Conclusion

Transnational Human Resource system, Human Resource recruiting and staffing, and Human resource management system is the component in an organization should emphasize. My understanding about all of these three topics is deeper than before. But there are also topics that I have learnt before in semester 4. So, it is not too difficult to understand and to search the information in completing this task. In a nutshell, transnational system is important and essential in transferring HR practice to increase their outcome in order to compete with the other multinational company.HR recruiting and staffing is  to make sure the effectiveness of choosing the candidate to be hired in organization while performance management system as a tool to measure the performance of the employee and result in organization performance as a whole. All of these topics have its own ability to affect the organization .

(142 words)

HR Performance Management System

Performance management is a continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization. Continuous process is where the performance management is ongoing. It involves a never ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback. Meanwhile , alignment with strategic goals is about performance management requires the managers ensure that employees’ activities and output are congruent with the organization’s goals and, consequently help the organization gain a competitive advantage. PM is considered within the framework of ‘talent management’ which encompasses all area of HR that have to do with on boarding, developing, evaluating, and managing the workforce. PM is one of the areas connected to others such as recruiting, staffing, career management, 360 degree assessment, development management, retention management and workforce planning.There are advantages of this system which are motivation to perform is increased, self-esteem is increased, employee become more competent and etc. but there are also the dangers of the performance management system is implemented poorly. This will lead to increase in turnover, wasting time and money, damaged relationship among individuals, emerging biases and so on. Actually, PM system is most frequently used for salary administration, performance feedback, and the identification of employee strengths and weaknesses. However, PM system can serve multiple purpose which is strategic, administrative, informational, developmental, organizational maintenance and documentational purposes. They serve strategic purposes because they help link employee activities with the organization’s mission and goals, they identify result and behaviors needed to carry out strategy maximize the extent to which employee’s exhibit the desired behavior and produce the desired result. The ideal PM system can lead to an effective management that effect the whole organization. The examples of ideal performance are congruent with the strategy; there is a clear link among individual, unit, and organizational goals, the system also should be practical; they do not require excessive time and resources and etc. We can see that a PM system is the key factor used in determining whether an organization can manage its human resources and talent effectively (Aguinis, 2009). PM provides information on who should be trained in what area, which employees should be rewarded, and what types of skills are lacking at the organization or unit level. When implemented well, surely PM systems will provide critical information that allows organization to make decision regarding their people resource.

(406 words)

Herman Aguinis,(2009), Performance Management,second edition. Upper saddle River, New Jersey: Pearson Education

HUMAN RESOURCE RECRUITING AND STAFFING

Recruiting and staffing is very essential in human resources management. This is because it will result in the outcome of the organization in the future. Recruiting is a process of attracting individuals on a timely basis, in sufficient numbers, with appropriate qualification, and encouraging them to apply for job with an organization while staffing is a process through which organization ensures it always has proper number of employees with appropriate skills in right job at right time to achieve organizational objectives. People are an organization's most important resource, because people either create or undermine an organization's reputation for quality in both products and service. In addition, an organization must respond to change effectively in order to remain competitive. The right employee can carry an organization through a period of change and ensure its future success. Because of the importance of hiring and maintaining a committed and competent worker, effective human resource management is crucial to the success of all organizations. (Dessler, 2011)

Human resources recruitment methods vary according to staffing needs, company size, recruiting staff expertise and budget for advertising, cost-per-hire and other employment expenses. Depending on the jobs for which company is recruiting workers, some methods are more effective than others. Often, the way to determine the most effective recruitment method is by experimenting with several methods until you find one that uses your company's resources and time wisely. For example, the employer has the option of using external or internal option to select the right candidate. External sources are the company website, print media, placement consultant and internet. Usually, large companies, enjoying brand value. So they can call for applicants by replacing a requirement need in its website. This will benefit the company to make their recruiting and staffing much easier. Another options open is the print media which however has a limited geographical reach. The jobsite on the internet like monster.com, LinkedIn etc are faster and can reach people all over the world. Time is crucial factor in the competitive world. A well drafted system of recruitment backed by properly trained staff can aid in the quick recruitment of people with excellent skills that can be utilized to improved productivity. So, it is important to employer to make a right decision in recruiting the candidates. Recruitment must be speedy but cautious process in order to select the right employee for the right position with the excellent knowledge, skills and ability in doing tasks. A wrong move can have disastrous impact on organization.

(413 words)

http://www.chrmglobal.com/Articles/288/1/Tips-on-Effective-Recruitment.html

Gary Dessler(2011). Human Resource Management. Upper Saddle River, New Jersey: Pearson Education

           

TRANSNATIONAL HR SYSTEM

Nowadays, globalization affects every industry. To cope with the challenges of increasing globalization, many multinational enterprises (MNCs) are developing transnational strategies and structures, which mean that they create strategies within the interplay between global standardization and local adaptation. The increasing of the transnationality also reflected in the transnational orientation of their human resource management system (HRMS) as HRM is often interpreted as a support function which can help to transfer the strategic orientation of the firm to the level of employees in an organization. Transnational HRMS can be defined as the sum of HRM policies and practices that MNCs uses to attract, develop and maintain its human resources including globally standardized and locally adapted structures and processes. There are some reasons why an organization especially the multinational transfer the HR practices. The reasons are international competition pressure, international integration and strategies, and organizational politics.

For the purposes of efficiency and the effectiveness of their system, organizations often engage in cross-unit transfers of business practices that reflect their core competencies and superior knowledge and that, they believe to be a source of competitive advantage. HR policies and practices are often considered by top management to be one of those sources. Its need to be address that transfers of HR practices can occur in various directions within the MNC, including transfers from main companies to foreign subsidiaries, from subsidiaries to main companies, or from one subsidiary to another. Firms may look to 'reverse-transfer' policies associated with companies and countries that are dominant in the global economic system, since such policies are likely to be seen to be linked with international competitive advantage. A second reason for transfer is that the degree of international integration and the corresponding strategies of MNCs largely determine the extent to which MCs are likely to transfer their HR practices. The transfer of HR practices is often linked to certain industry sectors. For example, those sectors such as automobiles, IT services and pharmaceuticals, with a high degree of international integration, are easy to transfer HR practices across borders.  The third reason is at political relationships within organizations. The political approach, indicating that actors in organizations can be willing to engage in the process of transfer as a way of obtaining legitimacy and to advance their own interests.  So,  this transnational should transfer effectively especially by the top management in order to get the positive outcome.

(397 words)

http://www.sciencedirect.com/science/article/pii/S1053482211000039

INTRODUCTION TO HRIS

My first impression about this subject is it’s about system. But I’m a little bit confused because I only know that the system is to improve the organization management but don’t know what type of system/activity that can relate to HR field. After a couple weeks of classes with Dr. Roya, I’ve learnt that nowadays, the development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM). The Human Resource Information System (HRIS) is the combination of two fields that are Human Resource Management (HRM) and Information Technology (IT).HRIS is not only limited to the hardware and software application that comprise the technical part of the system but also the people, forms, policies and procedures and data required to managed the HR function. The purpose of HRIS to provide service, in the form of accurate and timely to the clients of the system.

(155 words)