CONCLUSION

Using HRIS gives firms several advantages which are increasing competitiveness by improving HR operations and management processes;  collecting appropriate data and converting them to information and knowl­edge for improved timeliness and quality of decision making ; streamlining and enhancing the efficiency and effectiveness of HR adminis­trative functions; shifting the focus of HR from the processing of transactions to strategic HRM; reengineering HR processes and functions; and improving employee satisfaction by delivering HR services more quickly and accurately.

The ability of firms to harness the potential of HRIS depends on a variety of factors, such as the size of the organization, with large firms generally reaping greater benefits; the amount of top management support and commitment; the availability of resources; the HR philosophy of the company as well as its vision, organizational cul­ture, structure, and systems; managerial competence in cross-functional decision making, employee involvement, and coaching; and the ability and motivation of employees in adopting change, such as increased automation across and between functions.