To be competitive in the global market a company must have access to accurate information about current and future employees. (Kavanagh, Thite & Johnson, 2012) To do this, they must provide human resources (HR) managers with the tools to streamline HR processes, reduce HR administration costs, compete effectively for global talent, provide advanced reporting on the current workforce ( Johnson & Gueutal, 2011) Human resources technologies Human resources technologies are used by managers to attract, hire, retain and retain human resources, support human resources administration and optimize human resources (Dessler, Chhinzer & Cole, 2013, p.50). As Dressler, Chhinzer, and Cole (2013) point out, companies that use human resource information systems (HRIS) have a significant advantage over competitors who do not, as it gives them better ways to communicate with employees and more time to carry out significant HR activities. and more information to facilitate decision-making processes. This highlights a fundamental shift in the role of HR managers which has evolved from a gatekeeper mentality to a strategic partner of senior management (Kavanagh, Thite & Johnson, 2012). In the following paragraphs, we will provide a historical overview of HRIS and an introduction to the latest trends in this field. Human Resources Information Systems (HRIS) HRIS is a global term for any system used to manage human resources information. In addition to the obvious hardware and software, the HRIS is also composed of people, forms, procedures, and data (Kavanagh et al. 1990). Paper-based system Paper-based systems are the most rudimentary form of HRIS. (Kavanagh, Thite & Johnson, 2012) They have very limited capabilities as most of the data is not consolidated in a central hub...... middle of the paper ...... the result can be translated into performance economy up to 25% of the company's HR budget uses HRIS with advanced web-based capabilities (Kavanagh, Thite & Johnson, 2012). This highlights how important it is for the company to streamline operations, reduce the unrelated workload of its professionals, and increase data collection and analysis capabilities to remain competitive in the global market.Works CitedDessler, G., Chhinzer, N. & Cole, N. (2013). Human resource management in Canada. (12th ed.). Ontario, CAN: Pearson Education Canada. Johnson, R. & Gueutal, H. (2012) Transforming HR through technology. Retrieved from https://www.shrm.org/about/foundation/products/Documents/HR%20Tech%20EPG-%20Final.pdfKavanagh, M., Thite, M. & Johnson, R. (2012). Human resource information systems: Basics, applications, and future directions (2nd ed.). Thousand Oaks, California: SAGE Publications, Inc.