 Information technologies have been constantly developing and changing from mainframes to client servers and now to Internet/Web interfaces (Roberts, 2006).  Business intelligent systems are several of the noticeable improvements that have changed the are of HRIS and its related innovations (Kavanagh & Thite,2009).

In terms of future workforce technologies, Henson (2005), predicted that the device of the future will be both mutual and associated; there will be more additional and widespread utilization of intelligent self-service through employee portals; there will be bigger utilization of HR scorecards together with workforce analytics and decision trees; there will be increases in process computerization and the utilization of online analytical processing (OLAP) for processing raw information; quicker and cheaper admission to accurate real-time HR data will be probable due to improvements in communication devices; the employees of the future will be able to work anywhere, any time, and on any device, which would not only help work- life balance but also turn the workplace into a 24/7 cycle.

 An entity/client will pay for the HR components and systems of the software that are required thus leaving a full integrated system to be brought with the money saved.  The business/customer reimburses to utilize and not to acquire the software.

 Workforce technologies enable the HR department to help the organization more favorably;  These technologies help HRM acquire and give HR metrics for budgeting and forecasting.

External Environmental Influences: Economic difficulties Social factors Employer’s needs Local & Governmental procedures Internal Environmental Influences The organizations strategic plan/objective Organization system HR policies The demand for an HRIS

The benefits of implementing a new HRIS are:  Gives an overall data picture as a single, comprehensive database; this make organizations to give structural link across units and events and boost the speed of data transactions  Raises competitiveness by developing HR functions and innovating managerial procedures.  Gathering relevant data and transmitting them to data and knowledge for.  Enhanced timeliness and quality of decision making.  Making a large number and variety of precise and real- time HR-related reports.  Reorganization and improving the efficiency and reliability of HR administrative functions.  Changing the focus of HR from the processing of transactions to strategic HRM  Reengineering HR procedures and functions  Improving employee satisfaction by delivering HR services more rapidly and accurately to them. (Kavanagh & Thite,2009)

 Kavanagh, M. J. & Thite, M. (2009). Human resource information systems. Thousand Oaks, CA: Sage Inc.  Roberts, B. (2006). New HR systems on the horizon. HR Magazine  Henson, R. (2005). The next decade of HR: Trends, technologies and recommendations. In H.G. Gueutal & D. L. Stone (Eds.), The brave new world of eHR