The data centrality of the HRIS is pictured in Figure 1.3 on page 19 in the textbook. There are several aspects of this model that are critical. Discuss one, and provide an example.

Question

What will be an ideal response?

Answer 1

Answers will vary. Student responses should highlight one of the four aspects provided here. (1) First, this model is a framework to use in reading, organizing, and understanding the information given in this book. At the core is the HRIS. The next layer focuses on the human resources envi¬ronment and the major components of that environment (e.g., HR programs). Outside of this figure represents the organizational environment and its components. Outside the organizational environment is the global business environment, which directly influ¬ences the organizational environment and indirectly affects the HR environment. Each of these layers mutually influences each other and together can impact the development and implementation of the HRIS. For example, differing labor laws across countries mean that different HR policies may be implemented and may affect the type of data collected by the HRIS and reported to regulatory agencies in different companies. The figure also indicates the interrelatedness between the strategic management system; the strategic HRM system; and the performance, business, and HR goals that are generated during the strategic planning process.
(2) Second, this is a systems model; that is, it is organic and can change over time, as the environment changes (e.g., the increasing focus on unfair discrimination in society and in the workforce will affect the HR environment and will, in turn, affect the orga-nizational and global business environments). (3) Third, the HRIS and the HR program evaluation results, in terms of HR metrics and cost–benefit results (value added and return on investment) are in continual interaction. This emphasis is consistent with current thinking in the HRM field (Cascio, 2000; Fitz-enz, 2000, 2002) and has gen-erated the HR workforce scorecard (Becker et al., 2001; Huselid et al., 2005). (4) Finally, as will be emphasized throughout this book, the alignment between the global business environment, the strategic management system, the strategic HR management system, the business goals, the HR goals, and the HR programs is critical to the organization’s maintenance of its competitiveness in the market (Evans & Davis, 2005; Huselid, Jackson, & Schuler, 1997).