Summary

The Human Resources information system (HRIS), I learned the basics in HRIS are to understand and explore how computerized information can help human resource (HR) professionals to achieve a specific objective of human resources. Therefore, to change human resource functions for the better, this course reveals the use of much computer-based information system (CIBS). Therefore, managers and indirectly, they can access information at any time and without using a paper process. Competitive Forces are important factors that affect the competitive position of companies in the industry or market. Among the factors is the bargaining power of buyers and suppliers, competition between the companies available, the threat of new entrants, and substitute products that may capture market share. There are five competitive strategies which are cost leadership, differentiation strategy, innovation strategy, growth strategy and alliance strategy. According Christopher B. and Sumantra G. (1991), have three models which are multinational, global, and international model. What I learnt from this topic, there are three different strategic needs in determining the model of a company which are responsive to location, global efficiency and knowledge sharing. In addition, transnational model is the combination of these three models. In the transnational, there are three components that consist of global efficiency, local flexibility, and innovation and sharing.

Resource:

Karen V. Beaman (2003). The New Transnational HR Model: Building a Chaordic Organization. Pp1-27.

Karen Beaman and Alfred J. Walker (2000). Globalizing HRIS: The New Transnational Model. IHRIM Journal, pp 30-43.

Walker A. J. (2001).  Web-based Human Resource: The technologies and trends that are transforming HR. McGraw-Hill Professional.

Michael E. Porter, (2008). The Five Competitive Forces That Shape Strategy. Harvard Business Review.