I. IntroductionIn today's modern world, technology is changing day by day. Without the use of appropriate and most modern technologies, businesses are not able to survive or last for long. In order to develop an effective, efficient and up-to-date human resource department, certain technologies have been introduced which are imperative for an organization. The HRIS or Human Resources Information System is one of those technologies that have established themselves and are a necessity for a company to have. According to Chauhan, Sharma, and Tyagi (2011), “a human resource information system (HRIS) is the integration of software, hardware, support functions, and system policies and procedures into an automated process designed to support the strategic and operational activities of the company. human resources department and managers throughout the organization” (p. 58). Human resources information system (HRIS) is an assimilation of human resources management (HRM) and information systems (IS) (Chandra, 2009). An HRIS database includes personnel data, payroll, benefits, administration, application processing, job tracking, training and development, security, workers' compensation and collective bargaining (Chandra, 2009). It is a system used to store, obtain, analyze and distribute important information about the office or human resources department of an organization. It helps HR managers carry out their HR functions in a more efficient and organized manner with the help of technology. HRIS is an essential information resource not only because of its usefulness in human resource decision making, but also in strategic decision making (Kovach et al., 2002). .mployee information is not disclosed to any unauthorized user. To maintain the confidentiality and security of HRIS records, organizations and businesses must have control of access, foster and develop policies and guidelines that govern the use of information, and allow employees to audit their records and to have access to them as well as the possibility of adding and modifying their information. In addition to effectively using the system's privacy and security features, a written policy should be implemented to help manage data reliability and privacy issues. Due to modern technological advancements, employee records are increasingly kept in computer files. With daily uncertainty about the reliability of technology, traditional recordkeeping policies and practices must be implemented and updated regularly (Chauhan et al.., 2011).