SUmMARy

In this continuous challenges world, it is not about technologies that will always make an evolution but humane also make this world become challenges (Drucker, Dyson, Handy, Saffo & Senge, 1997). All companies are about to change their systematic approach in managing human or employees in their company in order to compete with others to fulfill the market demands and avoid from being left-behind to the changes. It is because, according to Porter (1990), human resources are the most serious things to handle compare to organization and physical. Employees are the assets to the company and to compete with others, company must consider and develop their high quality of work force, product and service quality, product differences and technological innovation.

Technology has taken the business environment by storm. Processes that used to be manual are now automated, and electronic means of communication have been heavily integrated into today's offices. The arrival of technology has completely transformed today's business practices. There are three processes that enable HR activities in improving and developing their service and management for the use of management and employees which are transactional, traditional and transformational. The development of HR function from traditional and manual process to the specific system that established after the new technology was introduced is a transformational approach and method in order to get easy access and have a chance to develop the new function and roles of HR.

In a world of globalization, many organizations trying to promote their businesses in local or international in order to compete with others and gain information pertaining to the business they are running. Some of them might use global model of HRIS, international and multinational or there are some of them might use transnational model which compile together three of the models.