Assessing human resources information systems in human resources processes and perceived organizational performance

This study examines how Human Resources Information Systems (HRIS) are narrated in relation to human resource (HR) practices and perceived organizational performance. Drawing on 244 public interviews from eight global HRM software providers, we conducted qualitative content analysis combining deductive coding with inductive thematic refinement, supported by NVivo. The findings show that HRIS is portrayed as reconfiguring recruitment, onboarding, workforce administration, and employee self-service through automation, standardization, data visibility, and integration. Prominent themes include recruitment as transparent and efficient, cloud platforms as integrative infrastructures, access design as balancing empowerment with managerial control, and tracking as embedding monitoring of time, performance, and career development. Technology is represented as both a functional tool and a strategic-cultural frame. Overall, HRIS is associated with greater efficiency, coordination, and decision support, alongside integration barriers and uneven adoption. Treating vendor-curated interviews as constructed accounts, the study provides a comparative baseline of publicly articulated HRIS adoption.