An HRIS, Human Resources Information System, is an interface between the human resource management (HRM) and information technology and Information and Communications Technology (ICT). It combines HRM, and in particular its basic administrative activities (payroll, administrative management), with the resources made available by ICT.

The HRIS system, Human Resources Information System, recovers the traditional individual or collective functions of administrative and financial management, and therefore the new features that are intended for new actors, management planning, individual and collective management skills, piloting and decision support ...

These new services are offered to HR decision makers, managers and employees who become stakeholders of information systems. Their active involvement becomes a guarantee of quality of information processed.

The HRIS contributes to the development of a stuff function to an HR function. Computerizing this function aims to achieve the following goals:

• Providing services in the form of information, reports to internal customers (employees), external (trade unions, labour inspector, supplier, etc...) and system User.
• To serve the automation of administrative procedures
• Allows improving productivity and quality of service.
• Free more time to improve management, develop new roles of HRM through automation and decentralization of routine tasks. In other words the HRIS allows HRD to focus management planning and strategic management.
• Maintain hierarchical control
• Improving the quality of human resources decisions by increasing the amount of information available.

Finally, HRIS affects workforce management, control and decision making. It stresses on all the functions and all levels of HRM. In addition, the use of HRIS helps to improve the quality of service provided by the HR function.

• Time compression: HRIS saves time. It automates the processing of information.
• Space compression: it is possible to save a considerable amount of information on computers. This will greatly reduce archives and saves space.
• Expansion of stored information: it is now possible to store huge volumes of data with management software that help to respond quickly to demands once data is structured database.
• A considerable flexibility of use:  referring back to stored program allows computers to have great flexibility in terms of automation and a wide range of different use.
• User involvement and attitude change: users of the information system show a higher level of computer skills. These users are more involved and more oriented towards reflection on the purposes of applications. They are more responsible and independent.

The offer of PITE helps underpin Human Resources departments in integrating their business processes and IT solutions related. PITE acts to enhance the performance of the HR function to:

• Promote the establishment of the overall strategy.
• To accompany the transformation of the HRM from administrative function to a partner and expert role.
• Harmonize, rationalize and optimize existing processes and provide HR managers with greater expertise, skills and productivity.

This offer is based on an important knowledge of key market solutions and can integrate new technology solutions independently. In a context of technical change or development of the capabilities covered by the HRIS, the competence centre provides projects management, impacts management as well as recovery and improvement of the existing.