In the last two decades, globalization, rapid technological advancement, advent of knowledge economy and a lot of other factors have changed the face of modern organization, and consequently, the Human Resource (HR) function is changing rapidly (Park et al., 2004). This scenario in turn has put pressure on the HR professional to provide faster service, of better quality, which is seamlessly linked (Pfeffer, 1997). The enabling technologies provided by Information Technology (IT) help the HR professionals to provide efficient and effective service (Hendrickson, 2003).

Human Resource Information Systems (HRIS) is a tool which assists the HR professional to provide faster service, of better quality, which is seamlessly linked, consequently helping the organization gain strategic advantage (Hannon et al., 1996). Broderick and Boudreau (1992) have defined HRIS as “the composite of databases, computer applications, hardware and software that are used to record, store, manage, deliver, Research Note present and manipulate data for human resources.” The component of HRIS includes people, policies, procedures and data required to manage HR, besides the technical part (i.e., hardware and software) (Kavanagh et al., 1990).

A functional HRIS caters to the information needs of a range of potential users, and the information may be intended to facilitate or support strategic, tactical and operational decision making (for e.g., to evaluate compensation strategy alternatives), to evade litigation (for e.g., to identify patterns that suggest any discrimination), to assess programs, policies and practices (for e.g., to examine the cost of the sick leave policy), and/or to support daily operations (for e.g., reminders of pay increases and making sure that people are paid on time) (Tannenbaum, 1990). Furthermore, important processes such as employee training, technology selection, integration of departments and organizational reporting structures are also supported by a good HRIS (DeSanctis, 1986; Haines and Pitt, 1997; and Richards- Carpenter, 1997). The last decade has witnessed a significant rise in the number of organizations collecting, storing and analyzing data pertaining to their HR using HRIS (Ball, 2001; Ngai and Wat, 2006; and Hussain et al., 2007). Almost every organization has implemented some form of HRIS (Richards, 1997). Different types of organizations use different types of HRIS applications and there is equal diversity in the resultant benefits (Cholak and Simons, 1991; Haines and Pitt, 1997; and Richards, 1997). Sophisticated HRIS has the potential to help the HR function in developing business strategy and thus improve an organization’s performance (Broderick and Boudreau, 1992).

Management Research Journal, Human Resource Information Systems, Human Resource, Motivational Model (MM), Technology Acceptance Model (TAM), Theory of Reasoned Action (TRA),Diffusion Theory (IDT), Theory of Planned Behavior (C-TAM-TPB).