As the area of human resource management becomes more strategic and more global it is becoming more important and critical to the organization. While not all companies are recognizing this yet, those that are most effective and most admired, seem to be the ones that are. As a consequence they are doing many things that make their management of human resources as effective as possible. The global changed the nature of the company such as compensation program existence, number of global HRIS organization exist that handle worldwide issues, the specific global software solution that help HR manager and more. The problem which struggle HRIS is that building a truly global system is an order whereas it is costly and time-consuming. It requires the cooperation of an inordinate amount of knowledge in various business practices, environments, legal systems and languages of the world.
Another problem is many multinational companies consider their foreign subsidiaries to the dominant domestic structure. This may cause losing a chance to leverage synergies between countries, regions and businesses and it may call as multi-local. There are four different models of HRIS that are multinational where the need for responsiveness through local differentiation, global model is the need for efficiency through global integration by building a single, standardized centralized system and international is the need for learning through leveraging worldwide innovation and knowledge sharing while transnational is more to increasing a diversity and complexity.
References
Globalizing HRIS: The New Transnational Model by Karen Beaman and Alfred J. Walker, IHRIM Journal Oct.-Dec. 2000
No comments:
Post a Comment