enterprise structure data. In addition, employees can apply for reimbursement, leave, request for goods, etc. through HRMS features

16

2.6 Mobile application

The bitrix24 mobile application is used as a corporate intranet portal, CRM system, and HRMS system. Just install the app on android or iOS and your team can take leave, create work reports, schedule activities wherever they are using their smartphone.

3.0 FEATURES OF ORANGHRM There are actually 5 functions of MSDM, namely, planning, recruitment and selection, orientation, development and maintenance in accordance with the HRIS framework. And the image below is the HRIS framework. In OrangeHRM itself, there are already applications from MSDM Function in accordance with the HRIS framework. The applications of MSDM functions in OrangeHRM are implemented into the features in OrangeHRM. 1. HR Planning Function 2. Recruitment and Selection Function (HR Recrutiment & Selection) 3. Orientation Function (HR Orientation) 4. HR Development Function 5. Maintenance / Evaluation Function (HR Maintenance)

17

3.1 HR Planning Function In OrangeHRM, the planning function that we can do, among others, we can make planning in human resource management such as making job details (job description), job specification (job specification), job category, work shift, employee status, compensation and so on.

3.2 Recruitment and Selection Function (HR Recrutiment & Selection) For the recruitment and selection function in OrangeHRM, applied in the Recruitment feature can add employee candidates who have entered the application into our company. We can also see candidate candidates who are ready to recruit us that we can adapt to the jobs available in our company that we have previously created in the planning function.

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3.3 Orientation Function (HR Orientation) New employee orientation effectively integrates new employees into your organization and helps with retention, motivation, job satisfaction, and quickly enabling each individual to become a contributing member of the work team.

3.4 Development Function (HR Development) For development functions in OrangeHRM not all development functions are applied in OrangeHRM but only a few. Examples of development functions are promotions, demos, mutations and so on. While in OrangeHRM, development functions such as promotions, demos and promotions have not been applied.

3.5 Maintenance / Evaluation Function (HR Maintenance) For maintenance or evaluation functions in OrangeHRM are applied in the Performance tab of the KPI (Key Performance Indicator) tab and Review. review our assessment of employee performance in the companyThe results of this review and KPIs can be used to evaluate 19

employees who later the results of the evaluation can be used in the re-planning of human resources management. Here is a look at the performance.

4.0 SUMMARY

OrangeHRM OVERVIEW

Bitrix24 Bitrix24 is a free cloud & open source OrangeHRM provides world-class, collaboration

platform

providing yet affordable Human Resource

CRM, document management, tasking, Management time

management,

&

Whether

project your organization has 5 or 5,000

management tools. Used by over 5 employees, million businesses worldwide.

software.

OrangeHRM

can

provide the right solutions for you. Thousands of Small and Medium

Platforms Supported

Enterprises around the world are benefitting from OrangeHRM as



Web Based 20



iPhone App



Android App



Windows App

Support Options

FEATURES

their HR management. Platforms Supported 

Web Based



iPhone App



FAQs



Android App



Forum



Windows App



Knowledge Base



Online Support



Video Tutorials

Support Options 

Online Support



Phone Support



API



Activity Dashboard



Absence Management



Attendance Management



Access Control



Attendance Tracking



Activity Dashboard





Automatic

Activity Management



Activity Tracking



Calendar Management



Approval Process Control





Configurable Workflow

Attendance Tracking



Audit Trail



Document Management



Document Storage



Automatic Backup



Document Templates



Automatic Notifications



Email Notifications



Billing & Invoicing



Email Templates



Biometrics



Employee Database



Calendar Management



Employee Management



Calendar Sync with Google



Employee Onboarding



Call Recording



Employee Profile 21



Call Routing



Tracking



Chat



HR Management



Client Management



Inventory Management



Collaboration Tools



Templates



Commenting



Leave Tracking



Communication Management



Performance Appraisal



Computer



Performance Management

Integration



Permission Management



Conferencing



Physical Asset Tracking



Configurable Workflow



Pipeline Management



Contact Management



Policy Management



Custom Fields



Predictive Analytics



Custom Forms



Product Catalog



Custom Landing Pages



Progress Tracking



Email Marketing Management



Real Time Analytics



Email Templates



Real Time Data



Employee Database



Real Time Reporting



File Management



Recruitment Management



Forms Management



Sick Leave Tracking



Gamification



Task Management



Gantt Charts



Integration



Goal Setting / Tracking



Time Clock Integration



HR Management



Time Off Requests



Instant Messaging



Timesheets



Invoice Management



Training Management



Mail Merge



Vacation Tracking



Meeting Management



Mobile Integration



Charting

Telephony

22

INTEGRATIONS



Quote Management



Role-Based Permissions



SSL Security



Sales Reporting



Search Functionality



Social Media Integration



Status Tracking



Support Ticket Management



Synchronous Editing



Task Management



Third Party Integration



To-Do List



Training Management



Two-Way Audio & Video



Version Control



Video Conferencing



Web Forms



Website Integration



Widgets



Workflow Management



JivoChat



Landingi



Mailchimp



Mailigen



PieSync



Predictive Dialer



SALESmanago



SendPulse 23



SharpSpring

5.0 REFERENCE

Copyright © 2020 Bitrix24. Using The Right HR Software To Enhance Your Business. Retrieved from : https://www.bitrix24.com/about/blogs/human-resources/using-theright-hr-software-to-enhance-your-business.php

Copyright

©

2020

Bitrix24.

Recruiting

in

Bitrix24:

Retrieved

from

https://www.bitrix24.com/solutions/hr/recruiting-resume-management.php

OrangeHRM

Inc.

©

2020

All

Rights.

OrangeHRM:

Retrieved

from

:

https://www.orangehrm.com/

GetApp

©

2020.

Bitrix24vsOrangeHRM:

Retrieved

from:

https://www.capterra.com/human-resource-software/compare/11354049068/Bitrix24-vs-OrangeHRM

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