HRIS reading notes

Today, my learning performance is not good. It’s very hard to concentrate on my studying. Looking at those readings, it’s quite boring for me. Probably, I should figure it out how can I make those readings are attractive to me. For HRIS, lecturer said we only need to focus on those topics from week6 to week12 and don't worry about those before week6’s. It makes me easier to prepare the final exam. In fact, I am not so concern about the marks. What I am really concern is I can learn something from this preparation.

So, let’s talk about today’s topic, which is HRIS application_ Learning &development. One common learning and development approach is systematic approach, which involve four stages namely identify T&D needs, design T&D solutions, implement T&D solutions, and evaluate T&D effectiveness.

 Firstly, conducting a training needs analysis, which is the key activity of the systematic approach and essentially serves to identify and discrepancies, the T&D gap, between existing KSA and those required in the present and in the future. . Training needs may arise at three distinct levels:

·         at an organizational level (current and future employee T&D requirements that an organization has to fulfill in order to attain its strategic long-term objectives)

·         at a job level (relevant KSA that are part of specific jobs)

·         at a personal level (the competences required)(Boydell, 1983)

Because of the crucial importance and comprehensive nature of the TNA, many organizations employ a HRIS to collect, store and analyze training needs data, thus ensuring that resulting information is both timely and accurate. Data sources range from business objectives and statistics, at the organizational level, to job descriptions and output levels, at the job level, to staff appraisals, biographical data and individual training records, at the personal level. Most HRIS can be configured to gather data from these and other sources. However, a host of specialist T&D Software (discussed further on in this chapter) exists that will aid a firm in accomplishing its T&D activities. In the event, however, that the TNA highlights a considerable gap between existing and desired KSA an organization may decide to recruit staff external to the organization that already possesses the required competencies. In that case, it will be of vital importance that the organization has access to skilled personnel and demographic data, which might provide some indication regarding the skills levels of the wider population and environment, in which the firm operates.

Secondly, T&D methods fall into two broad categories: on the job training and off-the –job training.

On-the –job training usually involves observation, mentoring, coaching, job rotation, apprenticeship and self directed learning. While off-the –job training includes simulation, role play, case stuy, business games , workshop, behavior. modeling an placement.

e-learning is quite popular in organization currently, there are various e-learning methods, such as computer based training (CBT), multimedia based training(MBT), distance learning , open learning , open distance learning (ODL), Virtual learning environment , Web based training (WBT) ,and mobile learning.

Sources from week 6 readings.