ON GLOBALISING HRIS

             For this topic, I learned the strategic need to use in HRIS.  In this chapter also I learn to know three models of HRIS. There are three different strategic needs that drive organizations in selecting each model on globalizing HRIS. The first strategies are the need for responsiveness through local differentiation. Second was need for efficiency through global integration. And the last strategies are the need for learning through leveraging worldwide innovation and knowledge sharing. These three different strategic needs were related to the models of the HRIS. There model of HRIS is multinational, global and international.

            Multinational model was sensitive to the need of the company only. These mean that the company only focuses on the situation that happen and needed for their company only. By using the multinational model the organization must takes a responsive approach to implementing and managing HRIS by being sensitive to local and regional differences. Manages a portfolio of multiple, national HR systems, allowing local operations a significant amount of freedom and organizational autonomy.

            The global model was the standardized system. Company using this model cannot change or skit the procedure of the system. They must “follow all” the system used. For example, the pilot simulations in all country must have the similar procedure of the system. This is because this type of job is universal and very difficult if there are different systems in every country. This model takes an efficiency approach to implementing and managing HRIS by building a single, standardized centralized system. Normally it is a one size fits all and it forces a single view of HRIS on the organization to the point that local need are generally not adequately met.

            The last model was international model. This model was medium set between multinational model and global model. This model was in the middle of these two models. It means that this model is universal and can apply in every country even thought there are different culture and size. International model takes a learning and sharing approach to implementing and managing HRIS by transferring and adapting knowledge and expertise to local organizations while continuing to retain considerable influence and control over the local organizations. Allows for exploitation of the parent company’s core competencies through the adaptation of technologies, business practices, products, services, knowledge and expertise.