What is MIS

Short for management information system or management information services, and pronounced as separate letters, MIS refers broadly to a computer-based system that provides managers with the tools for organizing, evaluating and efficiently running their departments. In order to provide past, present and prediction information, an MIS can include software that helps in decision making, data resources such as databases, the hardware resources of a system, decision support systems, people management and project management applications, and any computerized processes that enable the department to run efficiently.

Others define information system is an organised combination of people, hardware, software, communication networks and data resources that collects, transforms and disseminates information in an organization. People have relied on information systems to communicate with each other using a variety of physical devices (hardware), software, communication channels (network), and stored datas (data resources) since the drawn of civilisation. So, MIS may be defined as the combination of men, machine, and procedures for collecting pertinent information from the internal and external source of a firm, and processing these information for the purpose of fasilitating the process of decision making. (Kumar, pp. 1-2)

Within companies and large organizations, the department responsible for computer systems is sometimes called the MIS department. Other names for MIS include IS (Information Services) and IT (Information Technology).

Human Resource Management Systems

Human Resource Management Systems (HRMS, EHRMS), Human Resource Information Systems (HRIS), HR Technology or also called HR modules, shape an intersection in between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the planning and programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.

The HR function's reality
All in all, the HR function is still to a large degree administrative and common to all organizations. To varying degrees, most organizations have formalized selection, evaluation, and payroll processes. Efficient and effective management of the "Human Capital" Pool (HCP) has become an increasingly imperative and complex activity to all HR professionals. The HR function consists of tracking innumerable data points on each employee, from personal histories, data, skills, capabilities, experiences to payroll records. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing innovative HRMS/HCM technology. Due to complexity in programming, capabilities and limited technical resources, HR executives rely on internal or external IT professionals to develop and maintain their Human Resource Management Systems (HRMS). Before the "client-server" architecture evolved in the late 1980s, every single HR automation process came largely in form of mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to purchase or program proprietary software, these internally developed HRMS were limited to medium to large organizations being able to afford internal IT capabilities. The advent of client-server HRMS authorised HR executives for the first time to take responsibility and ownership of their systems. These client-server HRMS are characteristically developed around four principal areas of HR functionalities: 1) "payroll", 2) time and labour management 3) benefits administration and 4) HR management.
The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic paycheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. Sophisticated HCM systems can set up accounts payable transactions from employee deduction or produce garnishment cheques. The payroll module sends accounting information to the general ledger for posting subsequent to a pay cycle.
The time and labor management module applies new technology and methods (time collection devices) to cost effectively gather and evaluate employee time/work information. The most advanced modules provide broad flexibility in data collection methods, as well as labour distribution capabilities and data analysis features. This module is a key ingredient to establish organizational cost accounting capabilities.
The benefit administration module permits HR professionals to easily administer and track employee participation in benefits programs ranging from healthcare provider, insurance policy, and pension plan to profit sharing or stock option plans.
The HR management module is a component covering all other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control.
Typically, HRMS/HCM technology replaces the four core HR activities by streamlining them electronically; 1) payroll, 2) time and labour management, 3) benefit administration and 4) HR management. While using the internet or corporate intranet as a communication and workflow vehicle, the HRMS/HCM technology can convert these into web-based HRMS components of the ERP system and permit to reduce transaction costs, leading to greater HR and organizational efficiency. Through employee or manager self-service (ESS or MSS), HR activities shift away from paper based processes to using self-service functionalities that benefit employees, managers and HR professionals alike. Costly and time consuming HR administrative tasks, such as travel reimbursement, personnel data change, benefits enrollment, enrollment in training classes (employee side) and to instruct a personnel action, authorise access to information for employees (manager's side) are being individually handled and permit to reduce HR transaction time, leading to HR and organizational effectiveness. Consequently, HR professionals can spend fewer resources in managing administrative HR activities and can apply freed time and resources to concentrate on strategic HR issues, which lead to business innovation.

Source: From Wikipedia, the free encyclopedia

Why guests don’t come back to restaurant

Cleaning Calamities
• Dirty or spotted flatware
• Cleaning or mopping next to guests seat
• Too much ammonia in cleaning solutions
• Hazy mirrors
• Dirty door handles


to be continued .....

C'est moi

Michael Ricky Sondak is my name. I was born on Surabaya, November 9th...(long time ago). Graduated from Hotel Management Department at Petra Christian University Surabaya on 2002 and then continuing my educational experience at Widya Mandala University Surabaya for Strategic Management and was graduating on September 2008. . My education background started on St. Carolus Elementary School Surabaya (1985-1991), St. Mary Junior High School Surabaya (1991-1994) and St. Mary Senior High School Surabaya (1994-1997).

Specialization on Food & Beverage Service, Restaurant Operation Management and Food & Beverage Management. I'm an open minded person, responsible, discipline and hardworking. Now, I'm working as a Tourism & Hotel Management (THM) lecturer at Universitas Ciputra Surabaya.

If you wanna share your opinions, comments or anything, you could reach me at mc_riccy@yahoo.com.

Ledakan BLOG

Setiap orang pasti ingin mengetahui berita terakhir tentang para selebritis dan ikon top dunia baik bidang hiburan, olahraga dan tokoh terkenal lainnya. Acara-acara seperti variety show banyak digandrungi oleh para pemirsa. Namun, dalam dunia offline obrolan dari ikon selebritis sulit dilacak arsipnya, kecuali media yang bersangkutan menyimpan percakapan dan gosip mereka. Karena itu, aktivitas blogging adalah sarana para ikon selebritis dan mereka yang ingin menjadi selebritis. Beberapa pakar menggunakan blog untuk mengeluarkan ide-ide kreatif, memberikan berbagai macam info, ajang mendekatkan diri pada komunitas dan lingkungan, menunggu respon dari para konsumen dan sebagainya.

Pengguna Blog
Tom Peters, seorang pakar manajemen kelas dunia mengeluarkan ide kreatif untuk direspon oleh konsumennya, tentang pemikiran-pemikiran aktual di bidang manajemen internasional. Randy Baseler, (http://www.boeing.com/randy) seorang CEO dalam industri penerbangan, membeberkan berbagai macam info, ide dan gagasan seputar industri penerbangan komersial. Melalui blog-nya, Randy mendekatkan banyak pihak, termasuk para reporter yang ingin meliput dan menambahkan info terkini seputar keterlibatannya dalam pengembangan dan tentang berita pembelian Pesawat Boeing 737 sebanyak 60 unit oleh Lion Air Indonesia. Presiden Sun Microsystems, Jonathan Scwartz (http://blogs.sun.com/jonathan), mengungkapkan bahwa ia dapat mencari informasi yang relevan lewat website pencari blog dibandingkan yang dapat ia lakukan lewat situs pencari secara umum khususnya pada waktu ia mencari issue-issue terkini tentang dunia open source. Pendekatan seorang CEO ke pelanggan adalah trik yang pernah ditekankan oleh Jay Conrad Levinson, melalui buku best seller nya yaitu Guerilla Marketing dan bagaimana ActiveWords.com lewat blog dari CEO-nya Buzz Bruggeman di http://buzzmundo.typepad.com/buzzmundo telah mendongkrak penjualan software mereka. Di atas hanyalah sekelumit contoh dari para CEO yang melakukan cuap-cuap melalui blogging. Bahkan, menurut Jack Trout, Bapak Positioning dan Strategi yang menyiratkan bahwa blog sangat cocok sekali untuk diimplementasi para CEO yang mirip dilakukan para praktisi PR independen maupun PR korporat.

Efek Media Blog
Blogmerupakan sarana yang efektif untuk mengkomunikasikan gagasan yang hidup dan aktual. "Blog dapat dikatakan sebagai gudang topik, tema, ide, percakapan dan gagasan yang tumbuh bagaikan bola salju waktu demi waktu, hari demi hari dan bulan demi bulan dan tahun demi tahun dari setiap link yang dibangun," demikian ilustrasi Doc Searl, mantan eksekutif dari San Jose Newspaper melalui blognya (http://dangillmor.typepad.com).

Bagaimana Dengan Anda?
"Blog will shake up the business," kata Businessweek (http://www.businessweek.com/magazine/content/05_18/b3931001_mz001.htm). Dengan blog semua jalan pikiran, ide-ide kreatif, segala aktivitas dan intervensi Anda dalam industri yang Anda geluti dapat langsung ditampilkan ke blog Anda lewat e-mail atau SMS, di mana saja dan kapan saja, yang penting Anda terkoneksi ke internet. Dengan blog, CEO atau siapapun yang tidak terkenal akan menjadi terkenal, lewat blog juga, CEO atau selebritis yang terkenal akan menjadi semakin santer. Bak perusahaan yang tidak terkenal akan menjadi terkenal kalau perusahaannya terkenal. Para ikon selebritis di sektor manapun di Indonesia yang belum mempunyai blog, simak nasehat dari Vice Chairman, General Motor, Bob A. Lutz, "To blog or not to blog? For a lot of senior executives these days, that is the question. The answer, simply enough, is to blog."

Source: SDA Asia, volume 20, tahun 2007.

Service & Bar

Service & Bar Theory schedule for odd semester 2007-2008 at Tourism & Hotel Management Universitas Ciputra Surabaya. Check this out.


First you take a drink, then the drink takes a drink, then the drink takes you.


~Francis Scott Key Fitzgerald~