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 : k.kaviyarasi@yahoo.com
PUSAT PEMBELAJARAN : LC TANJUNG MALIM
 No Content Pages
1.0 INTRODUCTION
1.1 Important Of Information System In Daily Operation Of An 3
Organisation
2.0 HOW HUMAN RESOURCE MANAGEMENT SYSTEM(HRMS) CAN BE
IMPLEMENTED IN ORGANISATION
3.1 Choosing the right program 4-5
3.2 Mapping implementation procedures
3.3 Implement company plans
3.0 THE IMPORTANCE OF HUMAN RESOURCES MANAGEMENT
SYSTEM IN ORGANISATION 5

4.0 HOW THE HUMAN RESOURCE MANAGEMENT SYSTEM ABLE TO

5-6
FACILITATE THE BUSINESS PROCESS BETWEEN DEPARTMENTS
5.0 HOW HUMAN RESOURCE MANAGEMENT SYSTEM ABLE TO
SUPPORT THE MANAGEMENT DECISION IN PROMOTION,
INCREMENT AND STAFFING
6-8
6.1 Staffing
6.2 Promotion
6.3 Increment
6.0 HOW THE INFORMATION IN THE HUMAN RESOURCE
MANAGEMENT SYSTEM CAN BE CONTROL IN THE ASPECT OF 8
SAFETY, CONFIDENTIALITY AND INTEGRITY.
7.0 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 Al-

Thaqafah, 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.

11
 Question 2

No Content Pages
1.0 TWO EXAMPLES OF HRMS SYSTEM
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)
17-20
3.3 Orientation Function (HR Orientation)
3.4 Development Function (HR Development)
3.5 Maintenance / Evaluation Function (HR Maintenance)
4.0 SUMMARY 20-23
5.0 REFERENCE 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.

14
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.

18
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
Bitrix24
OVERVIEW Bitrix24 is a free cloud & open source OrangeHRM provides world-class,
collaboration platform providing yet affordable Human Resource
CRM, document management, tasking, Management software. Whether
time management, & project your organization has 5 or 5,000
management tools. Used by over 5 employees, OrangeHRM can
million businesses worldwide. 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
 FAQs
 Forum
 Knowledge Base
 Online Support
 Video Tutorials
FEATURES  API
 Absence Management
 Access Control
 Activity Dashboard
 Activity Management
 Activity Tracking
 Approval Process Control
 Attendance Tracking
 Audit Trail
 Automatic Backup
 Automatic Notifications
 Billing & Invoicing
 Biometrics
 Calendar Management
 Calendar Sync with Google
 Call Recording
their HR management.
Platforms Supported
 Web Based
 iPhone App
 Android App
 Windows App
Support Options
 Online Support
 Phone Support
 Activity Dashboard
 Attendance Management
 Attendance Tracking
 Automatic
 Calendar Management
 Configurable Workflow
 Document Management
 Document Storage
 Document Templates
 Email Notifications
 Email Templates
 Employee Database
 Employee Management
 Employee Onboarding
 Employee Profile
21
 Call Routing
 Chat
 Client Management
 Collaboration Tools
 Commenting
 Communication Management
 Computer Telephony
Integration
 Conferencing
 Configurable Workflow
 Contact Management
 Custom Fields
 Custom Forms
 Custom Landing Pages
 Email Marketing Management
 Email Templates
 Employee Database
 File Management
 Forms Management
 Gamification
 Gantt Charts
 Goal Setting / Tracking
 HR Management
 Instant Messaging
 Invoice Management
 Mail Merge
 Meeting Management
 Mobile Integration
 Charting
 Tracking
 HR Management
 Inventory Management
 Templates
 Leave Tracking
 Performance Appraisal
 Performance Management
 Permission Management
 Physical Asset Tracking
 Pipeline Management
 Policy Management
 Predictive Analytics
 Product Catalog
 Progress Tracking
 Real Time Analytics
 Real Time Data
 Real Time Reporting
 Recruitment Management
 Sick Leave Tracking
 Task Management
 Integration
 Time Clock Integration
 Time Off Requests
 Timesheets
 Training Management
 Vacation Tracking
22
  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

INTEGRATIONS  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-the-

right-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/113540-

49068/Bitrix24-vs-OrangeHRM

24