There are four types of models in HRIS. The first
one is multinational models. According to Beaman (2002), “Multinational HRIS”
comprises a portfolio of separate, distinct organizations that are delineated
by national boundaries. For my understanding, multinational model of HRIS is
the organizations that located separately around the world which given autonomy
and responsibilities to operate according to local culture.
In the contrast to the multinational model, the head
office in the global organization has a great deal of power and puts a strong
emphasis on global standardization and operating efficiency. (Beaman and Guy,
2003) I see that this model is using one-size-fits-all approach which the
organizations in different places must follow the decision fixed by the head
office.
According to Martin and Beaman (2009), the international
organizational model is one that takes a more balanced approach between centralization
and decentralization. A key characteristic of this organizational model is that
it seeks to understand the needs of its local business units and to share and
leverage best practices across the organization. In my opinion, I think that
international organization is better than multinational and global organization
model as international organization is the combination of centralization and
decentralization and it also allows sharing cross-border learning and
innovation.
Lastly, a transnational organization is a chaordic,
networked structure with no centralized “controlling” unit per se, but with a
well-defined set of centralized “coordinating” and “cooperative” processes that
govern how the organization functions. (Beaman, 2003) In my opinion, I think
that transnational organization is the best as this model is the combination of
the other three models of flexible and sensitive to local conditions
(multinational), competitive and
effective (global) and sharing knowledge between local units (international).
References:
1. Karen V. Beaman (2002), Boundaryless HR: Human Capital Management in the Global Economy
http://books.google.com.my/books?hl=en&lr=&id=czzY2gccsnQC&oi=fnd&pg=PA11&dq=multinational+HRIS+models&ots=dnPLvFtNLm&sig=DL1hNVcGrLxn60CnXiRLTeistI0&redir_esc=y#v=onepage&q=multinational%20HRIS%20models&f=false)
http://books.google.com.my/books?hl=en&lr=&id=czzY2gccsnQC&oi=fnd&pg=PA11&dq=multinational+HRIS+models&ots=dnPLvFtNLm&sig=DL1hNVcGrLxn60CnXiRLTeistI0&redir_esc=y#v=onepage&q=multinational%20HRIS%20models&f=false)
2. Karen V. Beaman and Gregory R. Guy
(2003), Transnational Development: The Efficiency-Innovation Model
3. Lexy Martin and Karen Beaman (2009),
Leveraging HR Technology: From Global Savings to Transnational Value
4. Karen V. Beaman (2003), The New
Transnational HR Model: Building a Chaordic Organization
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