ON GLOBALISING HRIS ( PART 1 )

Below are four types of HRIS Model which were differs according to its degree of centralization, its level of responsiveness to local issues and its ability to leverage and shared innovation and learning worldwide.

Multinational Model.

Related to manage a portfolio of multiple, national HR systems and allowing local operations a significant amount of freedom, autonomy and control their own business. Anything goes in HRIS are no resemblance to one another.  Key assets, responsibilities and decision making are localized and most sensitive to individual cultural and national differences. However the disadvantage of this model is the decentralizations are very extreme. Organizations can turn into multi-headed monsters which can cause needless re-invention.

Global Model

Implementing and managing HRIS by building a single, standardized, centralized system which are “one-size-fits-all”.  This model minimized the needs of local, national and also regional business units. Global Model is suitable for organization which needs to deliver a single standardized product or services such as software providers. The disadvantage to this model is the tendency to force diverse operating units into such rigid structures that they rebel, causing renegade or covert behaviours to develop outside the established standards (Karen, 2000).

International Model

Takes learning and sharing approach to implementing and managing HRIS which is transferring and adapting knowledge to local organization while continuing to retain considerable influence. It is strikes a balance between local autonomy and central oversight. This model focuses on sharing cross-border learning and innovation. The whole organizations will get benefits when something advanced made in one country are shared together immediately across all the others.

Transnational Model

Embraces and exploits such paradoxes.  This model brings efficiency through an integrated network of competencies and processes. It also provides flexibility through specialized roles and responsibilities and will create a learning organization through the facilitation process.

After study this chapter I got new knowledge about the model of HRIS. All the models can be chosen depend on the function of it. So I hope i can adapt this knowledge for my future job in HR field.

Baeman, K. & Walker, A.J. (2000). IHRIM journal