Conclusion

After I have done this webfolio, I can conclude that an organization must make a decision about their ideal type of HRIS model to adapt in the most appropriate way to the organization structures. The three models of HRIS Systems and Systems Architecture have their own advantages and disadvantages features, in order to get the best results the organization must select and adapt the most ideal system to their organization. For the Transnational HR systems, I am aware that the Multinational, Global, International and Transnational are the four types of HRIS organizational models. The Transnational HRIS model is mostly useful for large, worldwide companies. Last but not least, the HR Performance Management Systems shows me such an important function of HR systems. Performance Management is all about the initiatives to enhancing, evaluating, and managing the workforce. Nowadays, it is so important for the organization to manage their workforces’ performance to maximizing the productivity. All of these systems; HRIS Systems and Systems Architecture, Transnational HR systems, and lastly the HR Performance Management Systems, play the most crucial and important roles in order to enhance the effectiveness and the efficiency of the HRIS to run smoothly as well as to help the organization achieve their goals.

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