The Human Resource Information System (HRIS) is a specialized system that was designed to improve the management and alignment of organization’s human resources with organization’s performance. Organizations that are best placed to reap the benefits of HRIS are those that completely map their HR functions onto their HRIS. Absence or partial implementation of any function of HRIS may negatively impact the organization’s performance, which does not yield the desired results. This research examined the relationship between the extent of HRIS adoption and its impact on organization’s performance, in a sample (n = 63) of HR managers from various organizations that are using the computerized system in the human resource (HR) department. Additionally, the moderating role of HR staff expertise in this relationship was also tested. Findings supported that positive association exists between the extent of HRIS adoption, HR staff expertise, and organization’s performance. However, HR staff expertise did not impact the relationship between the extent of HRIS adoption and organization’s performance.
Keywords: Human Resource Information Systems (HRIS), Extent of HRIS, Organization’s Performance, HRIS Pakistan