Al-Haddad, 1

Khuluod Al-Haddad

HRD319

Wade A. McNair

11/3/10

Section 1:

 Chapter 1

1. What are the factors that changed the primary role of HRM from a caretaker of

records to a strategic partner?

The factors that changed the primary role of HRM from a caretaker of records to

a strategic partner are: the creation of employee welfare and administration

departments, the classification of occupations during World War Two, the advent of

computers and the internet, the creation of specialist divisions, the documentation of

employment functions, the success of trade unions and the booming economy, the shift

in HRM’s main focus to adding value to a firm’s product or services and an increase use

of technology which helped HR department learnt about new skills and know more

about service delivery.

2. How does technology help deliver transactional, traditional, and

transformational HR activities more efficiently and effectively?

HR staff began using computers for transactional activities, which greatly

reduced the amount of time spent on transactional tasks. This created more time for

traditional and transformational activities, which are of course consistent with the
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strategic goals of the organization. The use of technology for these tasks helps reduce

costs and cycle times while improving quality.

5. Using the organizational model presented in this chapter, explain why and how

national culture and organizational culture influence the nature and importance of

the HRIS function.

All factors within the external environment influence the internal workings of an

organization. National culture is the most important of the factor and affects all the

factors in the external environment that then impact the organization. Corporate culture,

on the other hand, influences the entire internal operation of an organization. Since

there’s an effective alignment between the strategy of the firm, the HR strategy, HR

programs, there’s an importance of legal considerations in all HR programs and

functions, there’s a need for a cooperative relationship between HR and IT

professionals, and finally there’s a need for the creation and use of HR metrics to both

guide decision making and evaluate the cost effectiveness of the HR strategy and

programs, the model works.

 Chapter 2

1. Explain the differences between data, information, and knowledge.

“Facts” of transactions that take place on a daily basis are known as data.

Information is then the interpretation of data. Information that has been given meaning

is knowledge, which is more about how than what and why. Knowledge about data

helps in HR tasks like how to bridge the skills gap.

2. What are the main functions of a database management system and how is it

different from a database?

A database is a set of data that is permanent, self-descriptive and stores linked

data items, which can be processed by one or more business applications. Conversely,

a DBMS is a set of software applications that is mutually shared with a database. A

DBMS’s central functions are: creating the database, insert, read, update and delete

database data, maintain data integrity and security, and prevent data from being lost by

providing backup and recovery capabilities.

11. Can knowledge be turned into a database?

Knowledge cannot be turned into a database because it is how a firm can use

information to help with HR activities like bridging the skills gap. A firm may use

knowledge to learn what information is necessary to retrieve from a database and how

such information will help in completing their HR objectives.

 Chapter 3

11. The systems development process has been discussed by many. Name five

discussion topics that need to be completed during the planning process.

Five potential topics of discussion include: project manager or project leader,

project scope, implementation team, and change management.

12. Discuss the different project manager options and explain the pros and cons

of each.
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You can hire a consultant to play the role of a project manager although it would

be very expensive and he may not have the necessary amount of knowledge needed in

regards to your firm’s mission, processes and needs. A good thing about this option is

that he would have the best project management expertise.

You can also hire a full-time project manager who is certified by the project

management institute and would be a lot more affordable. You just have to make sure

that the person has many successful projects completed in the past has personal

knowledge about the organization’s mission, goals, and even to some degree HR

processes.

The third option would be to select a person who is already involved with the

project to temporarily fill the role of project manager. The good thing about this route is

that the person brings significant knowledge of the organization’s mission, processes,

and needs. The con is that the project can be delayed if he doesn’t have a certification.

17. Why do employees fear change? Give some examples as to how you might

eliminate the fear of change.

In today HR firm, change happens continuously and it becomes everyday part of

HR activities. Not knowing what the change entails usually causes people to become

fearful of the change. It becomes a hassle for employees to learn the new HRIS and

become comfortable with it. Leaders at a firm can strive to diminish fear amongst

employees by explaining to them and describing what the change means to them.

Gradually transitioning into the new software through parallel change can help as well.
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Section 2:

The article (Who Will Perform Your HRIS Implementation) discusses about

importance of HRIS in an organization. But the most important point of discussion is that

it is essential to select proper software that can meet expectations of the company at

the best possible degree. The organization did not emphasize upon choosing an

appropriate way for implementing the software. It is really important to deal with the

situation at the best possible manner. The importance of the discussion can be

experienced in a way that proper selection of software is very much required for the

sake of carrying out functions in a great manner. The implementation can be made

fruitful in terms with receiving and gathering all relevant knowledge about the various

aspects.

The favorability of the organization can be figured out in a way that the system so

implemented need to be applicable in approach. The importance can be figured out in a

way that the HRIS so selected should be able to perform its obligations in a proper

manner. The organization need to see to it that system so used should be able to

handle and operate all the tasks at the best possible extent. The importance of the

discussion can be recognized in a way that it is really important to implement plans and

objectives at the better mode. Moreover, staff of the organization should show full

harmony towards achievement of objectives in the best possible extent (Who Will

Perform Your HRIS Implementation, 2009).

The HRIS need to work upon implementing software with proper potential. The

important part of the discussion can be determined in a way that the organization of
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tasks should be made effectual and up to the mark. The HRIS system should be

checked and examined as well and it should meet needs and requirements of the

company as well. The software system so adopted need to work upon meeting all the

respective requirements at the best possible manner. The selection and implementation

of HR systems should also be valuable enough in order to make it favorable and

advantageous for the organization.

Section 3:

I loved this week’s readings, application assignments and the article that I read. I

feel like I have learned a great amount in just the three chapters and periodical that I

read. Not only that, I believe the knowledge that I have gained is practical and useful in

the real world. For example, after reading about how to evaluate a project, I learned of

ways to evaluate projects that I may personally be working on when I go back to my

home country. I liked the idea of having a specific schedule of measurement or

identification of milestones and related reporting that should be created during the

planning process and strictly followed. I definitely plan to use this idea on any future

project that I am part of.

The article that I read this week greatly emphasized the importance of HRIS in an

organization and certainly convinced me of its significance. I now understand that it is

essential to pick proper software that can meet the expectations of the company at the

best possible degree because it affects the way an organization’s functions are carried

out. And as my father always said, implementation is the key to anything project you
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take on and likewise, the article emphasized on this aspect for the success of an

organization as well.

A discussion question that stuck with me asked about the role technology plays

in delivering transactional, traditional and transformational HR tasks. The reason why

this question stuck with me is because it made realize exactly how important technology

is effectively and efficiently delivering these tasks. Being so used to having easy

access to technology and it being so embedded within today’s systems, I realize I had

been taking it for grant it and can’t imagine how the HR staff worked without it. It is

necessary to continue to research ways on how technology can continue to grow within

HRIS.