HR PERFORMANCE MANAGEMENT SYSTEMS

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Performance management system are usually internal organization have using it, but the data must have linkage with the other system for each department such as staffing, training and development, rewards and payroll and etc. It also is used as working tools by managers to save all data about their employees. Then, the data must be in secured because it related to their personal information of their employees. The data also must be linked to each department or system entire in the organization.

Performance management process consists of three parts. That is performance planning, performance observation, and providing positive feedback and or corrective feedback. The periodic performance summaries must be developing to serve a planning of performance for the next time period and providing the data for manager of HR to make decisions.

            Performance management system also can be fail if the managers not fully understand how the system works. The reasons why the performance management system was fail are lack of leadership support, lack of rewards, communication challenges, lack of monitoring and lack of evaluation.  Firstly, lack of leadership support. The implementation of the system must get the support from top management. This is because top management is the leader in organization, so leader should be analyze or observe the performance of their worker. Then, if the worker knows that they have been observed by managers, they will improved their work performance to get the rewards from manager such as bonus.

            Second is lack of rewards. A reward system must be creating for the staff. So, if the staffs know about that system of course they can work hardly to get higher rewards. The rewards such as bonus, promotions, merit rewards and etc. Third is communication challenge. A proactive communication strategy must be followed along the implementation of the performance management system. Communication is the main key success of management. So, top management must send their staff to professionals’ communication training. This is because communication is link to get the feedback from the implementation that system.

            Next, lacking of monitoring. Performance management system implementation must be monitor continuously. This is because, if any problem with system, manager can detect it so fast. So, the prompt correction action will be taken as soon as possible. Lastly, lack of evaluation. That is important things in performance management system. This is because if the manager cannot evaluate in fluently will affect employee salaries.

·         Michael J. Kavanagh, Mohan Thite, Richard D. Johnson,. Human Resource Information Systems (Basics, Applications, and Future Directions), Second Edition.

·         10 Reasons Why Performance Management Fails . (n.d.). Retrieved OCTOBER 2012, from http://regenesys.co.za/2011/03/10-reasons-why-performance-management-fails-and-how-to-remedy-them/

INFORMATION AND COMPETITIVE ADVANTAGES

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Information is a sequence of symbols that can be interpreted as a message. Information can be recorded as signs, or transmitted as signals. Information is any kind of event that affects the state of a dynamic system. Information also the data that has been verified to be accurate and timely. It also can help to be more understanding and decreasing the uncertainty. The value of the information is it has the ability to influence a behavior, decision and outcomes. There are many ways if you want to get the information such as from survey, observation, and search from the internet and so on. So, the organization must filter up the information first before used it.

A competitive advantage is an advantage gained over competitors by offering customers greater value, either through lower prices or by providing additional benefits and service that justify similar, or possibly higher, prices. In competitive advantage, competitive strategies. The strategies included cost leadership, differentiation strategy, innovation strategy, growth strategy, and alliance strategy. 

For competitive strategy, the first strategy is cost leadership. This means that companies doing business should be a low-cost producer. This will help users reduce costs and can increase the cost of our competitors. For examples, eBay.com. It conducts the business of selling goods online. Therefore, the company can reduce the costs involved if we do not do business significantly such as cost for promotions, rental and etc. so, from that this company can sold their items at lower price.

Second, strategy differentiation. Strategy differentiation is a strategy that allows customers to differentiate a product produced by a company. For example, Dell Computer. These companies give their customers the opportunity to book their own computer based design. Third is innovation strategy. Innovation strategy means that company produced the unique of their product and services. It will help the customer to recognizing company’s product. Apple computer, for example, they using their own software for their computer. That’s why the market for Apple computer always increasing every year.

Next strategy is growth strategy. Growth strategy is the strategy to develop company’s capacity to produce excellent and good products and services. It also can help company to expand their business into global market. If company was expanded, company should diversify and do some modifier into their product. The last strategy is alliance strategy. This strategy helps company to establish their linkage and relationship with their customer, suppliers and also competitors.

References:

·         INFORMATION- Wikipedia, the free encyclopedia. (n.d.). Retrieved OCTOBER 2012, from http://en.wikipedia.org/wiki/Information

·         Michael J. Kavanagh, Mohan Thite, Richard D. Johnson,. Human Resource Information Systems (Basics, Applications, and Future Directions), Second Edition.

· DEFINITION OF INFORMATION. (n.d.). Retrieved OCTOBER 2012, from http://www.businessdictionary.com/definition/information.html