e-Government application was introduced as one of the MSC Flagship Applications Phase 1 (1996-2003). Human Resource Management Information System (HRMIS) was developed as part of the e-Government initiative to transform the human resource management (HRM) of public service by optimizing the resources and utilizing the information technology through electronic government.
Public Service Department (PSD) develop and implement HRMIS as PSD is the central agency that responsible to the HRM of public service. In 1999, MRCB Multimedia Consortium Sdn. Bhd. (MMCSB) has bee chosen by the government to develop and implement HRMIS together with PSD as the lead agency.
HRMIS was developed in phases. The first phase was from 12 April 1999 to 11 April 2001, but adjustment was made and first phase was extend until 11 June 2002. The first phase involve the business improvement process (BIP) study that requires comprehensive understanding the rules and regulation of public service HRM including other law and code of conduct. It was a major task handled by project team as it has to translate the legacy process to a modern system. The second phase supposed to ended on 11 October 2002 but was later extend to 11 Mac 2004 that involves mile stone deliverables to management and operation.
In June 2005, the project was roll out and been implemented to all government agencies. The instruction on the implementation of HRMIS was given through Service Circular Vol. 12 Year 2005 signed by the Director General of Public Service. The implementation also been done by phases. The first phase involved six (6) agencies that are Prime Minister Department, Ministry of Agriculture and Agro-based Industry, Ministry of Entrepreneur and Cooperation Development, Ministy of Natural Resources and Environment, Ministry of Federal Territory and State of Selangor. With the implementation of HRMIS, data migration from legacy systems must be done and after the migration completed the legacy system must not be used. This as part of government effort to centralised the data center within PSD.
Alhabshi (2011) explain that the accessibility of the government employees to the computer and internet plays an important role in the successful implementation of e-Government application that include HRMIS. In her finding, there is 87% of access to internet while 4% do not have the access. Ramayah and Suki (2010) stated that the acceptance of e-government service can be explain in perceived usefulness, perceived ease of use, compatibility, external influence, interpersonal/peer influence, self-efficacy, facilitating condition and subjective norm.
Currently, there are several complaints regarding the use of HRMIS. Some of the complaints will be on the speed of the system and digital signature. In term of speed of the system, the lagging in process can be experience at a certain period especially during performance appraisal at the end of the year. For the issue of digital signature, there is a clause in the Treasury Circular that only accept the manual signature of an individual for any monetary claims. There is also report on certain hospital that does not accept e-Guarantee Letter produce by HRMIS because it is not in line with the rule and regulation set in the General Order.
HRMIS involve the issue of cyber law when it come to the rule and regulation of public service HRM. If HRMIS process flow does not follow the current regulation set up by PSD and Treasury then, it can cause dispute among the users.
References:
Alhabshi, S., 2011. E-Government in Malaysia: Barriers and
Progress. In: E. Adomi, ed. Handbook of Research on Information
Communication Technology Policy: Trends, Issues and Advancements. s.l.:IGI
Global, pp. 121-146.
JPA, 2009. HRMIS: Transformasi Pengurusan Sumber
Manusia Abad ke-21. Putrajaya: JPA.
Ramayah, T. & Suki, N.,
2010. User acceptance of the e-Government services in Malaysia: structural
equation modelling approach. Interdiscipinary Journal of Information,
Knowledge and Management, p. 395
Pekeliling Perkhidmatan Bilangan 12 Tahun 2005, JPA
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