Chapter 3: On Globalizing HRIS

Assalamualaikum and Hi :)

For this week, our class had learnt something that is very interesting since it is involve the worldwide areas. In these recent years, with the existence of new technologies systems, most of the organization had changed their practises into globalizing the company in every side (Beaman & Walker, 2000).  In my opinion, we can see that there are a lot of company or organization had implied a variety of approaches and strategies in order to develop their organization, as well as to upgrade their practises within their organization. McLeod & DeSanctis had introduce and mentioned the Nine Fisher, Schoenfeldt and Shaw HRIS Application area which involve planning, job analysis, equal employment opportunity, recruitment, selection training and development, performance appraislal, compensation and benefits and lastly organizational exit(turnover). All of these is Human Resources activities and it includes in HRIS. Recalling from the previous chapter, one of the strategies in competitive advantages is Innovation Strategies. Globalizing HRIS is one of it and it shows the radical changes in its business processes.

There are three HRIS models that we discussed in class. There are Multi-National Model, Global Model and International Model. For Multi-National Model, it takes into consideration on local and regional differences. It is flexible since the practices followed the national system. For Global Model, the system was standardized and it implies the one for all system and did not allow any changes on the system. While International Model adapts the knowledge and expertise from the regional and at the same time it also control the local organization. We can simply assume that International Model is the combination of Multi-National model and Global model.

According to Kayode (2012), globalizing HRIS will result a big amount of data with a strategic and effective usage of data. It is more accurate, systematizes all of the stakeholders like top management and share holders will get same access to the same and latest information. We also discussed the critical components when globalizing HRIS which are allow the global efficiency, local flexibility and innovation. Brewster, Sparrow & Harris (2005) had mentioned that efficiency involved two main components, which are using big numbers of outside utilization of business processes and high focus of what we want to achieve. Allowing global efficiency seems to be most crucial critical components since we are currently globalizing the system.

Thank you :)

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References

Beaman, K. & Walker, A. J. (2000). Globalizing HRIS: The New Transnational Model. Retrieved October-December, 2000, from http://www.jeitosa.com/knowledge/knowledge-globalization/globalizing-hris-the-new-transnational-model/

 

Brewster, C., Sparrow, P. & Harris, H. (2005). Towards A New Model of Globalizing HRM. International Jpurnal of Human Resource Management, 16:6, 949-970

Kayode, O. (2012). Impact of Globalization on Human Resource Management. Science Journal of Business Management, 3&4

McLeod, R. J. & DeSanctis, G. ( 1995). A Resource-Flow Model of The Human Resource Information System. Journal of Information Technology Management, 3