As the company expands, keeping track of it human resources requirements can become difficult. Even a relatively small workforce can present a number of logistical problems, particularly when it comes to the administration of things like benefits, sick leave, promotions and so on. Thankfully technology has provided a potential answer. An HRIS generally should provide the capability to more effectively plan, control, and manage HR costs, achieve improved efficiency and quality in HR decision making, and improve employee and managerial productivity and effectiveness.
Michael Porter defines an organization’s task environment by five competitive forces which is supplier power, buyer power, threats or substitutes, threats of entry, and rivalry among competitors. All of this competitive force will overcome by implement several competitive strategies which are cost leadership, differentiation strategy, innovation strategy, growth strategy and also alliance strategy.
There are four types of organizational models that the organizations implement which is multinational model, global model, international model and also transnational model. Multinational model takes a responsive approach to implementing and managing HRIS by being sensitive to local and regional differences. The examples of the organization that use this model are, PROTON, Sime Darby, Toyota Motors Corporation and DELL. Global model takes an efficiency approach to implementing and managing HRIS by building a single, standardized centralized system to their organization for example KFC. For international model, it takes learning and sharing approach to implementing and managing HRIS by transferring and adapting knowledge and expertise to local organizations while continuing to retain considerable influence and control over the local organizations. The organizations that use this model are Gdex, Caltex and IKEA.
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