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Introduction Human Resource Information Systems (HRIS) can offer an organization a huge variety of functionalities which improve the productivity of their HR department whilst encouraging the desires and needs of the remaining portion of the business. However, organizations need to ensure that the expenses related to the HRIS is warranted. Organizations invest on average $1,300.000 annually to maintain and administer HRIS and their portals (Gueutal, 2005). In a competitive marketplace all project investments need to reveal favorable return-on-investment (ROI) and also the job risks not being funded. Human Resource departments are aware that a new HRIS will make time savings and support in gathering more precise info but they have a challenging time placing dollar numbers to price saving that a new system will offer the organization. The initial step is for an organization to study current HRIS abilities and determine in which technology will probably be in the next five to ten years. After the company has a great grasp of these capacities, the job should create a Project Charter which defines the requirements and parameters of the undertaking. This can help the HRIS project team in avoiding scope creep and concentrate the established requirements for the job to be successful. This paper will explore the long-term considerations a HRIS project teams must consider, the benefits and pitfalls in collecting information through interviews and focus groups and suggestions to mitigate those approaches, assess critical sources of data-gather initiatives for a HRIS, and explore a present HRIS system and discuss the way the system could improve the procedure. Long-range HRIS System Consideration HRISs are very similar to other endeavors that c.. .