Human resource system as innovation for organisations

Purpose – This paper aims to identify relevant aspects to achieve advantage of the innovative potential of ahuman resource information system (HRIS). The present study compared the system implementationprofessionals’ perception of the results expected from the system, its characteristics and how it should beimplemented.Design/methodology/approach – Semi-structured interviews were conducted with eight informationtechnology specialists and ten human resource (HR) professionals from four organisations at different stagesof HRIS implementation, in which two had it fully implemented and two were undergoing the implementationprocess. The resulting data were submitted to four sets of content analyses and then compared.Findings – Findings suggest specificities in the perception of these professionals. Critical aspects regardingthe effective adoption of HRIS were addressed, such as characteristics of the systems, implementation processand human resource management model.Originality/value – The implementation of an HRIS alone does not ensure the achievement of the obtainedadvantages. The results of the present study provide guidelines for implementation of HRIS as innovation fora strategic management of people. These guidelines come from different knowledge areas and from differentstages of implementation. These findings corroborate models of innovation diffusion and technologyacceptance