Human Resource Information System (HRIS) is used to gather and maintain the data that describe human resources, transforming data into information and then reporting the
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nformation to users (Ngai et al, 2008). The use of a HRIS would reduce HR costs by automating information and reducing the need for large numbers of HR employees; by helping employees to control their personal information; and by allowing managers to access relevant information and data, conduct analysis, decide, and communicate with others without consulting an HR professional (Awazu & Desouza, 2003; Ball, 2001). Despite having several obvious benefits of this technology, organizations, especially from developing & under developed countries, are not in the position to enjoy the full benefits of HRIS due to some obstacles and challenges interrupting the proper implementation. The study of Krishnan and Singh (2006) explored the issues and barriers faced by nine Indian organizations in implementing and managing HRIS. They found two important barriers, such as; lack of knowledge of HR department about HRIS and less focus on HR department. Further, Dr. Batool S. Q., Dr. M.A Sajid, & Dr. Raza S. H. (2012) concluded the implementation of HRIS causes some problems such as lack of expertise, technical problems, lack of funds, and time consumption by the untrained staff. In addition, Yin, (2003); Youndt, Snell, Dean, & Lepak, (1996) tried to identify the challenges of implementing HRIS. They found three challenges for the organization. First challenge is an inconsistency in the importance attributed to HRIS resulting difficulties on holding management commitment to the project and in obtaining the resources necessary to fully develop the new or upgraded HRIS. Second challenge is a tendency to underestimate the complexity of the HRIS and its impact on the behavior and processes of the organization. The barrier to user acceptance of the HRIS and the consequent underestimation of the importance of change management is the final challenge behind the effective implementation of HRIS in business.