HRIS implementation and deployment: a conceptual framework of the new roles, responsibilities and competences for HR professionals

In many organisations, computer Information Systems (ISs) affect every aspect of business operations (Harrison, 2003). The widespread use of Human Resources Information Systems (HRISs) and web-based applications in global business raises the question regarding the new competencies required for Human Resources (HR) professionals. HRISs are now viewed as sustaining the competitive advantage of the firm (Lado and Wilson, 1994). In this paper, we first elaborate on the evolution of the roles and responsibilities of HR professionals from a traditional perspective to a new strategic perspective. Second, we highlight the new competencies that are required from the strategic perspective – in other words, their contribution to the firm's strategy. Then, from the Information Technology (IT) perspective, we review how the introduction of new technologies in the organisation affect the way HR professionals accomplish their tasks not only within the HR department, but also with the rest of the organisation. Another main output of the present article is to propose a conceptual framework to illustrate the relations between IT systems, Human Resource Management (HRM) organisational design and the competencies of HR professionals. Finally, we recommend some HRIS research questions and the methodological orientation that should prevail in the context of complexity that characterises the introduction of HRISs in organisations and the new roles assigned to HR professionals.