Reflective Topic on Week 3: IS and its Architectures

Current focus in Information System, part 1 ‘Globalizing HRIS’

            The term of ‘global HRIS’ mean that has been used to donate many different types of organization, systems and environment[1]. Globalizing in my understanding is the organization used internet or IT to work in global enterprise to solve not only HR problems but also include HRIS issues on going worldwide for especially employee development. For activities managing and accomplishing strategy changes would be impossible without the internet, intranets and other global computing and telecommunications networks that are the central nervous system of nowadays.

In my learning at class, the globalizing has three types HRIS organizational model of HR system in market used by organization; it is multinational, global, and international. Three of this model have different characteristic and the organization can implement based on suitable for their own environment. That model also shows the organizations have different function and when we look on Malaysia part of scenario practices in organization.

            Different strategy of this three model such as localization, global integration and knowledge sharing. The different of HRIS model Christopher Bartlett and Sumantra Ghoshal discuss three basic models which provide a framework and they describe three models by selecting each model. First, the need for responsiveness through local differentiation that mean different culture, religion of customers so any systems on develop by head quarters the branch must be suitable the system based on different regional and situation on the place with consumers needed. Multinational is suitable model because to implement and managing HRIS by being sensitive to local and regional difference. For examples, CIMB bank using the HRIS multinational systems to enhance needs of local consumer. In additional, based firmly on national standards required for performance in employment, and take proper account of future needs with particular regard to technology, markets and employment patterns[2].

            Besides that, the need for efficiency through global integration. That mean in my understanding the model system regardless location of branch of company refer for same systems ‘one for all’. The model is global because to implementing and managing HRIS by building a single, standardized, centralized systems. For examples CIMB system in Kuala Lumpur as a head quarters the branch on CIMB Johor, so CIMB Johor must be using the same system provide from Head Quarter state on CIMB Kuala Lumpur. The system ‘solid come from head quarters’.

            The need for learning through leveraging worldwide innovation and knowledge sharing. The key point that third strategic need are ‘learning and sharing’.  The objective to implementing and managing HRIS by transferring and adapting knowledge and expertise to local organization, while continuing to retain considerable influence and control over the local organization on the international model. The key point that maintenance is a problem or it creates a situation where neither corporate nor local needs are adequately met. Some HR factions that benefit from innovation and sharing include compensation program design and product/ service development[3].  In my opinion this model, international is focus to sharing knowledge and innovation from head quarters to branch of company and from branch knowledge to head quarters. Both responsibilities to improve productivities of organization without look levels of status.  

Conclusion

            Studying this course HRIS, is much give knowledge for especially using IT in HR organization activities. We can look if no technology in organizations that is impossible the organization can develop and difficult to growth their company on globalization sector. The effect also the production can not go to marketable the profit became lower. The bad effect the company organization can be closed. But to handle this problem the company organization must to take part in using IT in activities not only for HR but usefully for all departments.

            If the company using model IT system on their organization, the advantaged the organizational able to organize planning models in such a way that they will use and produce data required for other purpose because ‘model can only realize their possibilities if backed by IT’[4].That mean all activities can solve include impossible problem in the right time, right place and the right person if using IT.

            Finally, this course also gives more information about globalization in organization. For additional, not only three model in system strategy need used by organization but transactional also one of the model system because transactional is centered on resolving problems more complex process included distributed, specialized, resources and capabilities. Successful organization who apply this model because the model show large flows of component, products, resources, people and information among independent units.     

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[1] Karen Beaman & Alfred J.Walker. ‘Globalizing HRIS the new transactional model’. IHRIM Journal 2. 2000.pg-30

[2] Shirley Fletcher. ‘designing competence-based Training’. Kogan Page. 1991.pg 21

[3] Karen V. Beaman. ‘Moving to transnational Solution’, articles. www.ihrim.org. 1999.pg 34-35

[4] C. W. Blaxter & W.E.M. Morris. ‘Computers and the manager’.  Pg 35