GLOBALIZING HRIS: The Transnational Model

Human Resource Information System is used in two different ways which are system in managing human resource in the organization and the other one as computer-based application that process all the human resource information in the organization. HRIS is defined as “a computerized tool for the collection, storage, maintenance and retrieval of information about people and their jobs.”

As we go through the century, we know that we need to follow and getting adapt to the changes, especially in globalization. To adapt with those changes, managers and top management should identify HRIS organizational model that suit their business and organization culture. From this topic, I know that there are 4 types of HRIS model that can be used in an organization which are:-

1.       Multinational HRIS

2.       Global HRIS

3.       International HRIS

4.       Transnational HRIS

But here, I will explain about the latest HRIS model which is TRANSNATIONAL HRIS.

From what have been taught in class, I noted that the other three models did not include all three demands needed in business world which are; the sensitivity towards requirement of local business units, the efficiencies of centralized system and the keenness of sharing learning and innovation with other units worldwide. Thus, a completely new model (Transnational HRIS) was set up to resolve this paradox. This model treat all local business units as the resources distributer and each of the units have the same not more nor less power or autonomy in dealing their business units. This model is appropriate with large multinational organization who facing extreme pressure from the rapid changes in globalization. It also enhance the sharing of learning and innovation towards all business units and of course the corporate headquarters still being at the center of this model. For example, if one of the business units developed an effective solution towards the payment problem, that solution can be shared quickly to the other units worldwide. Thus, the problem can be resolved quickly and effectively without consuming much time moreover, it is shared across the world.

References

1.      Beaman, K., & Walker, A. J. (2000). Globalizing HRIS: The New Transnational Model. IHRIM, 30-43.

2.      Raymond McLeod, J., & DeSanctis, G. (1995). A Resource-Flow Mode of the Human Resource Information System. Information Technology Management, Volume VI, 1-15.