While Human resource information systems (HRIS) can be a useful tool for a variety of policymakers and planners, its main function – at least during the initial phase of its installation – would be in support of the personnel management process. Human resource information systems (HRISs) have the potential to be the mechanism by which transnational entities monitor and deploy their personnel in order to attain and sustain a competitive advantage.
So this paper investigates the relationship between the Human Resources information Systems and Strategic Human Resources Planning as a tool to achieve competitive strategy e.g. cost, quality, customer satisfaction and innovation. The goal of this paper is to present a framework in which a top management can use to successfully plan, forecasting and compete for the human resources. This developed model can be used for almost large organizations with a little adaptation related to job nature of the organizations.