After I watched a short video regarding Time management in YouTube last night, I decided to use a formal schedule sheet to organization my daily tasks and manage my performance. In fact, I find this method is much more effective than others methods I used. Everyday setting tasks to complete is the goals-setting theory applied in personal performance management. Through setting tasks appropriately makes me keeping those goals in my mind and motivating me to approach on time. I used to use an inform. way to setting tasks in rough rather than in details, I found I always waster lots of time.

Some things I learn today as follows:

The definition of HRIS:Kavanagh, Gueutal and Tannenbaum (1990) defined HRIS as “the system used to acquire, store, manipulate, analyse, retrieve, and distribute information regarding an organization’s human resources. An HRIS is not simply computer hardware and associated HR-related software. Although an HRIS includes hardware and software, it also includes people forms, policies and procedures, and data (p. 29)”. We can explain that in a computerized HRIS, manually completed forms or a computerized entry screen may be used toacquiredata, a data base management system is used tostoredata, a query language or HRIS report writer (usually part of the software) is used toretrieve,manipulate, andanalysethe data, and the resulting reports and screen outputs are used todistributethe data

The reasons of using HRIS include:

·      HRIS can provide comprehensive information picture as a single, comprehensive database. This enables organizations to provide structural connectivity across units and activities and increase the speed of information transactions (Lengnick-Hall & Lengnick-Hall, 2006);

·      Increase competitiveness by improving HR operations;

·      Practice evidence based management by collecting appropriate data and converting it to information and   knowledge for improved timeliness and quality of decision making;

·      Produce a greater number and variety of accurate and real time HR-related reports;

·      Streamline and enhance the efficiency and effectiveness of HR administrative functions;

·      Shift the focus of HR from the processing of transactions to strategic HRM;

·      Reengineer HR processes and functions;

·      Facilitating employee involvement and empowerment in delivering HR functions and services by letting them access, manipulate and utilize relevant data.

  (Beckers & Bast, 2002).

References

Beckers, A. M., & Bsat, M. Z. (2002). A DSS classification model for research in human resource information systems.Information Systems Management,19(3), 41-50.Bussler, L., & Davis, E. (2001). Information systems: The quiet revolution in human resource management.The Journal of Computer Information Systems,42(2), 17-20.

Kavanagh, M. J., Gueutal, H. G., & Tannenbaum, S. I. (1990).Human Resource Information Systems.Boston: PWS-Kent.