Human Resources Information Systems
The concept describes human resource information systems (HRIS) as a computerised system that enables HR managers to gather, organise, store, update and retrieve the information needed for managing employees. It explains the various strengths and drawbacks of HRIS and provides the steps needed to implement it and the factors required for success.
Technique Overview
Human Resources Information Systems Definition
A Human Resources Information System (HRIS) is a computerised system that enables human resource managers to gather, organise, store, update and retrieve the information needed for managing employees (Kleynhans, 2006). As with other technologies, the aim of HRIS is to increase the productivity of employees, in this case, to increase HR department efficiency. HRIS is a technology that has evolved over the last thirty years, moving from a simple data management system, to a management information system, to a real decision support system (Waddill & Marquardt, 2011).
Human Resources Information Systems Description *
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Business Evidence
Strengths, weaknesses and examples of Human Resources Information Systems *
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Business Application
Implementation, success factors and measures of Human Resources Information Systems *
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Professional Tools
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Further Reading
Human Resources Information Systems web and print resources *
Human Resources Information Systems references (4 of up to 20) *
- Armstong, M., 2009. Armstrong's Handbook of Human Resource Management Practice. Kogan Page Publishers.
- Bersin, J., 2012. The Sleepy Little HR Software Market Is On Fire. Forbes, Feb 9. Available at:
- Boroughs, A., Hunter, I., Palmer, L., 2008. HR Transformation Technology: Delivering Systems to Support the New HR Model. Gower Publishing, Ltd.
- Caldwell, T., 2012. How one trust transformed its HR. The Guardian, Jan 9. Available at:
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