The Human Resources Information System (HRIS) - an essential tool for organizations: A theoretical analysis[Le Système d'Information Ressources Humaines (SIRH) - outil incontournable au service des organisations : Une analyse théorique]

The study projected through this article is proposed as a theoretical response to the genesis of the human resources information system (HRIS) within organizations. In this article, which could constitute a theoretical basis for future researchers wishing to conduct their research in this area, we have presented, from a review of diverse literature, on the one hand, a set of definitions of the various key concepts related to HRIS such as system, information, information system (IS), etc., in addition to the presentation of a small historical overview on its emergence and its evolution over time within organizations, and, of a on the other hand, its various aspects and components, whether administrative such as payroll, personnel administrative management (PAM), time and activity management (TAM), and decision-making such as management of recruitment, remuneration and training, forward-looking management of jobs and skills (FLMJS), etc., while emphasizing the importance of HRIS for organizations, through its multiple processes, in terms of the effectiveness of the HR decision-making process and control of the organization. The present study revealed that recourse to the use of HRIS, fully contributes to the reduction of time dedicated to repetitive tasks previously performed by HR staff while allowing them to tackle activities and missions that generate more value. for organizations, and that the offer presented by the HRIS through its multiple integrated functionalities, allows the various employees to monitor their administrative situation by making the necessary updates, without resorting to the support of the HR function which consolidates communication between teams and significantly minimizes HR transaction costs.