1. Introduction
HRIS is defined as an “integrated system used to gather, store and analyze information regarding an
organization’s human resources’ comprising of databases, computer applications, hardware and software
necessary to collect, record, store, manage, deliver, present and manipulate data for human resources function”
(Hendrickson, 2003). An HRIS can perform a number of functions from the simple storage and communication
of information, to more complex transactions. As technology advances, the range of functions that an HRIS can
undertake increases. The use of Human Resource Information Systems (HRIS) has been advocated as an
opportunity for human resource (HR) professionals to become strategic partners with top management. The idea
has been that HRIS would allow for the HR function to become more efficient and to provide better information
for decision-making. The question remains whether HRIS has fulfilled its promise. (Beadles, Lowery & Johns,
2005).