Adoption Human Resource Management System (HRMS) in an Effort to Support Small and Medium Enterprises (SMEs) Manufacturing in Malaysia

Considering the need for small and medium-sized enterprise (SMEs) to exchange real time information has grown as a result to the adoption of information technology ,moreover SMEs have to tap the power of IT and an adopt IT systems to stay competitive and customer oriented,towards achieving this goal this research project is initiated to design human resources management system (HRMS) Framework for SMEs manufacturing sectors in Malaysia, as a purpose of assisting the SMEs manufacturing to reduced total throughput time and overhead cost of manage the staff, This will materialize by the adopt of an human resources management system (HRMS) that focuses on streamlined work flow processes and improving productivity

An Ontology for Modelling Human Resources Management based on Standards

Employment Services (ES) are becoming more and more important for Public Administrations where their social implications on sustainability, workforce mobility and equal opportunities play a fundamental strategic importance for any central or local Government. The EU SEEMP (Single European Employment Market-Place) project aims at improving facilitate workers mobility in Europe. Ontologies are used to model descriptions of job offers and curricula; and for facilitating the process of exchanging job offer data and CV data between ES. In this paper we present the methodological approach we followed for reusing existing human resources management standards in the SEEMP project, in order to build a common “language” called Reference Ontology

Ontology-based employer demand management

Skills shortages globally pose a real and urgent need for proper investigation and workforce development planning into the future. Analysing workforce development and employer demand needs through electronic job market allows much deeper and wider research into skill shortages. Current methods do not provide the level of depth required to address such important economic implications. In this paper, we present a system aiming to gather and analyse current employer demand information from online job advertisements. It identifies current employer demand needs analysed from electronic job market

A network of ontology networks for building e-employment advanced systems

This paper presents the development of a network of ontology networks that enables data mediation between the Employment Services (ESs) participating in a semantic interoperability platform for the exchange of Curricula Vitae (CVs) and job offers in different languages. Such network is formed by (1) a set of local ontology networks that are language dependent, in which each network represents the local and particular view that each ES has of the employment market; and (2) a reference ontology network developed in English that represents a standardized and agreed upon terminology of the European employment market. In this network each local ontology network is aligned with the reference ontology network so that search queries, CVs, and job offers can be mediated through these alignments from any ES. The development of the ontologies has followed the methodological guidelines issued by the NeOn Methodology and is focused mainly on scenarios that involve reusing and re-engineering knowledge resources already agreed upon by employment experts and standardization bodies. This paper explains how these methodological guidelines have been applied for building e-employment ontologies. In addition, it shows that the approach to building ontologies by reusing and re-engineering agreed upon non-ontological resources speeds the ontology development, reduces development costs, and retrieves knowledge already agreed upon by a community of people in a more formal representation

Žmogiškųjų išteklių informacinio valdymo problemos ir sprendimo ypatumai

The current article explores one of the traditional management functional areas of enterprises—human resources management and its multi-component information environments, components. The traditional enterprises, usually manufacturing-oriented enterprises, controlled according to the functions of the activity, when many operating divisions is specialized in carrying out some certain tasks, functions (i.e. every department or unit is focused on the specific information technology applications which are not integrated). But quick changes in the modern activity environment fosters enterprises to switch from the classical functional management approaches (i.e. non-effective databases that are of marginal use, duplicative of one another, and operational systems that cannot adequately provide important information for enterprise control) towards more adaptive, contemporary information processing models, knowledge-based enterprises, process management (i.e. a computer-aided knowledge bases, automatic information exchange, structured and metadata-oriented way). As mentioned above, are the databases now really becoming increasingly unmanageable, non-effective? Slow information processing not only costs money, but also endangers competitiveness and makes users unhappy. However, it should be noted that every functional area, group of users of the enterprise, have their specific, purpose, subjects and management structure, otherwise they have different information needs, requirements. Therefore, organizational information systems need be constantly maintained and applied to their surroundings This article presents and critically analyzes the theoretical, practical aspects of the human resources or employee and information management, i.e. the first introduces 1) the major problems of information management (e.g., data integration and interoperability of systems, why business users often don’t have direct access to the important business data); 2) the process of formation, generation of the business process, business information flows and information structure (information system) and its development; and finally examines 3) the possible changes in the information infrastructure of the human resource development sector—presenting a general framework of an enterprise’s human resource information system, based on the meta-data management model and the usage associated with it (e.g., discovery, extraction, acquisition, distribution). Nowadays, human resources management is being renewed in enterprises and becoming one of the fundamental functions of activity management. Unfortunately, most business and industrial enterprises in the country often lack the capacity to effectively manage (identify, collect, store, manage) its real information resources, and lack the ability to perform systems analysis, modelling, re-building or re-engineering of legacy applications, activity processes. This article presents several relatively simple, practical, but effective techniques (specific adaptations of technologies) that allow an increase in the effectiveness of the information systems; continually improving, reviewing, controlling the existing data in the databases, [...]Tikslas – teoriškai ir praktiškai išnagrinėti bei informacinių technologijų kontekste įvertinti žmogiškųjų išteklių veiklos procesų ir informacijos valdymą, pokyčius. Aptarti informacinės veiklos valdymo ir organizavimo sprendimus, aspektus bei efektyvaus taikymo, siekiant informacinės infrastruktūros gerinimo žmogiškųjų išteklių veiklos procesų vykdymo ir valdymo srityje, galimybes. Pagrįsti veiklos valdymo informacinės sistemos, praplėstos metaduomenų valdymu, naudingumą ir taikomumą. Metodologija – 1) mokslinės literatūros šaltinių analizė – žmogiškųjų išteklių ir informacijos valdymo problemoms, aktualiems klausimams, pažangiems pokyčiams informacinės veiklos valdyme aptarti bei įvertinti; 2) pramoninės įmonės personalo valdymo informacinės sistemos, dokumentų, informacijos šaltinių empirinis tyrimas ir duomenų srautų analizė – siekiant ištirti, atskleisti ir atspindėti esamus šios funkcinės srities informacinių vienetų tarpusavio ryšius ir jų sudėtį, duomenų saugojimo, valdymo problemas bei pagrįsti informacinės veiklos kokybės gerinimo veiksmus; 3) veiklos procesų ir duomenų grafinis vaizdavimas, modeliavimas – realioms žmogiškųjų išteklių veiklos procesų (ŽIVP) valdymo situacijoms, informacinėms sąveikoms ir sistemos būsenoms iliustruoti; centralizuoto ir lankstaus informacijos valdymo, tobulinimo sprendimams, požiūriams, veikimo principams atskleisti bei numatyti metaduomenų taikymo informacinės sistemos (IS) funkcionalumui gerinti galimybes. Rezultatai – tyrimu siekiama atskleisti, kodėl nepakankamai racionaliai naudojamos, prižiūrimos žmogiškųjų išteklių (ŽI) valdymą ir duomenų apdorojimą palaikančios informacinės sistemos ir kokius naujus informacinius reikalavimus kelia šiandienos veiklos aplinka bei sparti kaita, skatinanti ieškoti naujų, efektyvių valdymo formų, prieigos prie duomenų, informacinių objektų galimybių ŽI valdymo srityje. Darbe atlikta detali personalo informacinių išteklių valdymo srities problemų analizė; pateikti, apibrėžti ir iliustruoti paveikslais ŽI informacinės veiklos valdymo gerinimui skirti sprendimai ir modeliai, argumentuota paskirtis bei atskleistas turinys. Galiausiai, pateikta metaduomenų valdymo schema, skirta IS funkcionalumui gerinti. Tyrimo ribotumas – pristatoma nedidelė dalis žmogiškųjų išteklių (atskiro veiklos posistemio) valdymo informacinio aprūpinimo problemų ir pateikiamos tik tam tikros efektyvumo užtikrinimo priemonės, požiūriai, skirti informacinės sistemos darbo bei veiklos tęstinumo kokybei gerinti. Praktinė reikšmė – atlikti teoriniai ir empiriniai darbo tyrimai prisideda prie ŽI valdymo informacinio aprūpinimo supratimo stiprinimo. Tyrimas parodė, kad šiai funkcinei sričiai įmonėse ilgą laiką buvo priskiriamas tik palaikomasis vaidmuo, todėl susikaupė daug problemų. Pristatyti praktiniu požiūriu aktualūs pokyčiai, kurie vyksta ŽI informacijos ir su ja susijusių procesų valdyme, o siekiant darnios įmonės informacinės aplinkos bei gerinti informacinio turinio valdymą – pasitelkti įvairūs sprendimo metodai bei atskleisti praktikams vertingi jų vykdymo klausimai. Originalumas /vertingumas – sklandus ir sėkmingas praktinis informacinių technologijų (IT) infrastruktūros įgyvendinimas, plėtotė ar naujinimas reikalauja ne tik išsamių žinių apie IT produktus, bet ir gebėjimo vertinti, suprasti bei formalizuoti (modeliuoti, algoritmizuoti) nuolat kintančią skaitmeninę informacijos, žinių aplinką; nustatyti veiklos problemas bei planuoti kaitą informacijos posistemėje siekiant tenkinti išskirtines sistemų naudotojų reikmes. T. y. rasti efektyvius būdus, [...

A competence management system towards increased corporate success

Estágio realizado na Critical Manufacturing, S. ATese de mestrado integrado. Engenharia Informática e Computação. Faculdade de Engenharia. Universidade do Porto. 201

Pengembangan Fitur Tagging pada Aplikasi Kolaborasi Sosial untuk Pengukuran dan Peningkatan Kinerja Organisasi

Pengukuran kinerja diimplementasikan oleh organisasi dengan berbagai pendekatan untuk meningkatkan kinerja dari anggota organisasi dalam mencapai tujuan dari organisasi. Institut Teknologi Sepuluh Nopember menerapkan pengukuran kinerja bagi mahasiswa yaitu SI SKEM (Sistem Informasi Satuan Kegiatan Ekstrakurikuler Mahasiswa). SI SKEM bertujuan untuk meningkatkan kompetensi mahasiswa di bidang soft-skills. Sejauh ini pada pelaksanaannya harapan manajemen tingkat atas masih belum terpenuhi karena pengisian capaian menjadi beban administratif dan sebatas syarat kelulusan bagi mahasiswa. Penelitian ini menggunakan konsep Social Collaboration. Sociapl Collaboration menjadi salah satu inovasi dalam penyelesaian pekerjaan yang memungkinkan banyak orang dalam berkolaborasi memberikan solusi dari berbagai tempat dan pengetahuan yang berbeda. Aplikasi yang akan dikembangkan menggunakan pendekatan self assessement di mana mahasiswa memasukkan capaian secara mandiri dan diverifikasi oleh Dosen Wali. Adopsi teknologi mention dan tagging memungkinkan mahasiswa dalam memasukkan capaian secara kolaboratif. Pengalaman gamifikasi diberikan untuk memotivasi mahasiswa dalam meningkatkan capaiannya. Metode community-sourcing diterapkan untuk mengumpulkan kegiatan atau aktivitas produktif yang akan atau telah diikuti oleh banyak mahasiswa. Hasil dari penelitian ini adalah aplikasi yang memudahkan pemantauan kinerja dan meningkatkan produktivitas mahasiswa dalam meningkatkan capaian dalam bidang soft-skills. Sehingga proses pengukuran dan peningkatan kinerja mahasiswa akan lebih mudah dan menyenangkan dan seluruh proses pengukuran kinerja nantinya dapat dipantau dan dijadikan pengambilan keputusan untuk pemangku kepentingan dan memudahkan serta memberikan motivasi kepada mahasiswa untuk selalu meningkatkan capaiannya dibidang soft-skills. ======================================================================================== The performance measurement now implemented by many organizations with different approaches to improve the performance of members of the organization in achieving the objectives of the organization. Institut Teknologi Sepuluh Nopember implement a performance measurement for students namely SI skem (Information System of Unit Student Extracurricular Activities). SI skem goals is to improve the student competence in the field of soft-skills. So far in its implementation the high level management expectation remain unaddressed due to the charging of the achievements becomes an administrative load and limited only to graduation requirements for students. This research uses the concept of Social Collaboration. Social Collaboration became one of the innovations in the completion of work that allows many people to collaborate to provide solutions from different places and different knowledge. Application to be developed using self assessement approach in which students enter the achievements independently and verified by the supervisor. Adoption mention and tagging technology allows students to post a collaborative the achievements. Given gamification experience in order to motivate students to improve achievement. Community-sourcing methods applied to collect productive activity or activities that will be or has been followed by many students. The result of this study was an application that facilitates the monitoring of student performance and increase productivity in improving the performance in the field of soft-skills. So the process of measurement and improvement of student performance will be much easier and fun, and the whole process of performance measurement can then be monitored and used as a decision-making for stakeholders and facilitate and motivate the students to always improve their achievements in the field of soft-skills

An employer demand intelligence framework

Employer demand intelligence is crucial to ensure accurate and reliable education, workforce and immigration related decisions are made. To date, current methods have been manually intensive and expensive — providing insufficient scope of information required to address such important economic implications. This research developed an Employer Demand Intelligence Framework (EDIF) to address detailed employer demand intelligence requirements. To further the EDIF’s functionality, a semi-automated Employer Demand Identification Tool (EDIT) was developed that continuously provide such intelligence